HARASSMENT OF WOMEN AT WORK PLACE CHAPTER CONTENTS. I 1.Introduction. 2. Research Problem. 3. Objectives of the study. 4.Hypothesis. II 5. Literature review. RESEARCH METHODOLOGY III a. Research design. b. Universe of the study. c.Sampling. d. Collection of data. e. Data Analysis. 1
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HARASSMENT OF WOMEN AT WORK PLACE
CHAPTER CONTENTS.
I1. Introduction.
2. Research Problem.
3. Objectives of the study.
4. Hypothesis.II
5. Literature review.
RESEARCH METHODOLOGY
III
a. Research design.
b. Universe of the study.
c. Sampling.
d. Collection of data.
e. Data Analysis.IV
f. Findings.
g. Conclusions and suggestions.
h. Bibliography.
i. Appendix.
1
CHAPTER - I
INTRODUCTION
2
In the modern society, as women try to fight economic disparity
with men, a new form of crime emerges. That is sexual harassment at
the work place. This offence is the most glaring example of human
rights violation, gender inequality and injustice. What exactly is
sexual harassment at work place? It is only recently that it has been
recognized that violations of women’s bodies may extend beyond the
brutal instances of rape, to other aspects of men’s conduct towards
women. According to South East Region Women’s Group, sexual
harassment takes a multitude of forms which includes,1 “Comments
about appearance/ body/ clothes; staring at a person’s body; sexist
remarks or jokes, unwelcome sexual invitations, promise or threats
concerning employment conditions in exchange for sexual favours;
display of sexually explicit material, touching, hugging even indecent
assault or rape.” In Vishaka v. State of Rajasthan2, the Supreme Court
took note of the fact that the present Civil and Penal laws in India do
not adequately provide for specific protection of women from sexual
harassment in work places and till enactment of such legislations, the
Supreme Court guide lines and norms will be the law.
RESEARCH PROBLEM
1 Dr. Mamta Rao, Law Relating to Women and Children (2005), P. 1382 1997 (6) SCC 241
3
This research is to find out whether women are harassed at
her work place, whether it is public or private. Also it is to find out,
whether the State Government had done any thing against the
harassment of women at her work place.
The question is not whether women have the right to bodily
integrity, as this right is already there under Article.213 of the Indian
Constitution, which guarantees the right to life and liberty to both men
and women. It is time to take decisive steps to curb this evil and make
the contemporary and future society a safe heaven for women.
According to official statistics of 1991, one women is molested every
26 minutes. These statistics came from reported cases, if the
unreported cases were to be included, it would be a matter of seconds
rather than minutes. Most cases are not reported by victims because
of various reasons such as family pressure, the manner of the police, the unreasonable and unjust process of law, and the consequences
thereof. In instances where women have reported such illegal and
unwelcome behavior, there have been significant victories.
3 No person shall be deprived of his life and personal liberty except according to ‘procedure established by law’.
4
OBJECTIVES OF THE STUDY
I took this project under the following objectives.
1. To enquire whether there is harassment of women at work place.
2. Whether State Government had taken any steps to curb sexual
harassment of women at workplace.
3. To increase the awareness among public, especially working
women about sexual harassment and its remedy.
HYPOTHESIS
1. Women are being sexually harassed at her work place, both
public and private.
2. The Government machinery is ineffective in curbing sexual
harassment of women at her work place.
3. The general public is unaware, especially working women,
about sexual harassment and its remedy.
5
CHAPTER - II
LETERATURE REVIEW
With more and more women coming out to complain about
sexual harassment at the workplace, feminist groups suggest severe
6
punishments and compensation to combat the situation. Sexual
harassment of a female at the place of work is incompatible with
dignity and honour of a female and needs to be eliminated and there
can be no compromise with such violations.
Sexual harassment is a form of sex discrimination projected
through unwelcome sexual advances, request for sexual favours and
other verbal or physical conduct with sexual overtones whether
directly or by implication, particularly when submission to or
rejection of such a conduct by the female employee was capable of
being used for effecting the employment of the female employee and
unreasonably interfering with her work performance and had the
effect of creating an intimidating or hostile working environment for
her.
Any action of gesture, whether directly or by implication,
aims at or has the tendency to outrange the modesty of a female
employee, must fall under the general concept of the definition of
sexual harassment.
