SOCIAL ISSUES

SEXUAL HARASSMENT

Paper presented by
Idhaya R . P
Grade X
Ramya Sathianathan Vidhyashram Senior Secondary School CBSE
Vallam, thanjavur -613403

Under the guidance of

MRS. UMADEVI
Pgt – social science
Ramya sathianathan vidhyashram senior secondary school – CBSE
Vallam, thanjavur – 613403.

Internal Examiner Principal

Mrs Umadevi Mr joan fernandes

Department of social science ramya sathianathan
Vidhyashram
ACKNOWLEDGMENT

I take this opportunity to acknowledge my deep sense of gratitude to my

respected guide MRS. UMADEVI, department of social science, faculty
in ramya sathianathan vidhyashram senior secondary school- CBSE, vallam
, Thanjavur, for her valuable guidance and an emcouragement to complete
this presentation work.

I extend my sincere thanks to our respected principal MR JOAN

FERNANDES, MSc,B.Ed and vice principal MR AMBETHKAR MSc,
M.phil, B.Ed for their continous support towards the department of social
science in RSV especially the encouragement and the constant endeavour
towards this presentation work .

I thank our management for giving me this wonderful opportunity , i thank

our chairman Mr.SATHIANATHAN B.E, the pillar of RSV and our
secretary Mrs.JANET RAMYA for their perpetual support towards our
growth.

I record my special thanks to my family members for their kind support and
care to completemy presentation work.
ABOUT MY PRESNTATION

What is sexual harassment?

Sexual harassment is a type of sexual violence – the phrase we use to

describe sexual activity or sexual act that happened without consent. Other
types of sexual activity include rape and sexual assault.

Sexual harassment is a type of harassment involving the use of explicit or

implicit sexual overtones, including the unwelcome and inappropriate
promises of rewards in exchange for sexual favors. Sexual harassment
includes a range of actions from verbal transgressions to sexual
abuse or assault.

Harassment can occur in many different social settings such as the

workplace, the home, school, or religious institutions. Harassers or victims
may be of any sex or gender.

Sexual harassment is defined as unwelcome behavior of a sexual nature.

Terms and definitions related to my presentation:

SEXUAL HARASSMENT:

Sexual violence is an umbrella term that includes a wide range of sexual

acts . include rape, sexual assaults, sexuall harassment, unwanted toucjing,
secxual coercion, sex trafficking, child sexual abuse, child marriage,
enforced sterilisation, sexual slavery, enforced prostitution, and forced
pregnancy.

Includes non-consensual completed or attempted sexual contact; non-

consensual acts of a sexual nature not involving contact (such as voyeurism
or sexual harassment); acts of sexual trafficking committed against
someone who is unable to consent or refuse, and online exploitation.

Sexual violence occurs in every country. During times of peace as well as

during and after armed conflict. Sexual violence can also be perpetrated
online or via digital technologies. Technology facilitated sexual violrence
includes online stalking , gender -based, hate speech, image based sexual
abuse, online rape threats aand online sexual harassments.

RAPE:
rape, unlawful sexual activity, most often involving sexual intercourse,
against the will of the victim through force or the threat of force or with an
individual who is incapable of giving legal consent because of minor
status, mental illness, mental deficiency, intoxication, unconsciousness, or
deception. In many jurisdictions, the crime of rape has been subsumed
under that of sexual assault. Rape was long considered to be caused by
unbridled sexual desire, but it is now understood as a pathological assertion
of power over a victim.

worldwide, sexual violence, including rape, is primarily committed by

males against females. Rape by strangers is usually less common than rape
by people the victim knows

widespread and systematic rape (e.g., war rape) and sexual slavery can
occur during international conflict. These practices are crimes against
humanity and war crimes. Rape is also recognized as an element of the
crime of genocide when committed with the intent to destroy, in whole or
in part, a targeted ethnic group.

