A Noiseless Crime Sexual Harassment against Women
Employees at Private Hospitals in Tirunelveli City an Empirical Analysis
Rufus & *
Dr.Beulah**
Introduction
The sociologist, criminologist,
socially concerned people, and feminist have been arguing that the major causes
for the prevalence of increasing crime against women in India are
particarchal social structure of our country, women illiteracy, and
unemployment. However, in reality, Indian women’s education is registering
growth and the women employment is also equally increasing. It is pointed out
by 2005 (Hemlata) that “out of the total 397 million workers in India , 123.9
million are women. Of these, roughly 106 million women work in rural areas. 96%
of the women workers are in the unorganized sector. (1999) Sikri has indicated
that the workplace is emerging as an increasing important site of sexual
harassment encounters. “Sexual harassment at the place of work is incompatible
with the dignity and honour of a female and
needs to be eliminated and there can be no compromise with such violations,” a
Division bench headed by Chief Justice of A.S.Anand ruled. The Bench held that
any actions or gesture – whether directly or by implication 0 aimed at or with
the tendency to outrage the modesty of a female employee must fall under the
general concept of sexual harassment.
People should be made more aware
of this kind of harassment and also be educated on how to avoid such
situations, both on the part of the harasser and the victim (A Female Student,
1995). To the extent that sexual harassment attacks the dignity and
self-respect of the victim both as an employee and as a human of the victim
both as an employee and as a human being, the law enforcement agencies in the
country should develop the sensitivity and appreciation of sexual harassment
complaint to be able to readily investigate and prosecute men and women who
exploit the power they hold over their subordinates to their detriment (Addy,
J. 2001). During the 1980s, militant action by the “Forum Against Oppression of
Women (Mumbai)” against the sexual harassment of nurses in public and private
hospitals by patients and their male relatives, ward boys and other hospital
staff; of air-hostesses by their colleagues and passengers; of teachers by
their colleagues, principals and management representatives; of PhD students by
their guides and so on and so forth received a lukewarm response from the trade
unions and adverse publicity in the media (FAOW, 1991).
Human Rights
According to the Protection of
Human Right Act, 1993 “human rights” means the rights relating to life,
liberty, equality and dignity of the individual guaranteed by the Constitution
or embodied in the International Covenants and enforceable by courts in India . It is
necessary and expedient for employers in work places as well as other
responsible persons or institutions to observe certain guidelines in order to
ensure the prevention of sexual harassment of women as to live with dignity is
a human right guaranteed by out constitution.
The Supreme Court Judgment on
sexual harassment, 14th August 1997, for the first time, (Vishake
& others vs State of Rajasthan
& others) identified sexual harassment as a separate category of legally
prohibitive behaviour. The judgment (Vishaka & Ors V State of Rajasthan
& Ors, 1997) recognized that women in employment can demand that employers
lay down guidelines and setup committees to deal with allegation of sexual
harassment. If a woman feels that justice has not been accorded to her, she can
apply directly to court. A breach of the judgement will amount to contempt of
court.
Employers will be forced to deal
with sexual harassment in the work place by enforcing advantageous codes of
conduct.
Law & Sexual Harassment
In addition to the Vishaka
Judgement guidelines, a person or victim of sexual harassment can lodge
complaint against the perpetrator under the following IPC sections such as, 209
IPC, 354 IPC, 509 IPC. Civil suit can be filed for damages under tort laws.
Under the Indecent Representation of Women (Prohibition)
Act (1987) if an individual
harasses another with books, photographs, paintings, films, pamphlets,
packages, etc. containing “indecent representation of women”; they are liable
for a minimum sentence of 2 years.
Forms of Sexual Harassment
Quid pro quo Simply put, it means
‘this for that’. Quid pro quo harassment occurs if something is given or
promised in exchange for sexual favours (for example giving promotion or other
work benefits in return for sex).
Hostile work environment It is
less clear, and undoubtedly more pervasive, is the situation in which sexual
harassment simply makes the work place unbearable. It is, therefore, the
responsibility of the employers to ensure that their workplaces are free from
Sexual harassment. What amounts to sexual harassment?
