Open Access Research Article
A STUDY ON SEXUAL HARASSMENT AGAINST WOMEN AT WORKPLACE IN IT INDUSTRIES IN INDIA
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A STUDY ON SEXUAL HARASSMENT AGAINST WOMEN AT WORKPLACE IN IT
INDUSTRIES IN INDIA
AUTHORED BY - THIRUNAVUKKARASU P,
MATHANISHA N, HARINI C & OVIYA R
ABSTRACT:
Sexual harassment remains a critical
concern with profound implications for workplace dynamics, personal well-being,
and societal progress. This abstract delves into the nuanced facets of sexual
harassment, including its origins, manifestations, and the power dynamics that
perpetuate it. Government initiatives related to sexual harassment vary by
country and region.Several factors can significantly affect the topics of
sexual harassment. The independent variables are age,gender,area of
residence,occupation,educational qualifications. A total 212 samples
methods.These factors can vary by culture,society,legal frameworks and
historical context.Here are some key factors that influence the issue of sexual
harassment.Addressing sexual harassment requires understanding these complex
and interconnected factors and implanting a comprehensive approach that
considers legal,cultural educational and societal changes.current trends
related to sexual harassment and sexual assault include ongoing efforts to
raise awareness,promote education,and create safer environments. Here are some
trends and developments in the area,Me Too Movement,Increased Awarness and
reporting one of the notable trends has been the increased awarness and
willingness to report incidents of sexual harassment.
KEYWORDS:
Anti-harassment laws,corporate responses,sexual harassment,personal well-being.
INTRODUCTION:
Sexual
harassment is a pervasive and deeply concerning issue that affects individuals
in various settings, including workplaces, educational institutions, public
spaces, and even online platforms. It encompasses unwelcome behaviors of a
sexual nature that create a hostile, intimidating, or uncomfortable environment
for the victim. This form of harassment can have severe psychological, emotional,
and professional consequences for the individuals experiencing it. It is
important to understand the different aspects of sexual harassment, its
impacts, and the steps that can be taken to prevent and address it. Sexual
harassment is broadly defined as any unwelcome behavior of a sexual nature that
is unwanted and offensive to the recipient. It can include various forms, such
as verbal comments, gestures, visual displays, physical advances, or requests
for sexual favors. These behaviors can create an intimidating, hostile, or
offensive environment, interfering with an individual's ability to work, learn,
or function effectively. Many countries have recognized the severity of sexual
harassment and have enacted laws and regulations to address it. These legal frameworks
vary but generally define sexual harassment, establish procedures for reporting
and investigating complaints, and outline potential consequences for
perpetrators. However, challenges persist in effectively implementing and
enforcing these laws. Victims might fear retaliation, disbelief, or the
potential damage to their reputation, making them reluctant to report
incidents. Additionally, some cases might involve complex power dynamics or
occur in environments where reporting mechanisms are inadequate or biased. It's
important to recognize that sexual harassment intersects with other forms of
discrimination, such as race, ethnicity, disability, and sexual orientation.
Marginalized groups can experience compounded effects of harassment due to
multiple identity factors. Addressing sexual harassment effectively requires an
understanding of these intersecting dynamics and the creation of inclusive
solutions that consider diverse perspectives. Instances of sexual harassment
within organizations can have severe repercussions on their reputation. News of
harassment scandals can lead to negative publicity, loss of credibility, and
decreased employee morale. Companies and institutions are increasingly held
accountable for their response to such incidents and their commitment to
creating safe environments. Addressing sexual harassment requires not only
legal and organizational changes but also shifts in societal attitudes.
OBJECTIVES:
?
To analyze the
correlation between leadership styles within IT organizations and the
prevalence of sexual harassment, exploring whether certain styles contribute to
a safer workplace environment
?
To evaluate the existence and
effectiveness of workplace diversity initiatives in IT industries in India and
their role in mitigating sexual harassment.
?
To examine the relationship between
employees' participation in diversity programs and their perceptions of
workplace inclusivity and safety.