People who have been raped can be traumatized and develop post-
traumatic stress disorder.]Serious injuries can result along with the risk
of pregnancy and sexually transmitted infections. A person may face
violence or threats from the rapist, and, sometimes, from the victim's
family and relatives
SEXUAL HARASSMENT:

Sexual harassment is an unwelcome sexual advance, unwelcome request

for sexual favours or other unwelcome conduct of a sexual nature which
makes a person feel offended, humiliated and/or intimidated, where a
reasonable person would anticipate that reaction in the circumstances.

Sexual harassment is a type of harassment involving the use of explicit or

implicit sexual overtones, including the unwelcome and inappropriate
promises of rewards in exchange for sexual favors. Sexual harassment
includes a range of actions from verbal transgressions to sexual
abuse or assault. Harassment can occur in many different social settings
such as the workplace, the home, school, or religious institutions. Harassers
or victims may be of any sex or gender.

Sexual harassment was a problem for both sexes, the study found. More
than 50 percent of women and nearly 20 percent of men reported at least
one incident of sexual harassment during a 12-month period.

The study is one of the first to examine how both men and women view
harassment – whether they saw it as bothersome or frightening – and how
these perceptions relate to their psychological well-being, Settles said. The
survey covered 16 types of verbal and physical harassment, including
offensive stories or jokes and touching that made the person uncomfortable.

For women, sexual harassment was distressing when they saw it as

frightening, but not when they saw it as bothersome. “We were surprised
by this finding,” Settles said. “We thought women would be negatively
impacted if they saw their harassment as frightening or bothersome.”

For men, sexual harassment was distressing when they saw it as either
frightening or bothersome,

Under the Indian Penal Code, sexual harassment is a cognisable offence

which means a person charged with sexual harassment may be arrested
without a warrant. The Sexual Harassment of Women at Workplace
(Prevention, Prohibition and Redressal) Act, 2013, has criminalised
offences such as sexual harassment, stalking and voyeurism.

In modern legal contexts, sexual harassment is illegal. Laws surrounding

sexual harassment generally do not prohibit simple teasing, offhand
comments, or minor isolated incidents—that is due to the fact that they do
not impose a "general civility code". However The legal and social
understanding of sexual harassment, however, varies by culture.
In fact, in most countries, the definition is applicable to both sexes and falls
under two categories for men – female-on-male harassment and male-
on-male harassment. The first ever reported case of male sexual
harassment was in the United States in 1995,

Additionally LGBTQ people suffer from sexual harassments and violence.

Abbreviation of LGBTQ – Lesbian, gay , Bisexual, transgender and queer.

Around seven out of ten LGBT workers experienced at least one type of
sexual harassment at work (68 per cent) and almost one in eight LGBT
women (12 per cent) reported being seriously sexually assaulted or raped at
work. However, this is a hidden problem with two thirds of those who were
harassed not reporting it; and one in four of those who did not report the
harassment being silenced by fear of ‘outing’ themselves at work.
Government must act urgently to put the responsibility for tackling this
problem where it belongs – with employers. We need stronger legislation
that places a new legal duty on employers to prevent sexual harassment,
with real consequences for those who don’t comply

TYPES OF SEXUAL HARASSMENT

[ of a sexual nature]:

1.Verbal / written harassment :

 Comments about clothing , personal behavior, or a person`s body;
sexual or sexual based jokes, requesting favours or repeatedly asking
a person out, sexual innuendoes, spreading rumors about a person`s
personal or sexual life, threatening a person sending emails or text
messages of a sexual nature.

 Referring to an adult as a girl by using nicknames l

 Whistling at someone or making cat calls
 Making sexual comments about person`s body or appearance
 Spreading sexual innuendos about someone
 Making howling sounds, smacking lips and other
inappropriate sounds
 Turning work discussions to sexual topics
 Telling sexual jokes and stories
 repeatedly asking out a person who is not interested

2.verbal harassment:

Verbal sexual harassment means offensive words and comments, spoken

privately to a person or in front of others. Examples include; comments
about a person's body, name calling, sexual jokes, using sexual orientation
as an insult, sexual suggestions, and spreading rumors of a sexual nature
about a person.