SC Guidelines
According Vishaka guidelines
(1997), 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.
Need of Present Study: Vishaka
Judgement issued guidelines for prevention of sexual harassment of the women
working at public and private sectors. Due to the interest of prevention of
Sexual harassment at work place, especially in private sectors, the present
researchers emphasized on unorganized sector, here that is private hospitals in
Tirunelveli City Tirunelveli City
Literature Review
European industrial relations
observatory online (2004) revealed a survey on sexual harassment in the
workplace ever conducted in Greece .
In April 2004, the Research Centre for
Gender Equality (KETHI) presented the results of the first nationwide survey on
sexual harassment in the work place in Greece . Younger women upto the age
of 25 are more frequently victims of sexual harassment at work than older women
over 25 (Online reference 2). A study in the US found the 42 percent of women
and 15 percent of men had been victims of harassment in the preceding 24 months
(Davidson and Cooper, 1992). A Sakshi survey throws up some worrying statistics
on sexual harassment. 80% says sexual harassment exists in the workplace, 49%
has encountered cases of sexual harassment, 41% has either experienced it or
knows women who have faced sexual harassment, 53% says men and women do not
have equal opportunities at work, 53% says women are treated unfairly by
supervisors, employers, and co-workers, 58% has not heard of the SC’s 1997
ruling on sexual harassment (also known as Vishaka judgement), 20% says its
organization has implemented the guidelines (Business Today, 2002).
In a unpublished paper, it is
pointed out majority of the sexual harassment committed by the victims’ co-workers
(41%) followed by 34% by the work place in chargers such as supervisors,
managers bosses, and majority of the harassers (47%) in the age group of 36-50
yrs old.91% of the incidences occurred inside the workplace, 59% of the workers
harassed frequently and 41% of the victims of sexual harassment victimized by
the way of unwelcome physical conduct followed by 25% by showing pornographies.
44% of the victims reaction to the harassment was toleration, none of the
victim informed about their victimization to the police. 90% of the women
workers accepted that they witnessed the sexual harassment incidence to any one
of their colleagues.
According to an All India Survey
conducted on behalf of the National Commission for Women, even a year after the
Supreme Court ruling, 84.97% of the respondents were still unaware that such a
means existed. Only 11.47% of the respondents were aware that they could seek
help. Around 46.58% of the women suffered mental agony at work as a result of
such sexual harassment while 25.17% were subjected to unwanted physical contact
(Sikri, 1999). The following harassments are illustration of power imbalance:
On October 20,2004, students beat up an anatomy professor from Versova,
Andheri, for alleged sexual misconduct (The Indian Express, Mumbair Newsline,
21-10-2004). Sexual harassment by the senior manager of Infosys (Nair, 2003),
the Medha Kotwal petition on Sexual harassment of a PhD student by her guide at
M S University, Vadodara, complaints against a senior professor at Lucknow
University (Times of India, 2003).
Infochange News Online (2005)
noticed that Some noteforthy complaints of SHW that came into the national
limelight were filed by (Online reference 3):
- Rupan Deo Bajaj, an IAS officer in Chandigarh, against ‘Super cop’ K.P.S. Gill.
- An activist from the All
- An airhostess against her colleague Mahesh Kumar Lala, in Mumbai.
- An IAS Officer in Thiruvananthapuram, against the state minister.
Thus, the available literature
give an ambit of sexual harassment at workplace and make us to accept this is
an world phenomena, prevalent at all spheres of workplaces in which women
employed.
Methodology
Sample and Sampling Technique:
Universe consisted of the women workers who were working in the Private
Hospitals in Tirunelveli
City Tirunelveli
City
Non-probability sampling
Purposive sampling method was
adopted for this study to choose the samples.
Research tool: A well-structured
interview schedule constructed by the researchers was used to elicit the
required data pertaining to the present study.
Method of data collection: The
primary data was collected from the selected respondents by using the Interview
schedule.
