Decoding the Silence: Why Women Hesitate to Report Under the Sexual Harassment of Women at Workplace Act, 2013

As a Senior Consultant and External Member of the Internal Committee, I am deeply invested in fostering safe and inclusive work environments. For over a decade of advocating Women's rights and safety, I have observed a persistent issue: many women are hesitant to report incidents of sexual harassment to their Internal Committees (IC) under the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013.

With women experiencing sexual harassment on the job, it begs the question: “Why don’t more women come forward?” The answer isn’t simple.

Considering this trend, understanding the reasons behind this reluctance becomes all the more paramount. In addition, it is crucial for inspiring positive change in our workplaces.

A few of the many reasons are penned down along with my suggestions:

Fear of Retaliation

One primary reason women refrain from reporting is the fear of retaliation. This fear can take many forms, including demotion, dismissal, or a hostile work environment. Even though the Act prohibits any form of retaliation against complainants, the perceived threat remains a significant deterrent.

Suggestion: To reduce this fear, companies should create anonymous reporting channels and make sure employees know that their complaints will be handled confidentially. Reinforcing and publicising a zero-tolerance policy for retaliation can further build employee trust.

Lack of Trust in the Redressal Mechanism

Many women doubt the effectiveness of the Internal Committee in handling their complaints impartially and efficiently. This lack of trust may stem from past experiences or perceptions that the IC may be biased or lack the necessary sensitivity.

Suggestion: Regular training for IC members on handling complaints with empathy and impartiality can enhance their credibility. Transparent communication about the steps taken in response to complaints can also help build trust and reassure employees that their concerns will be taken seriously.

Social Stigma and Blame

The fear of social stigma and being blamed for the incident often prevents women from coming forward. In many cases, victims are made to feel responsible for the harassment, leading to feelings of shame and guilt.

Suggestion: Awareness programs that emphasise the victim is never at fault can help change societal attitudes. Encouraging a supportive environment where employees stand together against harassment can also make a significant difference. Companies should promote a culture where everyone feels responsible for maintaining a respectful workplace.

Inadequate Awareness

A lack of awareness about the Act's provisions and the IC's existence can also contribute to underreporting. Employees may not know how to file a complaint or whom to approach.

Suggestion: Conduct regular workshops and training sessions about the Act, the role of the IC, and the complaint process. Providing easy access to information through posters, emails, and intranet resources can also empower women to come forward when needed.

Fear of Career Impact

Women often worry that reporting harassment might affect their career prospects. They fear being labelled as troublemakers, which could hinder their professional growth and opportunities.

Suggestion: Companies should emphasise that reporting harassment will not impact career advancement. Highlighting success stories where complaints were resolved without negative consequences can encourage more women to speak up. Celebrating and supporting those who have the courage to come forward is important.

Conclusion

Addressing the reasons behind women's reluctance to report sexual harassment is essential for creating a safer workplace. By fostering a culture of trust, support, and awareness, companies can ensure their employees feel empowered to speak up without fear. It is not just about compliance with the law but about building an environment where everyone can thrive with dignity and respect.

Creating such an environment is an ongoing process that requires commitment from all levels of the organisation. Together, we can decode the silence and create workplaces that are truly safe and inclusive for all. By taking these steps, companies can inspire confidence among their employees and demonstrate their commitment to a secure and respectful workplace.