 Unwanted sexual looks or gestures,

 Staring at someone,

,
 Blocking a person’s path,
  Following a person,
 Giving personal gifts,
 Displaying sexually suggestive visuals,
 Making sexual gestures with hands or through body movements,
 Making facial expressions such as winking, throwing kisses, or
licking lips,
 Making sexual gestures with hands or through body movements.

3. physical harassment:

Physical harassment, in relation to sexual harassment, is when a

victim is touched in an inappropriate way. Most importantly, the
victim is touched against his or her will. Physical harassment
behavior intimidates, embarrasses, threatens, and makes the victim
uncomfortable.

The most common forms related to physical harassment include:

 Sexual assault, abuse, or rape

 Inappropriately touching or grabbing someone, e.g. touching someone’s
breast intentionally
 Using intimidating gestures
 Deliberately brushing or rubbing your body against someone
 Blocking another employee’s movements
 Kissing or hugging someone inappropriately
 Unwelcome touching of another person's hair, clothes, or body

4. visual harassment:
 Visual harassment is a situation where the individual exposes themselves to
another person without the victim's consent, and the act affects their work
performance or attitude. Examples of visual harassment include:

 Exposing of private parts

 Sending sexual images or videos to another person. For instance, sending
inappropriate videos to another person through a social website
 Unwelcome gestures towards another person
 Staring at someone else’s body offensively and making the person feel
uncomfortable
 Placing a poster with information related to sexual behaviors
 Exposing someone else’s private pictures or images without their consent
Displaying abusive or inappropriate messages or content from a website, book,
or magazine.

LGBTQIA+ PEOPLES AND SEXUAL HARASSMENT:

LGBTQIA+ is an abbreviation for lesbian, gay, bisexual, transgender, queer or

questioning, intersex, asexual, and more. These terms are used to describe a
person’s sexual orientation or gender identity

Sexual violence affects every demographic and every community –

including LGBTQ people. According to the Centers for Disease Control
and Prevention (CDC), lesbian, gay and bisexual people experience sexual
violence at similar or higher rates than straight people.
The National Coalition of Anti-Violence Projects (NCAVP) estimates that
nearly one in ten LGBTQ survivors of intimate partner violence (IPV) has
experienced sexual assault from those partners. Studies suggest that around
half of transgender people and bisexual women will experience sexual
violence at some point in their lifetimes.

As a community, LGBTQ people face higher rates of poverty, stigma, and

marginalization, which put us at greater risk for sexual assault. We also
face higher rates of hate-motivated violence, which can often take the form
of sexual assault. Moreover, the ways in which society both
hypersexualizes LGBTQ people and stigmatizes our relationships can lead
to intimate partner violence that stems from internalized homophobia and
shame.

Yet, as a community, we rarely talk about how sexual violence affects us or

what our community’s unique needs are when it comes to preventing
sexual assault and supporting and caring for survivors of sexual violence.

The CDC’s National Intimate Partner and Sexual Violence Survey found
for LGB people:
 44 percent of lesbians and 61 percent of bisexual women experience
rape, physical violence, or stalking by an intimate partner, compared
to 35 percent of straight women
 26 percent of gay men and 37 percent of bisexual men experience
rape, physical violence, or stalking by an intimate partner, compared
to 29 percent of straight men
 46 percent of bisexual women have been raped, compared to 17
percent of straight women and 13 percent of lesbians
 22 percent of bisexual women have been raped by an intimate
partner, compared to 9 percent of straight women
  40 percent of gay men and 47 percent of bisexual men have
experienced sexual violence other than rape, compared to 21 percent
of straight men

Within the LGBTQ community, transgender people and bisexual women

face the most alarming rates of sexual violence

Among both of these populations, sexual violence begins early, often

during childhood.

