She knew I could tell with one glance, one look, one simple instant. It was her eyes. Despite the thick makeup, they were still dark-rimmed., haunted, and sad. Most of all though, they were familiar. The fact that we were in front of hundreds of strangers changed nothing at all. I’d spent a summer with those same eyes-scared, lost, confused-staring back at me. I would have known them anywhere.
Sarah Dessen, Just Listen
Today I wore a pair of faded old jeans and a plain grey baggy shirt. I hadn’t even taken a shower, and I did not put on an ounce of makeup. I grabbed a worn out black oversized jacket to cover myself with even though it is warm outside. I have made conscious decisions lately to look like less of what I felt a male would want to see. I want to disappear.
Sierra D. Waters, Debbie.
Sexual harassment at the workplace can be one of the most harrowing experiences anyone can go through. And with more women entering the workforce, it becomes far more imperative to know what ought to be done in situations where someone is facing harassment.
Understanding what constitutes sexual harassment at the workplace.
The proportion of women facing harassment is higher among the youngest workers – nearly two-thirds (63%) of the 138 women aged between 18 and 24 surveyed said they had been sexually harassed at work.
Young women were often on casual contracts, such as temporary agency or zero-hours contracts. They were also likely to be in more junior roles, all of which may be factors in sexual harassment, said the TUC.
In survey we found:
More than one in four (28%) respondents were the subject of comments of a sexual nature about their body or clothes at work.
A fifth (20%) suffered unwanted verbal sexual advances at work.
And around one in eight (12%) experienced unwanted sexual touching or attempts to kiss them at work.
Definition given by Hon’ble Supreme Court in Vishaka and Others Vs. State of Rajasthan and Others (JT 1997 (7) SC 384)
For this purpose, sexual harassment includes such unwelcome sexually determined behaviour (whether directly or by implication) as:
a) Physical contact and advances;
b) A demand or request for sexual favours;
c) Sexually coloured remarks;
d) Showing pornography;
e) Any other unwelcome physical, verbal or non-verbal conduct of sexual nature.
Where any of these acts is committed in circumstances where-under the victim of such conduct has a reasonable apprehension that in relation to the victim‟s employment or work whether she is drawing salary, or honorarium or voluntary, whether in government, public or private enterprise such conduct can be humiliating and may constitute a health and safety problem. It is discriminatory for instance when the woman has reasonable grounds to believe that her objection would disadvantage her in connection with her employment or work including recruiting or promotion or when it creates a hostile work environment. Adverse consequences might be visited if the victim does not consent to the conduct in question or raises any objection thereto.
Beware of Laws –
The law that protects women against sexual harassment at the workplace is called Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. The act also covers students in schools and colleges, patients in hospitals, sports institutes and for more information check complete list and a comprehensive guide issued by the Ministry on the Act).
Organisations must instate an ICC-
It dictates that every workplace that has more than 10 employees constitute an internal complaints committee (ICC) to help address sexual harassment. The inquiry process has to be kept anonymous in order to protect the identities of those interviewed. At least 50% of the committee should consist of women.
Be aware of the timelines-
The law notes that the aggrieved woman can make the complaint (either by writing or verbally) within three months of the incident. If she is unable to do so, then a relative, friend or co-worker can lodge a complaint as long as they have the written consent of the woman.
Hence, make sure the complaint falls within the specified timeline. Once the complaint has been lodged, the responder has to be issued a notice within seven days of having received it. And the inquiry has to be completed within a period of 90 days. Once it has been completed, a report has to be issued within 10 days.
Prevention steps –
Express prohibition of sexual harassment as defined in the work place should be notified, published and circulated in appropriate ways.
(b) The Rules/Regulations of Government and Public Sector bodies relating to conduct and discipline should include rules/regulations prohibiting sexual harassment and provide for appropriate penalties in such rules against the offender.
(c) As regards private employers, steps should be taken to include the aforesaid prohibitions in the standing orders under the Industrial Employment (Standing Orders) Act, 1946.
(d) Appropriate work conditions should be provided in respect of work, leisure, health and hygiene to further ensure that there is no hostile environment towards women at work places and no employee woman should have reasonable grounds to believe that she is disadvantaged in connection with her employment.
#quote
God damn, I wish I could fast-forward time and be old and wrinkly. How awesome would that be? No more worrying about getting ogled by douche bags like Trent Gibson, or getting all hormonal and bothered against my will over hotties like Grant Blue, who wouldn’t touch me with a ten-foot pole.
Isobel Irons.
- this piece I have taken from good read-
In 1996 Dorothy Mackey wrote an Op-ed piece, “Violence from comrades a fact of life for military women.” ABC News 20/ 20 did a segment on rape in the military. By November four women came forward at Aberdeen Proving Ground, in Maryland, about a pattern of rape by drill sergeants. In 1997 the military finds three black drill sergeants to scapegoat. They were sent to prison and this left the commanding generals and colonels untouched to retire quietly. The Army appointed a panel to investigate sexual harassment. One of the panelists was the sergeant Major of the Army, Eugene McKinney.
On hearing his nomination, former associates and one officer came forward with charges of sexual coercion and misconduct. In 1998 he was acquitted of all charges after women spoke (of how they were being stigmatized, their careers stopped, and their characters questioned. A Congressional panel studied military investigative practices. In 1998, the Court of Appeals ruled against Dorothy Mackay. She had been outspoken on media and highly visible. There is an old Arabic saying “When the hen crows cut off her head.”“This court finds that Col. Milam and Lt. Col. Elmore were acting in the scope of their duties” in 1991-1992 when Capt. Mackey alleged they harassed, intimidated and assaulted her. A legislative remedy was asked for and she appealed to the Supreme Court. Of course the Supreme Court refused to hear the case in 1999, as it always has under the feres doctrine. Her case was cited to block the suit of one of the Aberdeen survivors as well!
Diane Chamberlain, Conduct Unbecoming: Rape, Torture, and Post Traumatic Stress Disorder from Military Commanders.
-Jones v. Clinton
Background of this case, On May 6, 1994, former Arkansas state employee Paula Jones filed a sexual harassment suit against U.S. President Bill Clinton and former Arkansas State Police Officer Danny Ferguson. She claimed that on May 8, 1991, Clinton, then Governor of Arkansas, propositioned her. Judge ruled that a sitting President could not be sued and deferred the case until the conclusion of his term .
Conclusion of the case , the exact words-In the end, Independent Counsel Ray said:
“The Independent Counsel’s judgment that sufficient evidence existed to prosecute President Clinton was confirmed by President Clinton’s admissions and by evidence showing that he engaged in conduct prejudicial to the administration of justice.”
There are famous cases of sexual harassment in offices-
-Jenson v. Eveleth Taconite Co.
-Meritor Savings Bank v. Vinson
You can visit details of Laws and Procedures: Sexual Harassment in the Workplace Vishaka Guidelines against Sexual Harassment in the Workplace
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