LITERATURE REVIEW:
MunirMoosa(2013) audits
in his article named “Sexual Harassment at workplace in Pakistan”,challenges
confronted by women in workplace.Evaluate the types of harassment that women
faces at workplace.Ollie Folke(2022) have
explained in this paper “Sexual Harassment and Gender inequality in the labour market”comprehensive
empirical analysis of sexual harassment in Swedish labour market.The five
pooled cross sections work environment survey,sampled total of 73,540 people
out of 62,050 responded the telephone portion te survey 46,083 written
questions include sexual harassment items.S.Anitha(2020)
have explained in this paper “A Study on prevention of sexual harassment of
women at workplace”transmit social workers that create a safe working
environment.Impart inquiry under POSH ACT 2013, says how to impart awareness
session documentation in the act.But social workers we have thought that 360
degree angle provide nonjudgmental perspective justices to the aggrieved women
respondent.Sanjeev kumar(2022) audits
in his article named “A Study of Sexual Harassment of Women at workplace
environment” primarily based totally on each number one and secondary facts
accumulated from unique asserts.The studies device used for net book
information which accumulated from one of a kind reasserts for matern day
examine.Studies approach carried out to the existing look at is descriptive
studies techniques.Thor Aspelund(2022) audits
in his article named “Risk factors for workplace sexual harassment and violence
among a nation of women in Iceland”This
cross sectional study analysis individual level data from women,who had responded an online
survey.30,403 women respondedp were included SAGA,15799 women answered.Maheen Sultan(2023) have explained in
this paper “women agro processing workers in Bangladesh development
policy”sexual harassment for women in workplace is considered to be one of the
major reasons holding back women entering work,This is the major reason women dropping their work.Pallavi Kapila(2017) audits in her
article named “Theoretical perspective to sexual harassment of women at
workplace “ A socio ecological framework with feminist lens enables in the
depth examination. Women basketball Officials carry progression,individual
interpersonal level,as well as complex insidious societal level barriers. They faces these higher level
barriers alternatives related stereotypical gender robes relations found sex
role spillover theory.Lefatche
Anna(2022) have explained in this paper “Sexual Harassment and other
workplace challenges for African women”High level review African American
literature on the sexuality women particularly black women the context
oppositional gaze intersections. High level engagement feminist theorists that
enables us researchers engage challenges or difficulties understanding dynamics
of harassment of women in workplace.Mirna
Montano(2021)have explained in this paper “Workplace sexual harassment and
vulnerabilities among low wage flispanie women” workplace sexual harassment is
particularly widespread in industries with many low wage jobs where women low
income jobs to identify workplace sexual harassment situations,support seeking
actions Barrie’s to report and forms of retaliation.Ebeneezer Durojaye(2023) has explained in this paper “Sexual
harassment,Human Right and Feminism” An overview nature prevalence sexual
harassment.It equally defines sexual harassment root causes,nexus between
feminism power.sexual harassment noting particularly entrencher power
imbalance.Krista Lynn Minnootte(2023)
explained in this paper “sexual harassment climate,and the well being of stem
faculty member” Despite documented negative outcomes accompanying sexual
harassment experience sexual harassment stem faculty remains under examined
using data STEM faculty mid sized university located upper midwest.Whereas
women’s outcomes are more intricately linked to experiencing gender harassment.Andreas Ahrens(2023) explained in his
this paper “Exploring students’s beliefs and exposure to sexual assault” Sexual
harassment assault factors decrease youth quality employment.Research aim to
explore students benefits exposure sexual harassment,sexual assault selected
countries.Pooja Deshmukh(2023) explained
in this article “Sexual Harassment and Indian law and International Journal of