 The 2015 U.S. Transgender Survey found that 47% of transgender

people are sexually assaulted at some point in their lifetime.
 Nearly half (48 percent) of bisexual women who are rape survivors
experienced their first rape between ages 11 and 17.

In the workplace:

Nearly seven in 10 lesbian, gay, bisexual and trans (LGBT) people have
been sexually harassed at work, according to research for the Trades Union
Congress revealing a “hidden epidemic

The survey found LGBT women were more likely to experience unwanted
touching and sexual assault at work. More than a third (35%) reported
experiencing unwanted touching, for example hands placed on their lower
back or knee.

More than one-fifth (21%) reported experiencing sexual assault, , while one
in eight (12%) LGBT women said they had been seriously sexually
assaulted or raped at work.
#MeToo movement continues to make headlines in India with women
going public with their accounts of men who allegedly abused their power
and preyed on them, particularly in the workplace. The long list of
men who have been named and shamed include prominent personalities
from the worlds of journalism, films, entertainment, literature, advertising,
business and politics.

Increase in cases registered in the workplace

According to data published by the Ministry of Women and Child

Development, the number of cases of sexual harassment in the workplace
registered in India jumped 54% from 371 cases in 2014 to 570 in 2017.
According to the ministry, 533 cases have already been reported in the first
seven months of 2018 – nearly as many as for all of last year.

Given this increase in the number of cases reported over the last few
years, and the magnitude of the ongoing movement, the government is
considering intervening in the matter. The ministry has proposed setting up
a committee to look into cases that have came out since #MeToo opened
the floodgates on October 5.

“I believe in all of them,” Maneka Gandhi, the Union minister for women
and child development, declared on Friday. “I believe in the pain and
trauma behind every single complainant.”

But data from NIFTY’s annual report of 44 companies shows only a small
increase in the number of complaints filed over the past year – from 614 in
2017 to 620 for this year so far.
 Mattoo added that with the Sexual Harassment of Women at
Workplace Act, 2013, having been in existence for five years now,
companies should have seen “a healthy spurt” in the number of cases
reported.

What is quid pro huo harassment?

The Latin term quid pro quo translates to "something for something."
Quid pro quo harassment occurs in the workplace when a manager or other
authority figure offers or merely hints that they will give the employee
something (a raise or a promotion) in return for that employee's satisfaction
with a sexual demand.

Do Internal Complaints Committees do their job?

When women do report incidents of harassment or misconduct to their

employers, the complaint is reviewed by an Internal Complaints Committee
before any action is initiated. The Internal Complaints Committee is an
internal department constituted by companies under the 2013 Act to
address sexual misconduct in their work space. It is basically the primary
mechanism empowered by the civil court to resolve complaints of sexual
harassment. But even if companies have such committees in place, the
question that is often asked is: Do they do their job well? Do they inspire
confidence in women employees about handling cases?

The Indian National Bar Association, a non-profit organisation, put this

question to 6,047 survey participants in various cities – including Gurgaon,
Delhi, Kolkata and Noida – between April 2016 and October 2016. Around
67% of the respondents replied “no” when asked if Internal Complaints
Committees dealt fairly with complaints.

Sexual harassment outside ‘offices’

The #MeToo movement may encourage companies to adopt stringent

mechanisms to ensure a safe work environment for women, but what about
semi-formal or unorganised workplaces? A report by the Martha Farrell
Foundation, a non-profit that works for women’s rights, compiled
responses from 291 women employed as domestic workers in Delhi and the
National Capital Region between June 4 and June 10 and found that a third
of the respondents had faced sexual harassment. Although the sample size
was relatively small, the result suggests an important aspect of “workplace”
harassment may be going ignored.

According to a 2012 poll by Oxfam, a non-profit that works for poverty

eradication, women in such informal workplaces are more vulnerable to
workplace harassment than those in offices. The data said 29% of
labourers, 23% of domestic workers and 16% of small-scale manufacturing
workers were vulnerable to sexual misconduct and harassment when
compared to formal sector workers.

