Sexual Harassment at the Workplace is seldom reported as the complainant fears facing subsequent harassment by the perpetrator, losing one's job, or simply being the subject of gossip in the workplace. However, this is exactly the reason why there is need to build awareness and bring about change in the way women handle the issue. For the perpetrator, too, awareness is necessary so that he learns that trivializing the issue does not help; rather it invites severe action under the existing Civil Services Rules (in the case of government servants) and relevant provisions of the Sexual Harassment of Women at Workplace (Prohibition, Prevention and Redressal) Act, 2013.

PRIA recognizes the urgency of bringing the issue of sexual harassment at the workplace to the forefront. PRIA set up its own Committee Against Sexual Harassment in 1998, a year after the Supreme Court laid down the Vishakha Guidelines for combatting sexual harassment at the workplace. Under the Vishaka Guidelines it was made mandatory for workplaces to put in place internal complaints committees to receive and respond to cases of sexual harassment.

PRIA's Campaign Against Sexual Harassment was initiated in January 2010 through an interactive website (www.priacash.org). Similar efforts have been undertaken on social networking sites such as Facebook (http://www.facebook.com/group.php?gid=131843440169937&ref=mf) and Twitter (http://twitter.com/Gender_Matters).

In its work to promote awareness and sensitization on the issue of sexual harassment at the workplace, PRIA has:


Participatory Trainings on Prevention of Sexual Harassment at the Workplace

Some key partners for whom PRIA has conducted trainings for staff as well as committee members:

The main objective of these trainings is to achieve clarity on the issue of sexual harassment and the roles and responsibilities of committees in the organization. Understanding of what constitutes sexual harassment at the workplace, role of the complaints committee and how to deal with cases of sexual harassment are some of the aspects covered in the training. The training programmes are conducted using participatory training methodologies and are designed to heighten awareness and sensitivity on gender issues with a view to persuading all participants - man or woman - to take personal responsibility for their actions; specifically address the growing

PRIA's interventions also include reviewing/formulating policies, third party representation and developing IEC material

Seminars for Awareness Generation

In association with ILO and Gender Community UN Solution Exchange, PRIA organized a seminar on the prevention of sexual harassment within the workplace on 24 March 2010. The seminar brought together representatives from diverse sectors like government functionaries, non-governmental organizations, academia, lawyers, trade unions, corporate, women's organizations and media. The seminar was held to bring a renewed interest on the issue, expand the boundaries of understanding on the issue amongst various stakeholders, and commonly arrive at strategies to push the issue within Parliament and other stakeholders.

Rapid Assessment of follow-up of directives of the Supreme Court of India on Prevention of Sexual Harassment at the Workplace

This was undertaken in association with M/s Kochhar & Co. New Delhi for International Labour Organisation (ILO) and Ministry of Labour and Employment (MoLE), Government of India

The rapid situational analysis was spread across 12 states - Andhra Pradesh, Assam, Delhi, Gujarat, Haryana, Karnataka, Kerala, Madhya Pradesh, Meghalaya, Rajasthan, Uttarakhand and Uttar Pradesh - to identify the factors that promote an enabling environment for regulatory responses and/or processes for the prevention of sexual harassment in workplaces at the level of the state government. It was undertaken between November 5 and December 31, 2010.

The objective of the study was:

Preparation of Step-by-Step Guidelines and Manuals Undertaken for:

In recognition of the active role that PRIA played in conducting the Rapid Situational Analysis, and the role that it has been playing in advocating the prevention of sexual harassment at the workplace, ILO approached PRIA to develop a set of guidelines on the prevention of sexual harassment for Labour Commissioners and Internal Complaints Committees with an express focus on strengthening their mandates and roles.

PRIA prepared two step-by-step guidelines, one for Labour Commissioners and the other for Internal Complaints Committees at Workplaces

The Step-by-Step Guideline for Labour Commissioners contains information on what is sexual harassment particularly referring to ILO Convention No. 111; what the law of India stipulates including its objectives and punitive sanctions; what their statutory mandate is with respect to receiving complaints and what the process must be when complaints are received; and what is their role with respect to preventing sexual harassment through their normal oversight and advocacy functions to play their role effectively.

The Step-by-Step Guideline for Internal Complaints Committees contains information on what is sexual harassment, in particularly referring to ILO Convention No. 111; what the law of India stipulates including its objectives, punitive sanctions and employer liability; what an organisation's statutory mandate and obligations are with respect to setting up a Complaints Committees, receiving complaints and what is the process when complaints are received, including confidentiality, arbitration/adjudication and reporting obligations; and what is their role with respect to preventing sexual harassment at the workplace through proactive zero tolerance policies and education activities at all levels

For Delhi Commission for Women a guide book for the members of the Departmental Complaints Committee was prepared. It contains landmark cases on sexual harassment, directions of the Hon'ble Supreme Court of India and other matter apart from other important details on procedures to be adopted by the complainant and the complaints hearing committee. The guidebook discusses the objectives, punitive sanctions and employer liability, what the statutory mandates and obligations are with respect to setting up the Complaints Committees, receiving complaints and the procedures to be adopted in the investigation of complaints. These guidelines also discuss issues and norms related to confidentiality, arbitration, and adjudication, reporting obligations, and roles of different stakeholders with respect to preventing sexual harassment at the workplace through proactive zero tolerance policies and awareness activities at all levels. The guidebook is intended to be read along with the rules notified by the government.