A Webinar on

Women’s Safety in the Workplace

Organized by

Association of Pharmaceutical Teachers of India Bihar

Branch

BY
Prof. Neeraj Verma
Director
Hygia College of Pharmacy
OBJECTIVES

 Harassment
 Facts about India and History
 Gender equalities at work place.
 Threats to women at work-place.
 Safety measures for women at work places- Role of
Organization.
 Awareness among working women about their own
safety.
 A short description of various "Emergency Women
Helpline".
 "यत्र नार्यस्तु पूज्यन्ते रमन्ते तत्र देवता:"

"नारीशक्ति शक्तिशाली समाजस्य निर्माणं करोति।"

• Harassment is a form of employment discrimination that
violates Title VII of the Civil Rights Act of 1964, the Age
Discrimination in Employment Act of 1967, (ADEA), and
the Americans with Disabilities Act of 1990, (ADA).
“A 2014 Workplace Bullying Institute survey shows that 27%
of Americans have suffered serious bullying and abusive
conduct at work (defined as repeated abusive conduct that is
threatening, intimidating, humiliating, work sabotage or work
abuse),” Beth P. Zoller, legal editor for XpertHR as cited in
Workers’ Compensation Report, Vol . 25, No. 10, April 8, 2014.
 A hostile work environment serves no good purpose.

 The prevention/elimination of harassment is EVERYONE’S

responsibility.

 Don’t become the next news story. Or worse “The next court case”.
 Types of Harassment

1. Sexual Harassment

2. Quid Pro Quo Harassment

3. Hostile Work Environment

4. Bullying in the Workplace

5. Third-party Harassment
1. Sexual Harassment is:

Unwelcome, unwanted, or offensive sexual advances, requests for

sexual favors, and other verbal or physical conduct of a sexual
nature when:

 Submission to the conduct is made either explicitly or implicitly a

term or condition of the individual’s employment;
 The conduct is unwelcome, unwanted, or offensive and has the
purpose or effect of unreasonably interfering with an individual’s
work performance, or creating an intimidating, hostile or
offensive working environment.
 Physical Touch

Creating
Hurdles

Any
unwelcome
act
2. Quid Pro Quo Harassment is:

a type of sexual harassment that occurs when someone in a

position of power requests sexual favors from someone with
less power in exchange for benefits or threatens to deny
benefits if the sexual demands are not met.
Examples of Quid Pro Quo harassment include:

 A supervisor telling a subordinate employee that if he/she

accompanies the supervisor for a weekend get-away, the
supervisor might be able to arrange for some paid time off
for the employee, or look into a promotion for the
employee.
 A person in authority threatening to discredit a subordinate
employee if they won’t attend a party with them after work.
 3. Hostile work environment is:

• A hostile work environment is created by a boss

or coworker whose actions, communication, or
behavior make doing your job impossible.

• This means that the behavior altered the terms,

conditions, and/or reasonable expectations of a
comfortable work environment for employees.

• Additionally, the behavior, actions or

communication must be discriminatory in nature.
 Examples of Hostile Work Environment include:

• Degrading Comments
• Sexual Propositions
• Vulgar Language
• Sexual Touching
• Embarrassing Questions
• Sexual Jokes
• Bullying
4. Bullying in the workplace is:
A blustering browbeating person; especially: one habitually

cruel to others who are weaker.*

Potential Concerns
 Discrimination/harassment claims
 Workplace violence
 Drain on morale
 Increased turnover
 Low productivity
 Impact on bottom line
Bullying in the Workplace…….

• 35% of Workers Feel Bullied at Work

(Up from 27% in 2011)

• 16% Suffered Health Problems as a Result

• 17% Quit Their Jobs to Escape the Bullying

• Most Complaints Are About Being Bullied

by a Supervisor or Coworker
(Also against customers)
 Bullying in the Workplace……

• Most bullying is same-sex harassing behavior often

not covered by laws and employer policies
• Women = 58% of the Perpetrator Pool
• Half of all reported bullying is woman-on-woman:
“status-blind harassment”
• Bullying is psychological violence often
misclassified as “personality clashes”
• 3x more prevalent than sexual harassment
 5.Third-Party Harassment

Behavior not found offensive by some employees

can facilitate an offensive environment for other
employees.