Advanced research in engineering”We all know the wonderful & important role
a woman plays in a traditional Indian family. She is a responsible homemaker
and a soft-hearted hard worker. She is also a 21st-century woman; independent,
confident and making successful forward strides in many fields. But when there
are so many crimes against women happening daily, so much gender inequality,
sexual harassment and hostile environment at her workplace.Ganesha k.s(2023) explained in this article”scientometric analysis
on the concept of sexual harassment”Sexual Harassment is a type of illegal,
unwelcome behaviour that involves the use of sexual overtones (implicit or
explicit). This can include many things like-unwanted sexual gestures or looks,
promises of reward for sexual favors, sexual comments or innuendos, sexually
suggestive behavior or signals, etc. The objective of this paper is to find out
the publication pattern of the overall research that has taken place in the
area of Sexual Harassment.Elena
steshich(2023) explained in this article “Deviantological aspects of the
prevention of sexual offences related to sexual coercion and harassment”The
article deals with socio-cultural and legal approaches to the prevention of
sexual deviations related to coercion and harassment. The author believes that
the criminalisation of sexual abuse (including harassment) does not meet the
genesis of criminal law regulation, namely the social need for it to be
prohibited specifically by criminal law, which is the state’s final argument in
combating anti-social behavior. Introduction. Olwwadamilda Adejume(2023)explains in this article “The role of the
courts in Address sexual harassment in Nigeria”Nigeria will be the focal point
of this chapter being a participant and signatory to several African and
international human rights and labour instruments. Decisions of the National
Industrial Court, on sexual harassment will be evaluated. Specifically, a 2018
decision of the Federal High Court of Nigeria which convicted and sentenced a
Nigerian professor to two years’ imprisonment for sexual harassment.Rana Arafat(2023) explains in this
article “The impact of sexual harassment on job satisfaction in
Newsrooms”Despite the pervasiveness of workplace sexual harassment, the
connection between sexual harassment and job satisfaction in the news industry
remains insufficiently researched. Adetokunbo
Johnson(2023) explains in this article “Protecting women with disabilities
from sexual harassment in Africa”Sexual harassment, a form of violence against
women, is defined as an unwelcome sexual behaviour that often occurs in
situations of unequal power relationships. Research has shown how compared to
women without disabilities, women with disabilities are increasingly
susceptible to sexual violence and are also more likely to be in situations of
unequal power relationships that trigger unwelcome sexual acts.Alexander schiu(2023) explained in this
article “Sexual harassment in surgery is operating room culture the culprit” An
anonymous voluntary electronic survey distributed.Surgical trainers programs
nationally invited participate.sixteen general surgery training programs
elected participate survey achieved response.Katia Gillander Gadin(2022) explained in this article
“Organizational cultures in the Swedish restaurant business and the risk for
sexual harassment”Background The hospitality sector has the highest level of
sexual harassment incidents compared to any other sector. The negative
consequences of sexual harassment at the restaurant workplace are not limited to
the health of the victim alone as it also affects the organization as well as
the health of a society.
METHODOLOGY
The
type of research adopted here is empirical research. A total of 212 samples
have been collected. The samples have been collected through a non-probability-
convenient sampling method. The sample frame taken here is through online, in
and around Chennai, Tamil Nadu. The independent variables are age, gender,
marital status, and educational qualification. The dependent variables are the
sexual harassment,mistreated in workplace, incident of sexual
harassment,respond to sexual harassment. The statistical tools used in the
study are graphical representation.
