India lags in implementation, not laws on sexual harassment; #MeToo movement highlights need for better enforcement
FirstpostFrom the #MeToo movement, we must grasp the magnitude and seriousness of sexual harassment cases, which prevail even though there are seemingly strict provisions under the law. It defined sexual harassment as * An implied or explicit promise of preferential treatment in her employment * An implied or explicit promise of detrimental treatment in her employment * An implied or explicit threat about her present or future employment status * Interference with her work or creating an intimidating/offensive/hostile work environment * Humiliating treatment that is likely to affect health or safety After the Vishakha case, in 1999, the case of Apparel Export Promotion Council versus AK Chopra took the media by storm by recognising that sexual harassment interferes with the performance of a female employee at work and creates an intimidating and hostile environment for her to work in. To protect a person’s rights, the judiciary must strengthen the enforcement of sexual harassment laws, and private and public organisations must be held accountable for the way they tackle incidents of sexual misconduct. The Ministry of Women and Child Development has launched SHe-Box — Sexual Harassment Electronic Box — that allows female employees to complain against their harasser and also helps raise the matter with the Internal Complaints Committee of a company or the Local Complaints Committee.