Data analysis: To analyse the data, the researchers used the Statistical
packages for Social Sciences (SPSS) by which univariate analysis namely, the
frequency analysis, Pearson correlations, ratios and percentages were
calculated with no trouble.
Results and Discussions
Table 1: General Profile of the
respondents
|
|
Classification
|
Frequency
|
%
|
|
Age group
|
1-25 yrs
|
21
|
26.25%
|
|
|
26-35 yrs
|
32
|
40.00%
|
|
|
36-50 yrs
|
20
|
25.00%
|
|
|
Above 50 yrs
|
7
|
8.75%
|
|
|
Total
|
80
|
100.00%
|
|
Marital status
|
Unmarried
|
20
|
25.00%
|
|
|
Married
|
56
|
70.00%
|
|
|
Widow
|
2
|
2.50%
|
|
|
Divorced
|
1
|
1.25%
|
|
|
Separated
|
1
|
1.25%
|
|
|
Total
|
80
|
100.00%
|
|
Dwelling in
|
Within family
|
65
|
81.25%
|
|
|
In relatives house
|
65
|
81.25%
|
|
|
In separate house
|
4
|
5.00%
|
|
|
Working women’s hostel
|
8
|
10.00%
|
|
|
Total
|
80
|
100.00%
|
Operational definitions: (1) The
term ‘private hospitals, meant the privately owned small clinics, nursing
homes, the big scanning centres with expertise medical doctors and the hospital
with more floors, modern equipments, lift facilities, pharmaceutical shops, etc.
(2) The term ‘women workers’ include from the top level women doctor to low
level non-medical women staff whoever engaged any work in private hospitals.
Objectives of the study: This
study attempts: (1) to examine the extent and forms of sexual harassment of
women workers at Private hospitals in Tirunelveli City; (2) to create awareness
among women workers in the Private hospitals; (3) to examine the relationship
between victim and the perpetrator; (4) to find out victims reaction to the
harassment; (5) to study the reporting behaviour of the victim and to analyse
the reason for refusal to lodge complaint; (6) to check the respondent
awareness of Supreme Court guidelines on
Table 2 : Work nature (job
designation) and work experience of the Respondents.
|
|
Classification
|
Frequency
|
%
|
|
Work nature
|
Doctor
|
7
|
8.75%
|
|
|
Nurse
|
30
|
37.50%
|
|
|
Lab technician
|
13
|
16.25%
|
|
|
Pharmacist
|
6
|
7.50%
|
|
|
Sanitary heath worker
|
14
|
17.50%
|
|
|
Receptionist
|
10
|
12.50%
|
|
|
Total
|
80
|
100.00%
|
|
|
Up to 1 year
|
20
|
25.00%
|
|
Work experience
|
Above 1-3 yrs
|
36
|
45.00%
|
|
|
Above 3-6 yrs
|
14
|
17.50%
|
|
|
Above 6 yrs
|
10
|
12.50%
|
|
|
Total
|
80
|
100.00%
|
Table 3: Sexual Harassment
victimization of Respondents at Workplace
|
|
Classification
|
Frequency
|
%
|
|
Victimized due to sexual
|
Yes
|
56
|
70.00%
|
|
|
No
|
24
|
30.00%
|
|
|
Total
|
80
|
100.00%
|
|
Initial sexual harassment at
|
Not applicable
|
24
|
30.00%
|
|
|
Within 1 month
|
8
|
10.00%
|
|
|
Within 2-12 months
|
35
|
43.00%
|
|
|
After 1 year
|
13
|
16.25%
|
|
|
Total
|
80
|
100.00%
|
|
Frequency of sexual harassment
victimization
|
Not applicable
|
24
|
30.00%
|
|
|
One off
|
11
|
13.00%
|
|
|
2-5 times
|
15
|
18.75%
|
|
|
6-10 times
|
22
|
27.50%
|
|
|
Innumerable
|
8
|
10.00%
|
|
|
Total
|
80
|
100.00%
|
|
Job Designation of the Victims
of sexual Harassment
|
Not applicable
|
24
|
30.00%
|
|
|
Doctor
|
3
|
3.75%
|
|
|
Nurse
|
26
|
32.50%
|
|
|
Lab technician
|
10
|
12.50%
|
|
|
Pharmacist
|
1
|
1.25%
|
|
|
Sanitary health worker
|
10
|
12.50%
|
|
|
Receptionist
|
6
|
7.50%
|
|
|
Total
|
80
|
100.00%
|
Prevention of sexual harassment
at workplace. Hypothesis: (1) to check whether there is any significant
relationship between the age group of respondents and sexual harassment
victimization at workplace. (2) to check whether there is any relationship
between the sexual harassment victimization and the respondent opinion on work
efficiency level decrease.
