How has corporate India responded to #Metoo?
POLICY How can HR initiatives and technology become enablers in providing a safe and dignified way to report sexual harassment cases?
In a country infamous for an unbalanced culture, a patriarchal and sexist structure and intense social stigma around reporting of sexual harassment, are we ready to join the global #Metoo movement that was triggered by an outbreak in the West? A few of the things holding us back are that a majority of key seats in corporates are held by men, ‘good touch-bad touch’ is an uncomfortable conversation and reporting sexual abuse is discouraged by one’s own loved ones.
Since the corporates of India also imbibe the same values that our society does, it is worth asking if they are doing enough to help bring closure to victims? What they need are effective tools that empower victims with the language and power to push back, stay strong and be believed in the current corporate scenario. This goes beyond simply resolving incidents after they arise. It is more about creating a culture and a mindset where such incidents never occur.
In the face of the #Metoo movement, what’s worth exploring is if HR initiatives and technology can become enablers in providing a safe, dignified and conclusive way to report cases. Several reasons can play a definitive role here, thereby having a direct bearing on how they perform in their roles or bring themselves to work.
Data from BSE 100 companies has already shown a 15% increase in sexual harassment complaints as a direct result of the #Metoo movement. While the fact that women feel increasingly confident to report such incidents is a step in the right direction, corporates should keep their eyes and ears open, and activate the best possible processes and mechanisms to address this issue effectively.
Here are some ways in which that can happen
HAVING A POLICY
While many are actively speak- ing about tightening policies, according to a recent survey, 1 out of 2 companies in India do not have policies resembling POSH (the Nestlé India policy on Prevention of Sexual Harassment of women at workplace) framed in accordance with the provisions of ‘The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013’. Worse still, many employees are ignorant of the existence of such a policy in their company. So, the first step is to frame a policy around sexual harassment and other unwelcome or unpleasant conduct, in congruence with a company’s ethos and business landscape.
EDUCATING PEOPLE ABOUT POLICIES
People today come from different cultural, educational and geographical backgrounds to fill positions at a common workplace. This multiculturalism often results in a mixed bag of exposure, expectations and knowledge; and thus, causes gaps in understanding the definitions of acceptable behaviour and sexual harassment.
In such a scenario, corporates must sensitize and educate every employee about the definitions of harassment, details of reporting procedures, investigation mechanisms and the consequences thereof. New–age HRMS systems play a huge role in building a fair and inclusive workplace by rolling out reading material, furnishing clear statutes and initiating anti-harassment training sessions regarding workplace ethics.
IS ENOUGH DONE DESPITE HAVING POLICIES?
There are many eminent corporates that have robust policies in place. Many even have legal teams to address such issues and a zero-tolerance mindset in case of wrongful accusations. But the question is, how many employees are actually given a safe space to call out incidents confidently and trust that they are going to be believed? One good place to start is by setting up circles of trust and having periodic one-on-one sessions with HR teams. Rolling out surveys encouraging people to share any instances of abuse or misconduct in the workplace is also an advisable option. In such scenarios, technology can be a friend; by being configured and leveraged should one wish to report anonymously.
WHAT HAPPENS AFTER REPORTING?
Sexual harassment cases need to be a top priority in every corporate, and cases need to be dealt with sensitively and quickly. Failing which, this leads to outbreaks on social media which complicate the matter further. Research has suggested that corporates that take sustained efforts in protecting their employees have far fewer incidents of public reporting and employees lashing out on social forums.
So, it’s worth discovering everything that can be done in this context to step up efforts in the form of open communication drives or HR technology enhancements to protect employees. Investment towards prevention of such matters is far more valuable than subsequent backlash .
DATA FROM BSE 100 COMPANIES HAS SHOWN A 15% INCREASE IN SEXUAL HARASSMENT COMPLAINTS AS A DIRECT RESULT OF THE #METOO MOVEMENT