Example:
A group of employees talking about each other’s
sex lives in the presence of another person who
feels very uncomfortable about such discussions.
Women work participation

 25.3% in Rural Areas;

 14.7% in Urban Areas
How Common is Sexual Harassment at
Workplace?

52% Women experience Sexual Harassment at

Workplace;
25% touched without invitation;
20% experienced sexual advances;
Why don’t women report ?

1 out of 5 do report it;

80% thinks outcome is poor;
16% said that the situation worsened after they
reported;
 What to do…

• Any employee believing they have been

subjected to discrimination, workplace
harassment or sexual harassment should report
that behavior to their immediate supervisor,
another member of management or the agency
Human Resource section.

• A complaint may be made verbally or in writing.

Why is it important for employees to report discrimination,
workplace harassment and sexual harassment?

• Workplace morale to be reduced Discrimination, workplace

harassment and sexual harassment can cause:
• Employees to be hurt emotionally
• Productivity to go down
• Absenteeism to go up
• The work of the agency to be jeopardized
• Employees to be fearful of others
Why do employee’s hesitate to report discrimination,
workplace harassment and sexual harassment?

• Fear of losing their job

• Fear of retaliation
• Fear of getting someone into trouble
• Fear of disrupting the workplace
• Fear of being embarrassed
• Fear of not being believed.
 What to do-----

• Be assertive

• Check with others

• Keep a diary

• Use performance documents / reviews

• Seek appropriate counseling

 What to do-----

• If harassment continues, tell someone

• File a complaint

• Seek a new job

• File civil or criminal charges

• Consider writing a letter

 How to Prevent:

Following are the responsibilities of the employer under the

Act:-
Constitution of Internal Complaint Committee (ICC) to handle
the complaints of sexual harassment;
Display on the notice board of the premises giving full details
of members of ICC;
Display at conspicuous places at workplace, penalties &
consequences of sexual harassment ;
Providing training to sensitize the employees on the issues and
implications of sexual harassment at workplace and organizing
 Facts about India
• Largest democracy in the world
• Land boundaries with Bangladesh, Bhutan, Myanmar,
China, Nepal and Pakistan
• Area: 3,287,590 sq.km (slightly more than one-third the
size of US)
• Coastline: 7,000 k.m.
• Religions: Hindu (81.3%), Muslim (12%), Christian (2.3%),
Sikh(1.9%), Others (2.5%)
• Languages: 18 major languages; 216 languages in total
and several thousands dialects
• Literacy: 59.5% (total population); 70.2% (male); and
48.3% (female)
• Population: The female population of India in 2023 was
691,776,131. This is an increase from 294 million in 1974,
with an average annual growth rate of 1.76%.
• Percentage of population: Women made up 48.42% of
India's total population in 2023.
• Sex ratio: 1.08 male (s)/female
•Central Council of Ministers: The percentage of women in the
Central Council of Ministers decreased from 17.8% in 2015 to
13.7% in 2023.
•Women in the workforce: In 2023, 26% of women were employed
in Indian firms.
•Labour force participation rate: The Labour Force Participation
Rate (LFPR) for women increased from 23.3% in 2017-18 to 37%
in 2022-23.
•Women's Reservation Act: The Constitution (106th Amendment)
Act, 2023 reserves one-third of seats in Lok Sabha, State
legislative assemblies, and the Legislative Assembly of the
 SOME
• Are we STATISTICS
equal?
The biological differences between men and
women are identified at birth. For example: only
women can give birth; only men can have
sperms
• The workplace:
• Women earn less (10% for full-time and
34% for part-time work)
• 70% of minimum wage jobs are done by
women
History
•Women were seen as less than men
•Her husband is her lord, her life, her keeper,
her head, her sovereign . . .
•Women couldn’t stand up
for themselves
 The Suffragettes

• Women could not vote before 1920s

• In the 1860s they formed ‘Suffragette’
Societies to bring the unfairness of this to
light
• The Suffragettes were not welcomed
 Votes for women

• In 1918 Women finally got the vote, but not

fully until the 1920s – and still not everybody
agreed with this.