7
CONSTITUTIONAL PROVISIONS
The Constitution of India provides for the enforcement of
fundamental rights of working women under Articles 144, 195 and
216. It was by certain social activists and NGOs who helped in
finding the true concept of gender equality and to prevent sexual
harassment of working women in all workplaces through judicial
process and to fill vaccum in existing legislation. The Supreme
Court of India in 1997 held that the working women have rights to
gender equality, to work with dignity and to a working
environment safe and protected from sexual harassment or abuse.
Accordingly, the Supreme Court issued guidelines and norms for
protection and enforcement of the rights of the women at their
workplaces. Further, the Supreme Court held that these guidelines
and norms must be strictly observed in all working places by
treating them as law declared under Article 141 of the
Constitution of India i.a., the law declared by the Supreme Court
4 Equality before Law, “The state shall not deny to any person equality before the law or the equal protection of the laws within the territory of India.”5 Clauses (a) to (g) of Art. 19(1) guarantee to the citizens of India six freedoms, viz., of ‘speech and expression’, ‘peaceable assembly’ ‘association’, ‘free movement’, ‘residence’ and ‘practising any profession and carrying on any business’.6 No person shall be deprived of his life or personal liberty except according to ‘procedure established by law’.
8
shall be binding on all courts within the territory of India7.
PROVISIONS IN INDIAN PENAL CODE, 1860.
Sections 354 and 509 of the Indian Penal Code, 1860 deals
with assault or criminal force to woman with intent to outrage her
modesty and the word, gesture or act intended to insult the
modesty of a woman. If there is any violations on women with
regard to her modesty, the above sections will strictly apply and
criminal proceedings will follow immediately on a complaint made
to the nearest police station. The offences under section 509 are
cognizable and are non-bailable.
Sec.354: Assault or criminal force to woman with intent to outrage
her modesty. Whoever assaults or uses criminal force to any
woman, intending to outrage or knowing it to be likely that he will
thereby outrage her modesty, shall be punished with imprisonment
of either description for a term which may be extend to two years
or with fine or with both.8
7 Prof. M P Jain, Indian Constitutional Law, (2006) P.2798 B.M.Gandhi, Indian Penal Code, (2006), P.510
9
Sec 509: Word, gesture or act intended to insult the modesty of a
woman. Whoever, intending to insult the modesty of any woman,
utters any word, makes any sound or gesture, or exhibits any
object, intending that such word or sound shall be heard, or that
such gesture or object shall be seen, by such woman, or intrudes
upon the privacy of such woman, shall be punished with simple
imprisonment for a term which may extend to one year; or with
fine or with both.9
WOMEN COMMISSIONS
Apart from this, if a woman faces any kind of sexual harassment
at workplace can directly make a complaint to the State Women
Commissions or National Commission for Women. The Women
Commission will follow-up the complaints, informs to concerned
police stations to initiate criminal proceedings and directs the
employer to conduct an enquiry and recommend to suspend the
concerned harasser with an immediate effect pending enquiry.
9 I.d, P.735
10
The victim of sexual harassment can claim
damages/compensation on concerned harasser by way of filing a civil
suit under civil jurisdiction.
CASE STUDY
The Supreme Court of India for the first time in Vishaka
and others Vs. State of Rajasthan and others,10 dealt with sexual
harassment on women. The Supreme Court made the definition of
sexual harassment and laid down certain guidelines. It also
specified the duties of the employer, preventive steps, awareness of
the rights of female employees and workers initiative to curb
sexual harassment at work place.
Supreme Court said that, it shall be the duty of the employer
or other responsible persons in workplaces or other institutions to
prevent or deter the commission of acts of sexual harassment and
to provide the procedures for the resolution, settlement or
prosecution of acts of sexual harassment by taking all steps 10 1997 (6) SCC 241
11
required.
