SEXUAL HARASSMENT AT WORKPLACE IN 2020: MYTH OR REALITY

Dr. Archana Ranka

Abstract


Abstract:- A brief study of the human society clearly illustrates that in no society of the world has any woman enjoyed absolute equality at par with men. Women have always been denied equal rights. Sexual Harassment includes unwelcome sexually determined behaviour (whether directly or by implication) as physical contact and advances, a demand or request for sexual favours, sexually-coloured remarks, showing pornography or any other unwelcome verbal or physical conduct of sexual nature and when it is at workplace, it accounts for ‘Sexual Harassment at Workplace’. There still exists a huge difference between the goals enunciated in the constitution, legislations, policies, plans, programmes and related mechanisms on one hand and the situational reality of the status of women in India on the other. This paper wishes to critically analyse the present situation and statistics with respect to Sexual Harassment at Workplace. Lastly, the paper analyses the Vishakhav State of Rajasthan case and recommendations and suggestions to be brought about in the POSH Act, 2013 to conclude the paper.

Keywords:-Harassment, POSH Act, 2013, Women at workplace.


Full Text:

PDF

References


1997 6 SCC 241: AIR 1997 SC 3011.

UN General Assembly Resolution 2263 (XXII) date 7 Nov 1967.

Art I of UDHR, 1948.

Security Council for the first time addressed the situation of the women in armed conflicts and adopted resolution 1325 on women peace and security. The document called upon all the parties to protect women and girls from gender based violence, particularly rape or sexual abuse. UN Gen Assembly adopted declaration of CEDAW.

Convention on Elimination of all forms of Discrimination Against women was adopted by UN Gen Assembly on 18th Dec 1979 (CEDAW).

Art. 1 of CEDAW 1979.

Indian Constitutional Law – Dr. M.P. Jain. (2008) Nagpur (Pg. 855 – 978) Art. 14 to 16.

Maternity Benefit Act 1961.


Refbacks

  • There are currently no refbacks.