A 1920 anti-Suffragettes postcard

 After the Vote
1920: Women could become lawyers
1922: Women could inherit property
1929: Women became ‘persons’ by law
1970: Equal Pay Act makes it illegal to pay
women at different rates
1980 : Women allowed to borrow in their own
name
1994: It becomes illegal for a husband to rape
his wife.
Area of gender equality -
body image :
• Feeling bad about their appearance made 16% of
girls avoid going to school and 20% avoid giving an
opinion in public
• 20% of boys are extremely concerned about their
weight, leading to depression and / or drug use
(increasing use of steroids in young men leading to
many side effects)
• Education:
• 20% of girls put off science because it’s “for boys”
• 90% of nurses are female (but men earn 5% more)
• Sexual violence:
• 1 in 3 teen girls experienced sexual violence from a boyfriend
• 1 in 3 girls experience sexual bullying in school on a daily
basis
GENDER IS ALL AROUND
US…
THEN AND NOW
GENDER IN MODERN ADVERTISING

Current public transport ad

2012 Chinos advertisement

TOP GOOGLE SEARCHES…

• How to change the conversation?

Gender equality at the workplace:
1. Gender diversity in the workplace leads to increased productivity,
creativity, and innovation.
2. Companies with more women in leadership positions tend to
perform better financially.
3. Women are underrepresented in STEM fields (science, technology,
engineering, and math), holding only 28% of jobs.
4. Women earn approximately 80% of what men earn for the same
work, according to the World Economic Forum.
5. In the United States, women hold only 26% of executive and senior-
level positions.
6. Women are more likely to experience unconscious bias and
stereotyping in the workplace.
7. Flexible work arrangements and parental leave policies can help
promote gender equality.
8. Companies with gender equality are more likely to attract and
retain top talent.
9. Gender equality leads to better decision-making, problem-solving,
and leadership.
10. Achieving gender equality in the workplace can take up to 100
years if progress continues at the current rate.
Examples of companies with strong female leadership and potential
positive financial impacts:
•General Motors:
Under CEO Mary Barra, the company has seen significant
improvements in financial performance and market share.
•IBM:
With Ginni Rometty as CEO, IBM focused on innovation and strategic
transformation, leading to positive financial results.
•PepsiCo:
Indra Nooyi's leadership at PepsiCo was marked by strong financial
performance and a focus on sustainability.
Indian women in modern times
Education
 Literacy
 Gender gaps:
 Differences across states
Femal Male
 (Kerala has highest female literacy;
e
Rajasthan, Bihar and Uttar Pradesh have
the lowest) 197 22% 46%
 Differences between rural and urban 1
areas 199 39% 64%
 Parental preference for boys going to 1
school 200 48% 70%
 Higher dropout rate among girls approx.
3
1.08 male per female
 Indian women in modern times…….
1.Education
 Gender Gaps In Higher Education
 About 1 percent of total women population
has college education
 Women account for a third of the students at
college/university level
 In engineering and business, the proportion of
female students is much smaller
 In education, nearly half of the students are
women
 INDIAN
Indian women WOMEN
in modern IN MODERN TIMES…
times…….

•Barriers to Female Education

•Poverty: 6.9% of the population still lives below the national
poverty line and 63% in extreme poverty (December 2018).
•Social values and parental preferences
•Inadequate school facilities
•According to MHRD demographic data of teachers in India, 2017-18
out of 1.2 million teachers engaged in higher education, 42 percent
were female and 58 percent were male
•Gender bias in curriculum
 INDIAN
Indian women WOMEN
in modern IN MODERN
times…….
TIMES….
Employment
The Economic Survey 2017-18 mentions an Organisation
of Economic Cooperation and Development (OECD)1
analysis that indicates that the proportion of women who
work has steadily reduced over time, from 36 percent to
24 percent in a decade, (when examined in 2015-16)
signalling a decline of 33.3 percent in Female Labour Force
Participation (FLFP) in ten years.
 Female Entrepreneurship in
India
India is not performing well on the index of female
entrepreneurship either, with only 21.49 percent of
total establishments and 13.41 percent of non-
agricultural establishments in India being owned by
women.
INDIAN WOMEN
Indian women IN MODERN
in modern times…….
TIMES
Categories of Employment