Tables 1 and 2 above give a clear
profile of the respondents’ age group, marital status, residence in nature,
nature of work they were doing and their work experience.
From Table 3 above, it is found
that 70% of (respondents) the women workers in private hospitals were sexually
harassed at their workplace. The figure is really a hostile one to the women
empowerment. 53.75% of the respondents were sexually harassed within a year
from their joining. 16.25% of the respondents were victimized only after their
1st year of completion. 27.5% of the respondents faced sexual harassment
victimization 6-10 times, followed by 18.75% respondents faced victimization
2-5 times and 10% of the respondents faced innumerable endless harassment
incidents. Out of the total respondents, the victims were Nurses (32.50%),
similar percentage (12.5%) to lab technician and sanitary health workers,
receptionists (7.50%), 3 doctors and 1 pharmacist.
Table 4: Places where Sexual
Harassment Victimization Occurred
|
|
Classification
|
Frequency
|
%
|
|
Place where sexual harassment
occurred
|
Not applicable
|
24
|
30.00%
|
|
|
Inside workplace
|
50
|
62.50%
|
|
|
Workplace outside
|
3
|
3.75%
|
|
|
Both
|
3
|
3.75%
|
|
|
Total
|
80
|
100.00%
|
|
If inside workplace, specify
exact nature
|
Not applicable
|
27
|
33.75%
|
|
|
When in proximity
|
13
|
16.25%
|
|
|
When alone
|
11
|
13.75%
|
|
|
During lunch hours
|
4
|
5.00%
|
|
|
Evening times
|
13
|
16.25%
|
|
|
Can’t specify
|
12
|
15.00%
|
|
|
Total
|
80
|
100.00%
|
|
If outside workplace, specify
exact place
|
Not applicable
|
74
|
92.50%
|
|
|
Telephone / mobile stalking
when not in Hospital When unexpected meet at other places
|
5
1
|
6.25%
1.25%
|
|
|
Total
|
80
|
100.00%
|
Table 4 shows that 62.50% of the
women workers at private hospitals faced sexual harassment victimization within
the workplace, 3.75% faced victimization at outside the work premises. Inside
the workplace the harassment incidents occurred, when the victim was in
professional proximity to the perpetrator (16.25), when the victim was alone
(13.75%), Evening times (16.25%), during lunch hours 4% and 15% victimization
can’t be specified, i.e., more than one situation inside the work premises.
Out of total 80 respondents 6.25%
were sexually harassed through mobile phone or telephone, in criminological
term it is called ‘mobile stalking’.