For the purpose of definition of sexual harassment the
Supreme Court said that, the 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;
The Supreme Court in absence of any enacted law to provide
for effective enforcement of basic human rights of gender equality
and guarantee against sexual harassement, laid down the following
guidelines:
1. All the employers in charge of workplace whether in the
public or the private sector, should take appropriate steps to
12
prevent sexual harassement without prejudice to the
generality of his obligation, should take the following steps:
a) Express prohibition of sexual harassment which
includes physical contact and advances, a demand or
request for sexual favours, sexually coloured
remarks, showing pornographic or any other
unwelcome physical, verbal/non-verbal conduct of
sexual nature should be noticed, published and
circulated in appropriate ways.
b) The rules and regulations of government and public
sector bodies relating to conduct and discipline
should include rules prohibiting sexual harassment
and provide for appropriate penalties in such rules
against the offender.
c) 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 and no women should have
13
reasonable grounds to believe that she is
disadvantaged in connection with her employment.
2. Where such conduct amounts to specific offences
Under the Indian Penal Code or any other law the employer
shall initiate appropriate action in accordance with
the law, by making a complaint with the appropriate
authority.
3. Victims of sexual harassment should have the option to
Seek transfer of the perpetrator or their own transfer.11
These guidelines are applicable to:
a) The employer or other responsible persons or other
institutions to prevent sexual harassment and to provide
procedures for the resolution of complaints.11 Supra n10, P.11
14
b) Women who either draw a regular salary, receive an
honorarium, or work in a voluntary capacity in the
government, private or organized sector come under the
purview of these guidelines.
Preventive Steps:
1. Express prohibition of sexual harassment
should be notified and circulated.
2. Inclusion of prohibition of sexual harassment in
the rules and regulations of government and public sector.
3. Inclusion of prohibition of sexual harassment in the standing
Orders under the Industrial Employment (Standing Orders) Act,
1946 by the private employers.
4. Provision should be made for appropriate work conditions for
women.12
12 Dr. S.C. Tripathi & Visha Arora, Law Relating to Women & Children, (2006), PP.22-25
15
Procedure pertaining to filing of complaints:
1. Employers must provide a Complaints Committee which is to
be headed by a woman, of which half members should be
women.
2. Complaints Committee should also include an NGO or other
Organization, which is familiar with matters of sexual
harassment.
3. Complaints procedure should be time bound.
4. Confidentiality of the complaints procedure has to be
maintained.
5. Complainant or witnesses should not be victimized or
discriminated against, while dealing with complaints.
6. The Committee should make an annual report to the concerned
Government department and also inform of the action, if any
taken so far by them.13
Miscellaneous Provisions:13 Ibid.
16
1. Guidelines should be prominently notified to create awareness
as regards the rights of the female employees.
2. The employers should assist the persons affected, in cases of
Sexual harassment by outsiders or third parties.
3. Sexual harassment should be discussed at worker’s meetings,
employer-employee meetings and at other appropriate forums.
4. Both Central and State governments are required to adopt
Measures including legislations to ensure that private
employers also observe these guidelines.
The Supreme Court of India rendered yet another Judgment
on sexual harassment in AEPC Vs. A.K. Chopra14.
The chairman challenged the disciplinary committee order in
Delhi High Court and the harasser was successful on the ground
that the chairman only 'tried to molest' but did not 'in fact molest'
14 1999 (1) SCC 759. The case is about a woman employee of Apparel Export Promotion Council, who worked as the private secretary to A.K.Chopra, the Chairman of the company. She complained to the personnel Director that the chairman was sexually harassing her. Despite her repeated protests, he was making sexual advances by ‘trying to touch her’ and ‘sit close to her’. The company immediately suspended him and ordered a departmental enquiry. The enquiry confirmed female employee’s position that the chairman tried to touch her with a sexual motive and the chairman was dismissed from service.
17
the female employee. By shocking with the verdict, the company
filed appeal before the same High Court which was heard by
Division Bench (two member Bench). Interestingly, the Division
Bench agreed with the findings of single judge and reiterated that
the chairman not 'actually molested' the female employee.
As against the Judgment, the company once again filed an
appeal in the Supreme Court. One of the issues that was
deliberated at length by this court was “whether physical contact
with the woman was an essential ingredient of a charge of sexual
harassment.”
The Supreme Court while setting aside the High Court
and upholding the dismissal of chairman held that:
a) The attempts by the superior to sit close to the female employee
and touch her, though unsuccessful, would amount to 'sexual
18
harassment'. The behaviour of the superior did not cease to be
outrageous in the absence of an actual assault by the superior.
b) In the context of a female employee the sexual harassment at the
work place is a form of sex discrimination which any be projected
through unwelcome sexual advances, request for sexual favours
and other verbal or physical conduct with sexual overtones,
whether directly or by implication. This would be particularly so
when submission or rejection of such conduct by the female
employee could be used to affect her employment by unreasonably
interfering with her work performance thereby, creating a hostile
working atmosphere for her.
c) Where the conduct of a superior towards his junior female
employee was wholly against moral sanctions and was offensive to
her modesty, any lenient action would demoralise working women.