Additionally, a 2015 report by the Garment Labour Union and the non-
governmental organisation Munnade said 14% of women garment workers
in Bengaluru had been raped or forced to commit a sexual act. It pointed
out that 75% of the garment workers reported that there was no complaints
mechanism for employees, while 65% said they did not believe they could
get justice because they were too poor.
 Beyond workplaces: #MeToo within families?

The bulk of the #MeToo stories have focused on workplace harassment,

although some have also brought up cases of abusive relationships. What
has gone mostly unheard is sexual harassment and abuse that takes place
within families.

According to a report by the United Nations Children’s Fund, around 10%

of Indian girls between the ages of 10 and 14 face sexual violence in their
families. Another report, compiled by the National Family Health Survey
in 2015-2016 and released this year, shows that 99.1% of sexual violence
cases are not reported and in most cases, the perpetrator is the husband,
reported LiveMint. The report also points out that reporting of violence
against women is higher among states with high female literacy rates,
suggesting that less educated women often do not feel empowered to
register complaints

In schools and educational institutions:

Students may get sexually harassed by other students, members of non-

teaching staff or teachers. Researchers can be harassed by their guides and
teachers are as often harassed by other teachers or others in high places.

Nearly 70% of the bullied LGBTQ students in India face anxiety and
depression and suffer from loss in studies. More than half of the students
(60%) are reportedly facing physical bullying in high and middle schools. A
little less than half, 43% of the LGBTQ students surveyed — between the
ages 18-20 — faced sexual harassment in primary schools.

Nearly 70% of the bullied LGBTQ students in India face anxiety and
depression and suffer from loss in studies. More than half of the students
(60%) are reportedly facing physical bullying in high and middle schools. A
little less than half, 43% of the LGBTQ students surveyed — between the
ages 18-20 — faced sexual harassment in primary schools.

Nearly half of all students between grades 7 and 12 report experiencing sexual
harassment, often perpetrated by their classmates. And in a recent survey, 87
percent of women reported being catcalled, touched without permission, or
insulted with sexualized words.

Almost 80% of girls say sexual assault happens a lot or sometimes

between people their age at secondary schools and colleges

In 2014-15, Indian universities reported 75 complaints of sexual

harassment. These figures were from a report received by UGC from 84
universities about cases of sexual harassment against women lecturers,
professor and research scholars.

India and Child Sexual Abuse

Unfortunately, India’s legal system is far from equipped to deal with the
complexities of sexual harassment. Until five years ago there was no
legislation to curb or even acknowledge the sexual abuse faced by minors
in the country.
But a study conducted by Ministry of Women and Child Development in
2007 across 13 states showed that 53 percent of Indians between the ages
of 5 and 18 reported facing some form of sexual abuse, out of which 53
percent of the cases were reported by males and 47 percent by females.
The Protection of Children from Sexual Offences (POCSO) law was finally
passed in 2012, criminalizing child rape, harassment and exploitation for
pornography. Now it is slowly garnering attention, with mainstream movies
like ‘Kahaani 2‘ bringing the issue to the forefront.

Until 5 years ago there was no legislation to curb or even acknowledge

child sexual abuse.

But the discourse is still limited to minors being harassed by adults in

positions of power and influence (such as relatives, family friends and
teachers). A study in the schools of Goa in 2003 showed that 33 percent of
students studying in 11th grade said that they had been verbally abused by
fellow-students in the past 12 months, while 18% reported physical abuse.

The conversation around similar harassment in schools is negligible. There

is a growing awareness about this in the US, where a survey showed that
48 percent of students faced some form of sexual harassment in the 2010-
11 school year. But while US has acknowledged the importance of curbing
abuse at a young age, India is still several steps behind.

Understanding Consent

The obvious step that India can take is to establish committees in

educational institutions to address such grievances, like the ones made
mandatory for work spaces. But this only serves as a band-aid to the
problem, and a very poor one at that.