Table 5: Age, Marital status and
job position of harasser
|
|
Classification
|
Frequency
|
%
|
|
Age group of
perpetrators
|
Not applicable
|
24
|
30.00%
|
|
|
Below 25 yrs
|
7
|
8.75%
|
|
|
26-35 yrs
|
11
|
13.75%
|
|
|
36-50 yrs
|
28
|
35.00%
|
|
|
Above 50 yrs
|
10
|
12.50%
|
|
|
Total
|
80
|
100.00%
|
|
Marital status of perpetrator
|
Not applicable
|
24
|
30.00%
|
|
|
Unmarried
|
10
|
12.50%
|
|
|
Married
|
36
|
45.00%
|
|
|
Widower
|
2
|
2.50%
|
|
|
Divorced
|
4
|
5.00%
|
|
|
Separated
|
4
|
5.00%
|
|
|
Total
|
80
|
100.00%
|
|
Job position of the Perpetrator
|
Not applicable
|
24
|
30.00%
|
|
|
Doctor
|
20
|
25.00%
|
|
|
Administrative member
|
16
|
20.00%
|
|
|
Non-medical Lower level member
/ colleague
|
10
|
12.00%
|
|
|
Patients
|
6
|
6.25%
|
|
|
Outsiders
|
4
|
5.00%
|
|
|
Total
|
80
|
100.00%
|
Table 5 above revealed that 35%
of the perpetrators were in the age group of 36-50 years that is, middle aged
men. It is clear from the table that married persons were the majority (45%) in
perpetrator of sexual harassment incidents. Majority of the sexual harassment
(45%) was committed by the person in authority, position such as doctors and
administrators. This fact confirmed with a study ‘Sexual Harassment in the
Workplace’, sponsored by the Population Council, explored women’s perceptions
and experiences of sexual harassment in the health sector in Kolkata. The 135
in-depth interviews with women employees were conducted over a period of 11
months. The experiences reflected, by the large, power imbalances that made
younger women and those in subordinate positions particularly vulnerable (The
Hindu, 2006). 12.50% harassment Committed by lower level non-medical staff.
During research it was found that a lift operator of a private hospital in
Tirunelveli city committed unwanted physical contact against another lower
level female non-medical staff of the same hospital. 6.25% by patients, 5%
committed by out patient / visitors.
Table 6 above gives a picture of
various forms of harassment faced by the respondents : Physical contact
(17.5%), demand request for sexual favours (16.25%) sexually coloured remarks
(11.25%) showing pornography (2.5%) unwelcome body language (12.50%). Even
though the researchers did not investigate the actual form of conduct y the
perpetrators, the researchers illustrate the forms like physical conduct
hugging, touching, cornering, repeatedly asking for date, unparliamentary
words, sexual jokes, showing degrading pictures, dirty looks, dirty gestures,
and talking on personal sexual remarks etc.,
Table 6: Nature of Harassment and
Victims Reaction to Harassment
|
|
Classification
|
Frequency
|
%
|
|
Nature of harassment committed
by Perpetrators
|
Not applicable
|
24
|
30.00%
|
|
|
Physical contact / advances
|
14
|
17.50%
|
|
|
Demand / request for sexual
favors
|
13
|
16.25%
|
|
|
Sexually colored remarks
|
9
|
11.25%
|
|
|
Showing pornography
|
2
|
2.50%
|
|
|
Unwelcome body languages
|
10
|
12.50%
|
|
|
More than one form
|
8
|
10.00%
|
|
|
Total
|
80
|
100.00%
|
|
Victims’ Reaction to harassment
|
Not applicable
|
24
|
30.00%
|
|
|
Resigned the job
|
2
|
2.50%
|
|
|
Physical resistance
|
7
|
8.75%
|
|
|
Tolerated
|
19
|
23.75%
|
|
|
Neglected
|
16
|
20.00%
|
|
|
Complained
|
12
|
15.00%
|
|
|
Total
|
80
|
100.00%
|
Table 7 : Victim’s complaint
about Sexual Harassment and reasons for not reporting of Harassment
|
|
Classification
|
Frequency
|
%
|
|
If complained, to whom?