Therefore, the punishment of dismissal from service was
commensurate with the gravity of the superior's behaviour.
19
d) Each incident of sexual harassment at workplace violates the
fundamental right to gender equality and the right to life and
liberty guaranteed by the constitution of India. The fundamental
right in the Constitution cover all facts of gender equality including
prevention of sexual harassment and abuse. The courts are under a
constitutional obligation to protect and preserve those rights.
e) International instruments15, cast an obligation on the Indian
Government to senitise its laws. The courts are under an obligation
to see that this message is accepted and followed.
CODE OF CONDUCT FOR WORKPLACE BY NCW
Sexual harassment is a serious criminal offense which can
destroy human dignity and freedom. In an effort to promote the well being
of all woman employees at the work place the following code of conduct has
been prescribed :-
15 Convention on Prevention of All forms of Discrimination Against Women, Beijing Declaration on Women, International Covenant on Economic, Social and Cultural Rights
20
1. It shall be duty of the employer to prevent or deter the commission of any
act of sexual harassment at the work place.
2. Sexual harassment will include such unwelcome sexually determined
behaviour by any person either individually or in association with other
persons or by any person in authority whether directly or by implication
such as :-
(i) Eve-teasing
(ii) Unsavoury remarks
(iii) Jokes causing or likely to cause awkwardness or embarrassment
(iv) Innuendos and taunts
(v) Gender based insults or sexist remarks
(vi) Unwelcome sexual overtone in any manner such as over telephone.
(vii) Touching or brusing against any part of the body and the like
(viii) Displaying pornographic or other offensive or derogatory pictures,
cartoons, pamphlets or sayings.
(ix) Forcible physical touch or molestation
21
(x) Physical confinement against ones will and any other act likely to violate
ones privacy and includes any act or conduct by a person in authority and
belonging to one sex which denies or would deny equal opportunity in
pursuit of career development or otherwise making the environment at the
work place hostile or intimidating to person belonging to the other sex, only
on the ground of sex.
It is an amazing truth that years after an established tradition of Indian
working women their harassment at place of work is so common. There are
about 10 million women who have entered all fields from medicine to
politics to pioloting, yet nearly all faces the same problem.16
RIGHT AGAINST SEXUAL HARASSMENT
One of the evils of the modern society is the Sexual harassment
caused to the women particularly the working women by their male
counterparts and other members of the society. There is no law in India,
which is adequate to combat the evil of sexual harassment. In Vishaka and
16 Shobna Saxena, Crime Against Women and Protective Laws, (1999), P.230
22
others v. State of Rajasthan,17 a Public Interest Litigation filed before the
apex court emphasized the need for an effective legislation in India to curb
the sexual harassment of working women and held that each incident of
sexual harassment of women at the work place is a violation of the right of
life under Article 21, which implies right to dignity.18
SEXUAL HARASSMENT UNDER HUMAN RIGHTS
Sexual harassment and sex discrimination are considered to be
violation of Human Rights. All human rights derive from the dignity and
worth inherent in the human person and the human person is the cultural
subject of Human Rights and Fundamental Freedoms.
The United Nations Organisation (UNO), keeping with its charter to
promote and encourage respect of Human Rights and Fundamental
Freedoms for all without distinction, came out with an International Bill of
Human Rights consisting of:
17.? Supra n.10, P.1118 AIR - FEB 2009 – Journal section
23
(a) Universal Declaration of Human Right, 1948.
(b) The International covenant on civil and Political Rights, 1966.
(c) The International covenant of Economic, Social and Cultural
Rights, 1966. and
(d) The Optional protocol, 1966 providing for the right of the
Individual to petition International Agencies. 19
The U.N.O. held that all human rights and fundamental
freedoms are indivisible and interdependent; equal attention and
urgent consideration should be given to the implementation,
promotion and protection of all human rights. The following are the
principles on which the above charters were introduced.
1) All Human beings, without distinction, have been brought within
the scope of human right instruments.