Female Male
Agricultural laborer 46.3% 23.0%
Cultivator 34.6% 39.9%
Household industry 3.5% 2.1%
Non-household 3.8% 8.8%
industry
Services 8.3% 10.8%
Other categories 3.5% 15.5%
BarriersINDIAN
To FemaleWOMEN IN
Employment MODERN
 TIMES…..
Cultural Restrictions
 Hierarchical Society (Caste System)
 Purdah System: The Veiling And Seclusion of
Women
 Discrimination At Workplace
 More Prevalent In Fields Where Male Competition Is
High
 Less Prevalent In Fields Where Competition Is Low
 Lack of Employment Opportunities
 INDIAN WOMEN IN MODERN
Empowerment
TIMES….
 Social Empowerment
 Education
 There Is No Direct Relationship Between Education And Work
Force Participation; But May Affect Their Participation In
Household Decision Making
 Economic Independence:
 Economic Independence Does Not Imply Significant
Improvement In Social Standing
 Culture And Tradition Play An Important Role
 A Small Fraction Has Opened Up Towards Western Values
 Political INDIAN WOMEN
empowerment IN MODERN

TIMES in democratic institutions
Representation
 Government reservations policy for women: the
constitutional amendment of 1990s
Organizations play a vital role in ensuring the safety of
women in the workplace. Here are some key measures
they can implement:
Develop Comprehensive Policies: Organizations should establish clear,
written policies that define sexual harassment, outline reporting
procedures, and specify consequences for perpetrators.
Leadership Commitment: Leaders must actively demonstrate their
commitment to preventing harassment by promoting a zero-tolerance
culture and taking immediate action on complaints.
Regular Training and Education: Conducting regular training sessions for
all employees, including management, helps raise awareness about
Safe Reporting Mechanisms: Providing multiple, confidential
reporting channels ensures that employees feel safe and
supported when reporting incidents of harassment4.
Prompt and Fair Investigations: All complaints should be
investigated promptly and fairly. Organizations should have a
clear process for handling investigations and ensure that those
involved are trained to handle such cases sensitively.
Support Systems for Victims: Offering support services such as
counseling and legal assistance can help victims cope with the
aftermath and encourage others to come forward3.
Regular Policy Reviews: Policies and procedures should be regularly
reviewed and updated to ensure they remain effective and
relevant.
Promote a Respectful Workplace Culture: Encouraging a culture of
respect and inclusion can help prevent harassment. This includes
promoting gender equality and addressing any power imbalances.
Physical Safety Measures: Implementing physical safety measures
such as surveillance cameras, well-lit parking areas, and secure
entry points can enhance the safety of women at the workplace.
Transportation Services: Providing safe transportation options,
especially for women working late shifts, can help ensure their
safety when commuting to and from work.
Awareness among working women about their own
safety
Several organizations in India are actively working to raise
awareness about women’s safety in the workplace. Here are a few
notable examples:

Martha Farrell Foundation: The Martha Farrell Foundation,

established in 2015, focuses on gender equality and women’s
empowerment. They run projects to support and protect women
domestic workers, ensuring their safety at work. The foundation
conducts workshops and training sessions to educate women about
their rights and safety measures1.
FICCI Ladies Organisation (FLO): FLO, the women’s wing of the
Federation of Indian Chambers of Commerce and Industry (FICCI), is
committed to promoting women’s safety and empowerment. They
organize various programs and initiatives to create awareness about
workplace safety and provide a platform for women to voice their
concerns.

Breakthrough India: Breakthrough India works towards making

workplaces safer for women by addressing issues of sexual
harassment and gender-based violence. They conduct awareness
campaigns, workshops, and training sessions to educate both men
SHE Teams: SHE Teams, an initiative by the Telangana Police,
focuses on women’s safety in public spaces and workplaces.
They conduct awareness programs, workshops, and safety audits
to ensure a secure environment for women. The initiative also
provides a platform for women to report incidents of harassment.

Jagori: Jagori is a Delhi-based organization that works towards

women’s empowerment and safety. They conduct workshops,
training sessions, and awareness campaigns to educate women
about their rights and safety measures. Jagori also collaborates
with other organizations to create safer workplaces for women.
Various "Emergency Women Helpline".