|
Not applicable
|
68
|
85.00%
|
|
|
Administrative Authority /
Employer
|
7
|
8.75%
|
|
|
Family / Friends
|
5
|
6.25%
|
|
|
Police
|
0
|
0.00%
|
|
|
Total
|
80
|
100.00%
|
|
Employer response to complaint
|
Not applicable
|
73
|
91.00%
|
|
|
Warned
|
2
|
2.50%
|
|
|
Compromised
|
4
|
5.00%
|
|
|
Dismissed
|
1
|
1.25%
|
|
|
Total
|
80
|
100.00%
|
|
Family reaction to complaint
|
Not Applicable
|
75
|
93.75%
|
|
|
Advice to resignation
|
2
|
2.50%
|
|
|
Blamed me
|
3
|
3.75%
|
|
|
Total
|
80
|
100.00%
|
|
If noted complaint, reason
|
Not applicable
|
44
|
55.00%
|
|
|
It will affect my marriage
|
8
|
10.00%
|
|
|
Family members may suspect me
|
6
|
7.50%
|
|
|
Exposure is shame
|
6
|
7.50%
|
|
|
Not want to lose job
|
8
|
10.00%
|
|
|
Not want to approach police /
court
|
5
|
6.25%
|
|
|
Having no support
|
3
|
3.75%
|
|
|
Total
|
80
|
100.00%
|
Majority of the respondents
(43.75%) tolerated and neglected the sexual harassment victimization due to
social stigma and due to fear of loosing job. 12% of the respondents reported
the victimization to others, 8.75% of the respondents resisted physically such
as preventing the physical contacts / advances by hands and shouting, if
situation demanded. 2.5% of the respondents resigned their jobs from that
private hospital and joined another.
Out of the 12 victims who
informed their victimization, 7 victims informed to administration, 5 victims
informed to their family and friends. Out of the 7 complaints from victims, the
employer did compromise (4), warned the perpetrator (1), and one dismissal of
perpetrator. There are various reasons due to which the respondent did not
lodge a police complaint against perpetrator. The reasons are (out of 56 victims
of harassment) : It will affect marriage (8), fear of family suspicion (6),
shame feeling, that is social stigma (6), fear of loosing job (8), not wanting
to approach police station (5), and having no support from others (3).
Table 8 : Statements agreed /
disagreed by the respondents
|
|
Classification
|
Frequency
|
%
|
|
I am aware with Vishaka Guidelines
on S. F
|
Agree
|
6
|
7.50%
|
|
|
Disagree
|
74
|
92.50%
|
|
|
Total
|
80
|
100.00%
|
|
I witnessed S. H to my
|
Agree
|
70
|
87.50%
|
|
|
Disagree
|
10
|
12.50%
|
|
|
Total
|
80
|
100.00%
|
|
Colleagues Special law is very
necessary
|
Agree
|
75
|
93.75%
|
|
|
Disagree
|
5
|
6.75%
|
|
|
Total
|
80
|
100.00%
|
|
Complaint committee should be
formed
|
Agree
|
75
|
93.75%
|
|
|
Disagree
|
5
|
6.75%
|
|
|
Total
|
80
|
100.00%
|
|
Complaint committee should be
formed
|
Agree
|
75
|
93.75%
|
|
|
Disagree
|
5
|
6.75%
|
|
|
Total
|
80
|
100.00%
|
|
S.H. creates hostile work
environment
|
Agree
|
72
|
90.00%
|
|
|
Disagree
|
8
|
10.00%
|
|
|
Total
|
80
|
100.00%
|
|
S.H. affects personal safety
and security
|
Agree
|
72
|
90.00%
|
|
|
Disagree
|
8
|
10.00%
|
|
|
Total
|
80
|
100.00%
|
|
S.H. affects physical and mental
health
|
Agree
|
76
|
95.00%
|
|
|
Disagree
|
4
|
5.00%
|
|
|
Total
|
80
|
100.00%
|
|
S.H. decreases the work
efficiency
|
Agree
|
50
|
62.50%
|
|
|
Disagree
|
30
|
37.50%
|
|
|
Total
|
80
|
100.00%
|
Table 8 shows the various
statements that were agreed or disagreed by the respondents. It is expected by
the researchers that all the responses to the statements might be from the
personal experience of the harassed respondents (victims) and from the general
observations on their colleague victim.
