From Awareness to Action: Tackling Gender-Based Harassment 

The Legal Swan (Brands: POSH at Work and Respekt) organized Anvay, a two-day global dialogue that aimed to shed light on the taboo topics of harassment and discrimination. This dialogue also marked the 10th year anniversary of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. One of the key panel discussions at Anvay focused on the topic “Harassment, Discrimination, Bullying & Women: Is there a special angle?” 

This panel, moderated by Vatsal Chorera, Chief Legal and Compliance Officer, The Legal Swan, aimed to shed light on the unique challenges women face when it comes to harassment, discrimination, and bullying. 

The panel featured notable speakers including: 

• Ms. Susan Jane Ferguson- Country Representative, UN Women 
• Stuti Jalan – Founder, Women Inspiring Network 
• Sandesha Jaitapkar – Chief Operating Officer (COO), Artha Venture Fund 

Sexual and gender-based harassment is a multifaceted issue that requires a comprehensive approach to address effectively. The messages from Susan, Sandesha, and Stuti highlight several crucial aspects: 

1. Intersectionality: Harassment experiences are often compounded by factors such as race, ethnicity, and economic class. This complex interplay demands a more sophisticated and nuanced approach to understanding and addressing the diverse experiences of those affected. 
2. Persistent stereotypes: Outdated norms about women’s appearance and behavior continue to fuel harassment. The notion that women are “fair game” or are “asking for it” based on their clothing is deeply problematic and incorrect.  
3. Social conditioning: Many instances of harassment stem from a lack of awareness rather than malicious intent. Raising awareness through education and open conversations is crucial in changing societal narratives. 
4. Psychological impact: Harassment can have severe psychological effects, impacting victims’ career progression and overall well-being. 
5. LGBTQI+ Experiences: LGBTQI+ individuals face heightened risks, being four times more likely to experience harassment due to homophobia and transphobia. Creating inclusive environments and normalizing differences is crucial. 
6. Inclusive practices: Creating inclusive environments through mentorship programs, diverse representation, and inclusive language is essential in combating harassment. 
7. Strengthening support systems: Enhancing existing policies, providing proper training, and ensuring effective reporting mechanisms are crucial steps. 
8. Leadership representation: Increasing the number of women and underrepresented groups in leadership positions can foster a more equitable and safe work environment. 
9. Changing narratives: Engaging in open conversations and education from early ages can help shift societal attitudes towards gender and harassment. 

Addressing sexual and gender-based harassment demands a comprehensive strategy involving policy changes, education, cultural shifts, and empowering individuals to speak up and act. By implementing these strategies, we can work towards creating safer, more inclusive environments for all. 

It’s important to remember that a higher number of reported incidents often indicates a safer environment for reporting, rather than an increase in harassment itself. This underscores the importance of creating systems where people feel safe coming forward. 

Tackling sexual and gender-based harassment demands a continuous commitment from each of us. Whether you are an employer, a coworker, or a bystander, everyone has a part to play in fostering safe and respectful environments. 

This panel discussion is not the conclusion; rather, it marks the start of an ongoing dialogue. We must continue to speak out and address the societal issues that impact women, working together to create safer workplaces for all. 

Authored by – Gomathi Sridevi Radhakrishnan, Content Writer Intern, The Legal Swan.