ANALYSIS:
FIGURE:1
LEGEND
Figure 1 shows the distribution of the sample population and
their opinion on sexual harassment to Your company’s HR or management
FIGURE: 2
LEGEND:Figure 2 shows the gender distribution of the sample
population and their opinion on sexual harassment to Your company’s HR or
management
FIGURE 3
LEGEND:
Figure 3 shows the Educational qualifications distribution of
the sample population and their opinion on sexual harassment to Your company’s
HR or management
FIGURE:4
LEGEND:
Figure 4 shows Occupation distribution of the sample
population and their opinion on sexual harassment to Your company’s HR or
management
FIGURE:5
LEGEND:
Figure 5 shows area of resisdence distribution of the sample
population and their opinion on sexual harassment to Your company’s HR or
management
FIGURE:6
LEGEND:
Figure 6 shows Occupation distribution of the sample
population women are mistreated in the workplace by their coworker
FIGURE:7
LEGEND:
Figure 7 shows gender
distribution of the sample population women are mistreated in the workplace by
their coworkers
FIGURE :8 
LEGEND:
Figure 8 shows educational qualifications distribution of the
sample population women are mistreated in the workplace by their coworkers
FIGURE :9
LEGEND:
Figure 9 shows Occupation distribution of the sample
population women are mistreated in the workplace by their coworkers
FIGURE:10
LEGEND:
Figure 10 shows Area of residence distribution of the sample
population women are mistreated in the workplace by their coworkers
FIGURE:11
LEGEND:
Figure 11 shows Age
distribution of the sample population women respond to the incident of sexual
harassment
FIGURE:12
LEGEND:
Figure 12 shows gender
distribution of the sample population women respond to the incident of sexual
harassment
FIGURE:13
LEGEND:
Figure 13 shows gender
distribution of the sample population women respond to the incident of sexual
harassment
FIGURE:14
LEGEND:
Figure 14 shows gender
distribution of the sample population women respond to the incident of sexual
harassment
FIGURE:15
LEGEND:
Figure 15 shows gender
distribution of the sample population women respond to the incident of sexual
harassment
FIGURE:16
LEGEND:
Figure 16 shows age
distribution of the sample population on sexual harassment is increasing in
alarming rate
FIGURE:17
LEGEND:
Figure 17 shows gender
distribution of the sample population on sexual harassment is increasing in
alarming rate
FIGURE:18
LEGEND:
Figure 18 shows
educational qualifications distribution of the sample population on
sexual harassment is increasing in alarming rate
FIGURE:19
LEGEND:
Figure 19 shows occupational distribution of the sample
population on sexual harassment is increasing in alarming rate
FIGURE:20
LEGEND:
Figure 20 shows area
of residense distribution of the sample population on sexual harassment is
increasing in alarming rate
TABLE:1
HYPOTHESIS: Null hypothesis is rejected and
alternative hypothesis is accepted.
LEGEND: The above table shows chi square
test.
INFERENCE: There is no significant relationship
between age and incident of sexual harassment.
TABLE:2
HYPOTHESIS : Null hypothesis is rejected and
alternative hypothesis is accepted.
LEGEND : The above table shows correlations
test.
INFERENCE : There is no significant association
between age and incident of sexual harassment.
TABLE:3
HYPOTHESIS : Null hypothesis is rejected and
alternative hypothesis is accepted .
LEGEND: The above table shows ANOVA test.
INFERENCE: The is no significance relationship between groups
within groups
RESULTS:
In Figure 1, most of the respondents
belong to the age group 31 -40 years has said yes to sexual harassment . While
a large number of respondents belonging to the age group 41-50 years said no to
sexual harassment at their workplace. In
Figure 2, respondents belonging to the gender group female said yes to sexual
harassment at workplace and male said no to sexual harassment at their
workplace.In Figure 3, education qualification is the majority said yes to
sexual harassment at workplace . In Figure 4, most of the respondents in the
public sector felt yes to sexualharassment at the workplace.In Figure 5,Area of
residence 23.11% urban people has said yes and 14.15% people has said no to
sexual harrasment.In Figure 6, age group 31 to 40 years disagree,and 41 to 50
years strongly disagree the statement against sexual harassment. In Figure
7,female 24.53% has said neutral and 8.96% male disagree the statement against
the sexual harassment.In Figure 8,16.04% UG has disagreed,14.15% has said
neutal to the statement against sexual harassment.In Figure 9, occupation 41%
of the people choosed unemployed,only 10% has selected public sector and agreed
the statement.In Figure10,majority of the urban choose neutral 18.40%,13.21%
rural people disagree the statement.In
Figure 11,41 to 50 years group choosed did not confront 9.91%,13.21% of people
choosed left the job,to the incident of sexual harassment.In FIgure 12,33.02%
of people choosed left the workplace and 5.19% male choosed sought support from
friends.in Figure13, 19.34% people have choosed left the job and 3.77% PG have
choosed the same.IN Figure 14,15.57% has said did not report or control
sexualharassment and 5.19% has reported it to management about sexual
harassment.In Figure 15,19.34% rural people has choosed left the job and 3.30%
has did not report the incident of sexual harassment.In Figure 16, 19.34% has
said sexual harassment is increasing in alarming rate and 4.72% of the people
has said sexual harassment is increasing in alarming rate.In Figure 17,23.11%
of the people report on sexual harassment.In Figure 18,18.40%PG has report on sexual
harassment is increasing at an alarming rate.In Figure 19,10.36% public sector
has report on sexual harassment is increasing at an alarming rate.In Figure
20,14.15% of semi urban has report on sexual harassment.