(A)
92.5% of the respondents had no awareness on supreme
court guidelines on prevention of sexual harassment, that is, Vishaka va State
of Rajasthan
(1997). (B) 87.5% of the respondents agreed that they had witnessed or aware
with sexual harassment at workplace to their colleagues. It may be the reason that
because of the social stigma, some harassed respondents may project their
personal victimization to their colleagues. Anyway the result of 87.5% shows
another higher magnitude of sexual harassment prevalence at private hospitals.
(C) 93.75% of the respondents agreed that the special law is very essential to
curb this evil menance at workplace and they also said the law should
applicable to all the unorganized sector workers. (D) 93.75% of the respondents
said that the system of complaint committee should be formed and this should be
essential mechanism to them. (E) 90.00% of the respondents agreed that the
sexual harassment would create hostile work environment to the women at
workplace. (F) 95.00% of the respondents agreed that the sexual harassment would
affect physical and mental health of the harassed women at workplace.
Ratios
‘Sexual
harassment at workplace would affect the personal safety and health of the
women workers’ = Agreed : Disagreed = 72 : 8 = 90% : 10% = 9:1
‘Sexual
harassment at workplace would decrease the work efficiency of the women
workers’ = Agreed : Disagreed = 50:30 = 62.5% : 37.5% = 5:3
‘Sexual
harassment creates hostile work environment at workplace’ = Agreed: Disagreed =
72 :8 = 90% : 10 % = 9 :1.
Hypothesis
Results
Results – 1
The two
variables ‘age group’ of the respondent and ‘S.H. Victimization’ are
significantly correlated at 1% level of significance. Therefore null hypothesis
is rejected. The researchers observed that the 26-35 years age category
respondents was sexually harassed mostly in the age group category. It was
found during the research that out of 32 respondents in this age group 26-35
years were victims of sexual harassment. The relationship may be by the reason
of it.
Result 1
|
Correlation
|
|
Victims age group
|
S.H.
Victimization
|
|
Victims age
group
|
Pearson
correlation
Sig.
(2-tailed) N
|
1.80
|
.258**.000 80
|
|
S.H.
Victimization
|
Pearson
correlation
Sig.
(2-tailed) N
|
.258**.000 80
|
1.80
|
** Correlation
is significant at the 0.01 level (2-tailde)
Result 2
|
Correlation
|
|
S.H.
Victimization
|
S.H decreases
work efficiency
|
|
S.H.
Victimization
|
Pearson
correlation
Sig.
(2-tailed) N
|
1.80
|
.552***.000
80
|
|
S.H decreases
work efficiency
|
Pearson
correlation
Sig.
(2-tailed) N
|
.552**.000 80
|
1.80
|
** Correlation
is significant at the 0.01 level (2-tailed)
Result – 2
The two
variables ‘sexual harassment victimization’ and respondents’ opinion on ‘work
efficiency decrease’ are significantly correlated at 1% level. So, this
relationship may come from the own experience of victims of sexual harassment,
that is, work efficiency may be decreased due to their victimization.
Conclusions
The major aim
of the present study is to explore the facts of sexual harassment of women
working at private hospitals in Tirunelveli
City
The researchers
define sexual harassment at private hospitals as Noiseless Crime, because out
of the total 56 victims of harassment, no one came forward to lodge a police
complaint against the harasser. The reasons are (out of 56 victims of
harassment): It will affect marriage (8), fear of family suspection (6), shame
feeling, that is social stigma (6), fear of loosing job (8), not want to
approach police station step (5), and having no support from others (3). The
non-reporting, toleration and neglected behaviors of the women workers are
being the favourable factors to the perpetrators. The social stigma attachment
of women workers is leading them to tolerate this menace. 80% of them accepted
that they knew or witnessed the sexual harassment incidence to their female
colleagues. This figure shows the intensity of the sexual harassment at
workplace. The women workers accepted that the sexual harassment at workplace
would affect the physical and mental state and personal safety and security of
them. Due to non-reporting character of the victim, the sexual harassment crime
does not come to the social light. So this is defined as the “Dark figures of
crime” and “Noiseless crime”.
