The #MeToo movement, which began as a hashtag on Twitter in 2017 has now become a global phenomenon.
India is experiencing its second wave of the #MeToo movement, in which women—some of them public figures—have levelled sexual harassment charges against certain men, many of whom occupy powerful positions.
Over the past few weeks, women in the entertainment industry and in journalism have used social media to name their alleged harassers
Significance of the Movement
Many personal stories of anger and guilt, buried under years of silence, emerged out to public media because of this recent campaign.
It is creating awareness about sexual violence and sexual assault.
It reveals one thing - the legal and systemic provisions to deal with sexual harassment have failed. Women who suffered silently for years are now angry enough to put their faith in a “name and shame” mechanism
. The campaign allows victims to find courage to name the accused through a collective.
This forces administrators or the people in charge to take the problem seriously and begin a process of redress.
It also aims to change the power dynamics between males and females by exposing the abuse of power and position by influential men for sexually harassing the women around them
. The #MeToo movement resonated at the opening plenary session of the fifth Global Symposium on Health Systems Research.
SDG 5 is about gender equality and calling out sexist behaviour which is at the heart of the #MeToo movement.
Women from Unorganised Sector
Social media has highlighted sexual harassment in offices, but there’s little recourse for those who work in homes.
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 provides for local complaints committees at the district level for workers from the unorganised sector.
Domestic workers neither know of this provision nor how to reach authorities.
Their biggest fear is counter allegations of theft which results in loss of livelihood.
Enforcing the law for the unorganised sector has been dismal.
There is a need to create deterrence at the community level.
Residents’ welfare associations can start by creating committees for domestic workers to report cases.
These can be linked to district authorities where the local complaints committees must be set up
. Regulating placement agencies is critical to defining the employer-employee relationship.
Importance
Tackling workplace sexual harassment is an ethical imperative and an economic imperative.
Such harassment infringes on an individual’s right to freedom of profession and occupation and undercuts the ideals of a modern democracy.
Getting and retaining more women in the workforce has the potential to be a major growth driver.
5) Issues in implementation Sexual Harassment of Women at Workplace Act
70% of the women do not report sexual harassment by superiors due to the fear of repercussions
. According to a 2015 research study, 36% of Indian companies and 25% of multinational companies had not yet constituted their Internal Complaints Committee (ICCs) which is mandatory under the Act.
Cases remain pending in court for long time enhancing the agony of victims.
The Act does not fix accountability as to who is in charge of ensuring that workplaces comply with the Act.
The Act does not contain provisions to address anonymous complaints
In India wherever the accused has been influential they have got a free hand. It creates a sense of alienation, disbelief about the law. 6) Concerns / Challenges
It has shown us that even the most privileged among women have not been spared from cultures of sexual harassment and exploitation.
If it has taken this long for women to come out in journalism/cinema, it will be difficult for women to speak up in the corporate world or other areas that are a lot more hierarchical.
There can be collateral damage with people getting wrongly accused.
Women can experience health problems after workplace sexual harassment even by words also, a new study finds.
These health problems can include high blood pressure, poor-quality sleep, anxiety and symptoms of depression.
Greater gender diversity at the workplace—an area where India lags.
Way Forward
It is for policymakers and civil society to now closely examine how the system is failing women against powerful male colleagues.
There has to be a sense of fear in the mind of the offenders which has to be ensured.
The attitudinal change, socialisation process and education must go towards making man more sensitive while dealing with women.
Workplace audits should be as big a priority as auditing the finances of the company.
The law that mandate that the investigation should be completed within 90 days should be strictly adhered to.
Adequate workshops and awareness programme against sexual harassment must be conducted. There must also be equal punishment to women who make false charges.
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