DISCUSSION:
Age
Group Impact (Figure 1 and Figure 6):
Respondents in the 31-40 age group were more likely to report experiencing
sexual harassment, while those aged 41-50 were less likely to do so. This
suggests a potential generational difference in perceptions or
experiences.Gender Disparity (Figure 2
and Figure 7): Females were more likely to report experiencing sexual
harassment, while males were more likely to disagree with this statement. This
reflects a significant gender disparity in the perception of workplace
harassment.Education Influence (Figure 3 and Figure 8): It appears that
respondents with higher education qualifications were more likely to report
experiencing sexual harassment. This raises questions about whether awareness
or willingness to report differs among education levels.Occupation (Figure 4 and Figure 9): The public
sector had a higher percentage of respondents reporting sexual harassment.
Additionally, a large portion of the unemployed population agreed with the
statement. This suggests that harassment might be more prevalent in certain job
sectors.Urban vs. Rural (Figure 5 and
Figure 15): A higher percentage of urban respondents reported experiencing
sexual harassment compared to rural respondents. This may indicate variations
in workplace dynamics between urban and rural areas.Responses to Harassment (Figure 11, Figure 12, Figure 13, Figure 14):
A substantial number of respondents, especially in the 41-50 age group, did not
confront or left their jobs in response to harassment. Reporting to management
was less common. This highlights issues with how workplaces handle such
incidents.Perceived Trends (Figure 16,
Figure 17, Figure 18, Figure 19, Figure 20): A significant percentage of
respondents believed that sexual harassment is increasing at an alarming rate.
Reporting on this issue was observed across various demographic groups and
education levels..Table 1, chi square test in which the
P-value = 0.000 < 0.05. It means the null hypothesis is rejected and an
alternative hypothesis is accepted . Therefore, There is a significant
relationship between age and awareness about global warming. Table 2, shows correlation test in
which the P-value = 0.001 < 0.05. It means the null hypothesis is rejected
and an alternative hypothesis is accepted . Therefore, there is a significant
association between educational qualification and measures taken by the
government to reduce global warming. Table
3, shows ANOVA test in which P- value = 0.000 < 0.05. It means the null
hypothesis is rejected and an alternative hypothesis is accepted . Therefore,
there is a significant relationship.
LIMITATIONS:
The
Major limitation of the study is the sample frame. The sample frame Collected
through bus stands, malls, etc. where the respondents aren’t devoted enough to
answer the questions. The restrictive area of sample size is yet another
drawback of the research. The foremost downside. whilst presenting the research
topic is that not many people are wise enough to answer.
CONCLUSION:
In
conclusion, addressing sexual harassment necessitates a comprehensive approach
that includes education, legal compliance, and cultural change. By empowering
individuals through knowledge, organizations can fulfill their obligations to
create safe environments. The long-term impact on victims underscores the urgency
of implementing effective support systems and reporting mechanisms. Achieving
lasting change requires a collective effort that challenges societal attitudes
and encourages mutual respect. As we continue to evolve our strategies, we
uphold the responsibility to foster workplaces where harassment has no place,
promoting a more equitable and inclusive future for all.It's
crucial to promote awareness, create safe environments, and enforce appropriate
policies to prevent and address such behavior. By fostering a culture of
respect and understanding, we can work towards eliminating sexual harassment
and ensuring a more equitable and inclusive society.
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Article Information
A STUDY ON SEXUAL HARASSMENT AGAINST WOMEN AT WORKPLACE IN IT INDUSTRIES IN INDIA
Authors: THIRUNAVUKKARASU P, MATHANISHA N, HARINI C, OVIYA R
- Journal IJLRA
- ISSN 2582-6433
- Published 2024/02/07
- Issue 7
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