The Protection
of Women Against Sexual Harassment at the Workplace Bill 2007, should immediately
be passed by the government as a law. In any civilized society, it is the
fundamental right of people to be able to lead their lives with dignity, free
from mental or physical torture. To ensure this, transgressors must pay for
their unsolicited sexual advances. At the same time organizations such as ‘Men
Against Violence and Abuse’, that conduct gender-sensitisation programmes and
self-defence classes to combat sexual harassment at the workplace must be
encouraged (Sadani, 2003).
Recommendations
·
A special law should be implemented against
sexual harassment at workplace, including both the places of organized
(government & public) and unorganized private sectors, Stringent Punishment
and prompt redress should be covered.
·
Private hospitals should include the Sexual
harassment prevention strategies in the code of conduct in which the punishment
should be stringent for the perpetrator of sexual harassment. The victim of
harassment should get necessary assistance such as psychological, legal assistance
from the employer. The victims should be compensated for their victimization by
the perpetrator and by the employer.
·
Sexual harassment complaint committee should be
formed in all the private hospitals in Tirunelveli city in which an experienced
counselor should be appointed to provide emotional support for this kind of
sexual harassment victims.
·
The N.G.Os should monitor this kind of social
evil and can collect the details of sexual harassment victimization when
discussing at the women’s forum and through this, the N.G.Os may assist the
victim to lodge Police complaint. This will make the women workers to seek
redressal without fear. N.G.Os can evaluate the Sexual harassment victimization
rate in Tirunelveli. Thus, they can make aware the community about this kind of
dark figures of harassment at workplace.
·
Police officers from all women police stations
should attend to the working women forum / complaints committee meetings, which
will remove fear to lodge police complaint against perpetrators, give confidence
on criminal justice system. The police officers may assist in resolving the
problem through legal steps or by meditation depends on intensity.
·
Awareness about Supreme Court guidelines should
be spread by the voluntary organization and self help groups. Posters about
guidelines should be stick in the public places like ration shop, markets,
private / government hospitals, bus stops and railway station. Medias such as
T.V and Radio should broadcast awareness about Supreme Court guideline.
·
The gender sensitization counseling should be
given to the male workers of both medical and non-medical staffs at private
hospitals, which will make the male colleagues to realize what are the problems
the women victim have to face in workplaces, in family, in society, in criminal
justice system after their victimization. The gender sensitization should be
effective among the male colleagues so as to feel a female colleague as a
sister / mother perspective and should create a smooth friendly workplace
atmosphere.
·
The government should initiate and sponsors for
the research on sexual harassment, workplaces in particular, the unorganized
sectors. It is recommended that future research should cover all type of
unorganized sectors and also add the aim to find out the impacts ad symptoms of
sexual harassment at workplaces of unorganized sectors.
Key Words
Sexual
harassment, Workplace, Women Employer, Private Hospitals
Abstract
Sexual
harassment of working women exists in various forms like discrimination,
torture, attempted rape, rape, physical contact and advances, demand or request
for sexual favours, sexually coloure remarks, showing pornographya and other
unwelcome physical, verbal, or non-verbal conduct of a sexual nature. The
Indian Penal Code no doubt deals with cases of sexual harassment of women in
Sextions 294, 354 and 509. The Supreme Court judgement on sexual harassment, 14th
August 1997, for the first time, (Vishaka & Ors vs State of Rajasthan & Ors)
identified sexual harassment as a separate category of legally prohibitive
behaviour. The sexual harassment studies and researches are increasing in India
to curb and control this legally prohibited behaviour.
The NGOs are
doing hard work to create legal awareness about it. But these initiatives and
researches generally focus on women working in the organized sector like
government sector, economically familiar private companies and factories, and
do not focus on the women working in the unorganized poor work sector. A
research study conducted in Kolkata, West Bengal ,
with 135 in-depth interviews of women employees in two government and two
private hospitals involving several doctors and nurses, including senior staff
members, revealed that sexual harassment in hospitals is quite common. This
fact motivated the researchers to conduct this empirical study among the women
who were working in the Private hospitals in Tirunelveli City
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***
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