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1. WOMEN WELFARE ISSUES AT WORKPLACE BY AKSHATA RAI RITU
KARN
2. WELFARE Welfare is the provision of a minimal level of
wellbeing and social support for all citizens, sometimes referred
to as public aid. In most developed countries, welfare is largely
provided by the government and to a lesser extent charities,
informal social groups, religious groups, and intergovernmental
organizations.
3. SOME OF THE ISSUES WOMEN FACE AT WORKPLACE Glass ceiling
Pregnancy discrimination Gender Discrimination Sexual
Harassment
4. THE GLASS CEILING AND WORKING WOMEN Whenever we talk about
women empowerment these names immediately strike our minds -
Ms.Indira Nooyi, Ms.Chanda Kochar, Ms.Pratibha Patil, Ms.Saina
Nehwal, Ms.Kiran Bedi
5. CONTD.. The glass ceiling is a concept from the 1980s
describing an invisible barrier that blocks the access of women to
the top. Women still face hindrances in reaching top positions. The
phrase glass ceiling was introduced to illustrate a world where
businesswomen in their attempt to reach top positions are blocked
by corporate tradition and prejudice.
6. SUGGESTIONS ROLE OF ORGANIZATIONS: acceptance that women can
be in senior positions and the belief that they can collaborate
with men to build a great work environment. Build an eco-system for
women in the organization where the womanly qualities are valued.
Try to change mindsets through gender audits and gender
sensitization training and workshops.
7. CONTD.. Assess women on the deliverables and their
challenges rather than on personal traits, whether they can put
long hours at work, or their efforts are visible. Perceive women as
significant players at senior positions. Nurture and develop them
through focused executive mentoring, leadership training programs,
special training programs to build communication skills, confidence
and developmental workshops.
8. CONTD.. By sending them on overseas assignments so that
women can acquire new skill-sets, get a global mindset, and
position themselves as strategic thinkers and innovators, and open
up access to corporate network groups. Build a focused
career-progression plan for women. Provide flexible work
arrangements, a caring and supportive climate, have family-friendly
policies like maternity leave, paternity leave, child-care leave,
etc.
9. CONTD.. ROLE OF WOMEN: Women can discover prospects and
emphasize who they are and what have they accomplished. Ask for
challenging assignments and more responsibility. Make a difference
at every job so that they stand out and change biases. Constantly
learn and improve. Become domain experts. Try to get maximum
exposure and experience through job rotation and transfers.
10. MATERNITY DISCRIMINATION Dismissing, demoting or
disciplining females either because of their pregnancy or maternity
leave is known as discrimination because of pregnancy and maternity
leave.
11. CONTD.. For example, it would be pregnancy and maternity
leave discrimination if a female is dismissed or disciplined:
because she is unable to do her job during her pregnancy for health
and safety reasons because she asks to take maternity leave or is
on maternity leave.
12. EXAMPLES OF MATERNITY LEAVE DISCRIMINATION suspension from
work by the employer for health and safety reasons and full pay is
not received. dismissal because the employers say they can't afford
to pay her statutory maternity pay. if the female is disciplined
for having performance issues due to an illness connected with her
pregnancy. if the employer fails to carry out a health and safety
risk measures and forces her to resign if the employer demotes or
dismisses her, or stops her from having training or promotion
opportunities, because she is pregnant or on maternity leave if the
employer chooses her for redundancy because she is pregnant.
13. SUGGESTIONS If a female is treated unfairly because she is
pregnant or on maternity leave, following can be done. Raising a
grievance with her employer: Formal written complaint to the
employer can be given, using a grievance procedure. Making a claim
to an employment tribunal: If the problem is still not solved using
a grievance procedure, she can make a claim for pregnancy and
maternity discrimination to an employment tribunal.
14. APPLYING FOR A JOB WHEN THE FEMALE IS PREGNANT An employer
cant refuse to employ a female candidate just because she is
pregnant. They should base their decision on whether she is having
the required job skills and not on whether she is pregnant. There
is no liability to tell the employer that a female pregnant while
applying for the job. If she does tell and not offered the job
because of this then this will be pregnancy discrimination. Also
they must not dismiss her when they find out about the pregnancy
after her joining.
15. GENDER DISCRIMINATION Payment. Promotion Job title
16. CONTD... India has the distinction of being the lowest
ranked on gender parity, which includes pay parity, among the BRIC
economies. This was revealed in the Global Gender Gap Report of
2010.
17. SOME OTHER DISCRIMINATIONS APPEARANCE PHYSICAL ABILITY
18. SEXUAL HARASSMENT AT WORK PLACE It is a behavior where
unwelcome sexual advances, requests for sexual favors, and other
verbal or physical conduct of a sexual nature occur at workplace.
Workplace sexual harassment is one of the most difficult and
insidious issues to tackle, because victims are so often in a
position of vulnerability, afraid of damaging their careers or even
losing their jobs altogether.
19. TYPES VERBAL: Referring to an adult as babe, baby.
Whistling at someone and making sexual comments. Making kissing
sounds, howling. Repeatedly asking out a person who is not
interested. NON-VERBAL: Looking at a person up and down or staring.
Blocking a persons path or following Giving personal gifts
Displaying sexually suggestive visuals Making facial expressions
such as winking, throwing kisses
20. CONTD... PHYSICAL: Putting arms around shoulders. Touching
the persons clothing, hair or body. Hugging, kissing, patting or
stroking. Standing close or brushing up against another
person.
21. SUGGESTIONS ROLE OF OFFICE EMPLOYEE: ROLE OF VICTIM ROLE OF
ORGANIZATION/MANAGEMENT:
22. STORY OF ARUNA SHANBAUG, NURSE KEM HOSPITAL, MUMBAI
NOV-27,1973
23. ARUNAS STORY On the evening of November 27, 1973, nurse
Aruna Ramchandra Shanbaug was attacked by a sweeper in KEM hospital
where she worked. Allegedly enraged at her for telling him off and
threatening to report a theft by him, he accosted her when she was
changing in a basement room, wrapping a dog chain around her neck.
He tried to rape her but , he sodomised her, the chain twisted
around her neck cutting off oxygen to her brain. Aruna was found
lying on the floor with blood all over, unconscious. While her
immediate family, including brother Balkrishna Shanbaug and a
sister, came to visit her in hospital in the early months after the
incident, she was later abandoned by the family. Her fiance, a
doctor, reportedly left the country after a few years. A sister,
Shanta Nayak, continues to live in Mumbai, not far from KEM
Hospital.
24. ACTS EMPOWERING WOMEN Equal Remuneration Act, 1976 Equal
opportunity, equal treatment and equal wages Maternity Benefit Act,
1961
25. The Factories Act, 1948 Section 34 provides that the State
government can lay down rules prescribing weights that may be
carried by men and women. crches The Contract Labor (Abolition and
Regulation) Act and RulesSeparate provision of utilities for women
and fixed working hours.
26. SEXUAL HARASSMENT ACT 2013 The Sexual Harassment of Women
at Workplace (Prevention, Prohibition and Redressed ) Act, 2013 is
a legislative act in India that seeks to protect women from sexual
harassment at their place of work. It was passed by the Lok Sabha
(the lower house of the Indian Parliament) on 3 September 2012. It
was passed by the Rajya Sabha (the upper house of the Indian
Parliament) on February 26, 2013.The Bill got the assent of the
President on 23 April 2013.
27. Representation and reservations on decision making bodies
73rd and 74th Amendments to the Constitution providing for
reservations of seats for women in Panchayats and
Municipalities