Creating Safe Workspaces: Addressing Harassment and Bullying

Remember the Karti Chidambaram case of 2018? Chidambaram, son of then Finance Minister P. Chidambaram, was accused of workplace bullying and harassment by his former employee of his company, Sukanya Singh. She claimed that she faced abusive behaviour, and the work environment was extremely hostile. This garnered a lot of attention towards workplace harassment, in public, private, and politically connected environments. 

Harassment is an unwelcome act that is offensive and intends to demean, humiliate, violate, or insult someone. It can be based on various factors such as race, gender, sexual orientation, religion, or disability. For example, touching a woman without their consent with a wrong intention. It may involve verbal, physical, or visual conduct. Whereas bullying is an aggressive behaviour where an act is repeated intentionally, to injure or cause discomfort to an individual. It often involves a power imbalance, where the bully has more power or authority over the victim. For example, a manager locking his employee in an office cabin every time he makes an innocent, minor mistake.

How do they differ?

Harassment is defined as prolonged and undesired behaviour that creates a hostile environment for an individual based on their characteristics. It is like a recurrent storm that targets a specific area. In contrast, bullying is persistent, abusive behaviour meant to dehumanize or threaten someone and frequently involves an imbalance of power. It is like a wave that never stops pounding on a rock.

What do the statistics say?

75% of adults face bullying in the workplace. In India specifically, more than 50% of employees reported some or the other form of workplace bullying. Research indicates that workplace bullying is linked to an increased risk of suicidal behaviour among men. The most common form of bullying observed is “Verbal Aggression” and 61% of bullies are bosses who operate alone and 61.3% of bullying is same-gender bullying. Coming to Harassment, the Equal Employment Opportunity Commission in the USA alone received 500,000 calls and 81,055 new charges of workplace harassment. Out of a total of 98,411 claims of harassment in 2022, 27, 291 were related to sexual harassment.

Generally, 1 in 2 women and 3 in 1 men have reported experiencing workplace harassment at some point in life. In India, the POSH Act (Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013) came into effect in 2013, women are hired less compared to men due to the risk of them filing a sexual harassment case. 22.8% of the population has reported to have experienced some form of violence and harassment at the workplace.

What has the government done so far?

Since the 2013 act, the government has made constant efforts to raise awareness campaigns, increasingly promoting workplace safety and launching such initiatives. Aside from that, they have also availed other services like:

National Helpline for Sexual Harassment:

• Helpline Number: 1800-11-6100 (for issues related to sexual harassment, including those at the workplace)
• POSH Helpline Email: posh@ncw.nic.in (for complaints related to sexual harassment under the POSH Act)
• Labour Department Helplines: Some state governments have their own helplines and resources for dealing with workplace issues, including harassment. For example:
• Delhi Labour Department: 011-23392053
• Maharashtra Labour Department: 022-22620220
• Internal Complaints Committees (ICCs): Under the POSH Act, companies with 10 or more employees are required to set up an Internal Complaints Committee (ICC) to address complaints of sexual harassment. Employees can approach their ICCs directly for issues related to harassment.

What should you do when you face such an instance?

• Keep detailed records of incidents, including dates, times, and descriptions.
• Talk to trusted colleagues, mentors, or a counsellor for emotional support and advice.
• Prioritize your mental and emotional well-being through self-care or professional counselling.
• Familiarize yourself with relevant laws and regulations, such as the POSH Act. If internal resolutions are ineffective, consult a legal professional for advice on further steps.
• Notify your supervisor, HR department, or Internal Complaints Committee (ICC) as per company policy. Adhere to the formal complaint process outlined in your company’s policy.

Addressing bullying and harassment at work is crucial for maintaining a positive work environment. You may effectively face and resolve these challenges by being aware of the definitions, recognising your rights, making use of the resources at your disposal, and adhering to the proper procedures. Similar to how a well-maintained ship can withstand any adversity, harassment and bullying may be defeated by a strong, encouraging workplace culture, resulting in a more civil and effective working environment for everybody.