If we were to apply Maslow’s hierarchy to the workplace, ‘Safety’ and ‘Respect’ would undoubtedly form the base. These elements are fundamental to an employee’s well-being and the sustainability of any organisation. Now, imagine that very base being compromised—what would that pyramid look like? It would be completely toppled.
In my research with over 300 women within my network, I sought to understand their perspectives on workplace culture and safety. The insights gathered were telling: terms like “Way of life,” “Respect = Culture,” “Accountability,” “Support Systems,” “Leadership buy-ins,” “Civility,” “It’s a foundation,” and “Ability to be myself” repeatedly surfaced. These aren’t unreasonable or unheard-of expectations. They are simple, yet crucial.
Despite these clear expectations, the cycle of sexual harassment continues. From Bhanwari Devi to the recent horrific case of a Kolkata doctor raped and tortured to death, the story remains the same—tragic and appalling. This should be a wake-up call for policymakers in our country and HR professionals in organisations—the custodians of workplace policies.
Here are some essential steps HR managers and leaders can take to create a safer, more respectful workplace:
1. Establish channels for reporting: Organisations must create and maintain platforms for reporting issues such as discrimination and harassment. This includes setting up whistleblower channels and Internal Committees (ICs) as mandated by the Sexual Harassment of Women at Workplace Act, of 2013. These platforms should be accessible to all employees, including entry-level staff and vendors. The most credible individuals, who exemplify ethical practices, should be nominated to serve on these committees to ensure integrity and trustworthiness.
2. Encourage reporting: Employees should feel empowered to report any form of discrimination or harassment. The role of the IC is crucial; it must foster an environment where employees feel safe to report incidents without fear of retaliation.
3. Eliminate shifts beyond 10 hours: It is inhumane to expect anyone to work around the clock. If unavoidable, proper sleep accommodations with safety measures should be provided to ensure the well-being of employees.
4. Secure transportation: For employees who need to travel before 8 AM or after 8 PM, appropriate transportation with adequate security should be arranged.
5. Install operational cameras: Functional cameras should be installed in all common areas such as lobbies, office spaces, shared spaces, and canteens. This not only serves as a deterrent but also helps in documenting incidents if they occur.
6. Ensure proper identification: Every individual entering the office premises should carry a proper identity card and be verified for the nature of their visit. There should be restricted access for unrelated individuals at workplaces to enhance security.
7. Establish employee resource groups: Create ERGs where employees can voice their concerns if they feel management is out of reach or unable to address their issues.
8. Conduct regular safety audits: Periodically review and assess workplace safety protocols, including physical infrastructure, to identify and rectify potential risks. Safety audits should involve cross-functional teams to ensure a comprehensive evaluation, covering aspects like emergency exits, lighting, and security personnel effectiveness.
9. Provide bystander intervention training: Equip employees with the skills to recognise and intervene in situations where they witness harassment or discrimination. Bystander intervention training can empower individuals to take action, creating a culture where everyone is responsible for maintaining a safe and respectful workplace.
10. Implement a zero-tolerance policy: Communicate and enforce a zero-tolerance policy for harassment and discrimination at all levels of the organisation. Ensure that all employees, regardless of rank or tenure, understand the consequences of violating this policy, and take swift, transparent action when incidents occur.
11. Establish anonymous feedback channels: Create anonymous reporting mechanisms where employees can share concerns or report incidents without fear of retaliation. This can include anonymous hotlines, suggestion boxes, or online platforms that ensure the privacy and security of the reporter.
Aren’t these steps merely basic decency? Yet, history continues to repeat itself, and each time it does, the consequences become more severe. It’s time for all of us—especially those in leadership and HR roles—to take a hard look at the culture we are perpetuating.
The Kolkata case was an ugly reminder for us to take charge and act. It’s time for employers, HR professionals, and individuals alike to take a stand against sexual harassment and create a safer, more respectful workplace.