2) Equality of application without distinction of race, sex, language or
Religion, and
3) Emphasis on international co-operation for implementation.19 K.C.Joshi, International Law & Human Rights, (2006), PP.310-322
24
Article 120, 221 and 722 of Universal Declaration of Human
Rights, 1948 deals with equality in dignity, rights and freedoms and
equal protection against any discrimination.
Part II of Article 2 (2) and 3 of International covenant on Economic,
Social and Cultural Rights, 1966 also deals with discrimination of any
kind and equal right of men and women.
Article 2 (2): The State Parties to the present covenant undertake to
guarantee that rights enunciated in the present covenant will be
exercised without discrimination of any kind as to race, colour, sex,
language, religion, political or other opinion, national or social origin,
property, birth or other status.23
20 All human beings are born free and equal in dignity and rights. They are endowed with reason and conscience and should act towards one another in a spirit of brotherhood.21 Everyone is entitled to all the rights and freedoms ser forth in this declaration, without distinction of any kind such as race, colour, sex, language, religion, political or other opinion, national or social origin, property, birth or other status.22 All are entitled to equal protection against any discrimination in violation of this Declaration against incitement to such discrimination.23 Ian Brownlie, Guy S. Goodwin – Gill, Basic Documents on Human Rights, (2007), P.349
25
Article 3: The State Parties to the present covenant undertake to
ensure the equal right of men and women to the enjoyment of all
Economic, Social and Cultural Rights set forth in the present
covenant.24
24 Ibid.
26
CHAPTER - III
RESEARCH METHODOLOGY
RESEARCH DESIGN
Research Design is the way in which I did the study. The
study is both a combination of doctrinal and non doctrinal one. The
doctrinal part deals with the detailed study of case laws by the
Supreme Court of India and also the guide lines put forward by the
Supreme Court. Presently there is no law dealing with sexual
27
harassment of women at work place. A draft bill has been put in
Parliament in 2006 and has been given for the recommendations of
various women organizations.
Empirical study or Non Doctrinal study has been conducted in
two ways, first by having an Interview schedule for interviewing
officials and secondly having a questionnaire for collecting
information from the working women.
UNIVERSE OF THE STUDY
The survey was conducted among working women, who are
working both in government offices and private offices which also
include women working in Techno Park, women working in shops,
petrol pumps etc, in Thiruvananthapuram City.
SAMPLING
28
A sample has been selected for the study. The women working
in Thiruvananthapuram city has been taken as sample.
COLLECTION OF DATA
Data has been collected both from primary and secondary
sources. Primary data has been collected directly from women
employees working both in government and private work place and
secondary data has been collected from the officials of Women’s
Commission and Abhaya.
TIME FRAME
As the time period allotted for my study is 3 months, the study
is confined to Thiruvananthapuram city and the women surveyed is
confined to 100 including officials of Women’s Commission and
Abhaya.
DATA ANALYSIS
29
An Empirical study has been conducted among different
strata of women working in Government and private employment
which include, Techno Park, Trivandrum and also women working in
various shops and petrol pumps. The analysis of data is given below.
1. During the survey 75% of working women held that there is Sexual
harassment at work place and 25%were of the opinion that there is no
such harassment.
Diagram 1
30
2. The response for whether they face any harassment at work place, 60%
had faced work place harassment and 40% never faced workplace
harassment.
31
Diagram. 2
3. As the response for complaining about Sexual harassment, 12%
complaint about sexual harassment and 88% never complaint the matter.
Diagram 3.
32
4. As the response in the matter of complaining about 78% where in favour
of complaining to Women’s Commission. Only 12% where in favour of
complaining to higher officials in their office and only 10% feels, it is apt to
approach the police.
33
Diagram 4.
5. The response for the awareness about guide lines and preventive
measures put forward by the Supreme Court in Vishak’s Case, about 95%
where unaware of such rulings and only 5% heard about it.
Diagram 5.
34
6. As the response for trusting the authorities, when complaining they will
take necessary action, about 77% trust in the authorities and 23% where of
the opinion that complaining is of no use.
Diagram.6
35
36
CHAPTER- IV
FINDINGS
During the survey it is found that about 75% of women had faced
the problem of sexual harassment at work place, and 25% opined that there
is no such harassment. When enquired about incidents of personal
experience of work place harassment, about 60% of working women faced
37
the problem. Only 40% had opined that they had never faced any such
hardship.
