New Delhi: Despite a noticeable rise in cases of sexual harassment at the workplace, many Indian companies and MNCs functioning here are not compliant with the Sexual Harassment Act 2013.
A survey conducted by Federation of Indian Chambers of Commerce and Industry (FICCI), found that uncertainty, caution and introspection are still highly prevalent among companies.
The survey shows that 31 per cent of the respondents were not compliant with the Act (after its enactment), which mandates Internal Complaints Committee (ICC) to address complaints. Non-compliance among Indian companies was 36% whereas MNCs were marginally better, standing at 25%.
40% of the respondents are yet to train their ICC members. Indian companies fared low with 47%. On the other hand, MNCs stood at 34%.
35% companies surveyed were unaware of the penal consequences for non-compliance when constituting ICCs. Surprisingly, the issue was more pronounced among MNCs with almost 38% stating their ignorance.
44% of the respondents' organizations did not display the penal consequences of sexual harassment in their premises. SME sector fared low with 71% did not display such warnings clearly at their place.
According to the National Commission for Women (NCW), there is a noticeable rise in sexual harassment at the workplace. From 249 complaints (reported) of sexual harassment at work place in the year 2013, the same doubled in the year 2014 to 526 complaints.
Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 aims to provide protection against sexual harassment of women at the workplace and the prevention and redressal of complaints of sexual harassment and for connected matters. The provisions laid under the Act aim to protect the interest of all women employees and fuel the adoption of good governance practices.
This is employers' responsibility to provide a safe working environment to women employees. This is mandated to constitute the ICC to display the penal consequences of sexual harassment, organise orientation programs for the members of the ICC and arranging awareness programs for employees.