When enquired whether they complained about sexual harassment in
workplace, only 12% complained about sexual harassment and remaining
88% never complained it. When asked, if they face such problem to whom
they want to approach, 78% held that they will complain only to Women’s
Commission, about 12 % held that they will complain to senior officials, and
only 10% where of the view that they will go to the police.
When we came to awareness of women in matters of guidelines and
preventive measures put forward by Supreme Court in Vishaka’s case, only
5% heard about it and 95% where unaware of such rulings.
About 60% had trust and faith in the authorities in handling sexual
harassment in work place, only 20% opined that they do not trust the
authorities.
38
From the survey it is clear that almost every working women face the
problem of work place sexual harassment. Another thing to note is that, they
want Women Commission to deal with this problem, they do not want the
police to interfere in this. Women are unaware of the guidelines or
preventive measures by Supreme Court.
CONCLUTIONS AND SUGGESTIONS
My study put light to the fact that women in this modern society
are facing the problem of sexual harassment at her work place. This
problem is made to her by her counterpart ‘Man’. In order to curb this
39
evil we should train him from his childhood. We should give
opportunities for them to cooperate and mingle in every aspect of life.
We should not encourage separate schools or colleges for boys or
girls. They should learn to leave and work in an environment of
equality and they should not feel the difference between sexes. You
feel this as an utopian idea, but we should strive for it.
In the above circumstances I would like to put forward the
following suggestions.
1. It is impossible to have a women grievance cell in every office and
to monitor its working. So it is better to give Women’s Commission
the sole power of dealing with women’s grievance. It should be given
good building, more power and qualified persons in dealing with
problem relating to women.
2. Police should not be allowed to investigate work place sexual
harassment, because it further leads to more harassment. Women’s
Commission should be the sole agency dealing with workplace sexual
harassment.
40
3. Women should be given awareness about workplace harassment
and also about agencies dealing with these problems. Men were also
given awareness about the consequences of sexual harassment at work
place.
BIBLIOGRAPHY
BOOKS
Prof. M.P.Jain, (2006), Indian Constitutional Law, Wadhwa and Company
Nagpur, Publishers.
Dr. Mamta Rao, (2005), Law Relating to Women and Children.
41
K.C.Joshi, (2006), International Law & Human Rights, Eastern Book
Company.
B.M.Gandhi, (2006), Indian Penal Code.
Dr. S.C.Tripathi & Visha Arora, (2006), Law Relating to Women and
Children.
Shohna Saxena, (1999), Crime Against Women and Protective Laws.
A.N.Sen, (2005), Human Rights, Sri Sai Law Publications, Haryana.
P.M.Bakshi, (2009), The Constitution of India, Universal Law Publication
Co.Delhi.
Dr. U.Chandra, (2005), Human Rights, Allahabad Law Agency Publications,
Allahabad.
J.N.Pandey, (2009), The Constitutional Law of India, Central Law Agency,
Allahabad.
Appendix I
INTERVIEW SCHEDULE
INTERVIEW WITH THE OFFICIALS
1. Name.
42
2. Designation.
1. Whether women have complaint about Sexual Harassment at work
place?
2. How many complaints pertaining to Sexual Harassment at work place
have been reported during the year 2008?
3. Do you think women are Sexually Harassed at her work place?
4. Sir, in your opinion why women are not complaining about Sexual
Harassment at work place?
5. Do you think that working women are aware of existing safeguards
against Harassment of women at work place?
6. Do you think that Government is active enough to fulfill their
obligations, which was put forth by the Supreme Court in Vishaka
case?
Appendix II
QUESTIONNAIRE
FOR WORKING WOMEN
1. Name.
2. Designation. 3. Organization.
43
1. Do you think that there is sexual harassment of women at her work
place? Y N
2. Did you ever face any kind of sexual harassment at work place?
Y N
3. Do you ever complaint about sexual harassment at work place?
Y N
4. If you ever complaint, to whom you complaint?
To the Superior.
To the police.
To other machinery.
5. Do you know about the guidelines and preventive measures put forward
by the Supreme Court in Vishaka’s case?
Y N
6. Do you trust the authorities in matters of taking action, when you made a