The first step towards addressing these issues is to acknowledge

that these instances of sexual harassment do not appear out of the blue.
They are symptoms of a much deeper problem – a lack of understanding of
personal space and consent.

When our peers crack dirty sexual jokes in front of us because they think
we are cool and one of them, we do not want to dispel this notion by
expressing our discomfort. When someone stands a little too close for
comfort while talking to us, we force ourselves to get used to it, because
that is how they talk to everyone. These are minor negotiations that we start
making in school, and continue making in our lifetime. We choose
likability over comfort, because that is what we are taught to value.

This is a pattern we see all through school, where issues of body and
personal space are left unaddressed, and often ignored. This discourages
students from sharing their concerns with the teachers, who themselves are
unsure of how to deal with such incidents. In a culture where all sexual
contact is bad sexual contact, they do not want to be the ones explaining
sex to children.

The change we need will happen slowly, with seminars and workshops for
teachers to sensitize them to the concepts of the body and consent. Maybe
we can develop a set of guidelines that teachers could follow when such
incidents occur, to ensure they are handled in a firm and sensitive manner.

Maybe we could have videos for students on consent and what is

considered appropriate or inappropriate in the classroom, like the period
video they show adolescent girls in school, but less annoying. A few non-
profits are already working in this direction, by providing gender
sensitization workshops for teachers. But looking at the state of educational
institutions in our country, and their sheer number, we have a long way to
go.
 Towards a Better Future

Sexual harassment is only a small part of the abuse that can be faced by
minors in schools today. I cannot even begin to enter the domain of the
sexist, homophobic, racist and casteist jokes and slurs thrown around
often. And with the rise of social media, the abuse becomes more creative
and violent by the day. The continued acceptance of such humor shapes the
way we look at others and ourselves. It creates divisions of us and them,
and generates an atmosphere of intolerance.

If schools are our first step into modern society, then adolescence is the
perfect time to cultivate ideas of inclusivity and acceptance. To build a
more nuanced understanding of gender, sexuality and the body, and to
weed out sexual violence from our vocabulary. If we are able to make our
classrooms harassment-free, the deserted roads, the crowded trains and the
entire internet would become much safer for us all.

Prevention of sexual harassment in workplace

Acts , laws and methods

 Speak up. Say ‘No’. ...

 Convey that you are uncomfortable with any such advances by a
colleague, which establishes a line of misconduct.
 Keep your friends informed.
 Collect evidence.
 Avoid being alone with the harasser.


The Sexual Harassment of Women at Workplace (Prevention,

Prohibition, and Redressal) Act 2013
1 The sexual harassment of women at workplace ( prevention and
.
prohibition and redressal) act , 2013
 2 The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redress

3 The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redres

4 Alignment of Service Rules with Sexual Harassment of Women at Workplace

Redressal) Act, 2013 as per DoPT Notification

5 Step wise Inquiry Procedure for complaints made under Sexual Harassment of Wom
Prohibition and Redressal) Act, 2013 as prescribed by DoPT

6 Appeal Process under Sexual Harassment of Women at Workplace (Prevention, Pr

2013 as prescribed by DoPT

7 DoPT Notification regarding inquiry of a person senior to ICC Chairperson

8. Guidelines for conducting inquiry under Sexual Harassment of

Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 as
prescribed by DoP.

9. Special Leave to be provided under Sexual Harassment of Women at

Workplace
(Prevention, Prohibition and Redressal) Act, 2013 as prescribed by DoPT

ii. Awareness regarding Sexual Harassment of Women at Workplace

(Prevention, Prohibition, and Redressal) Act 2013
1.Recommended Panel of Institutes or Organizations under sexual
harassment of Women at workplace Prevention,Prohibition, and Redressal
Act 2013

2. Handbook on Sexual Harassment of Women at Workplace (Prevention,

Prohibition, and Redressal) Act 2013

3. Training Module for Two Day Workshop on Sexual Harassment of

Women at Workplace (Prevention, Prohibition And Redressal) Act, 2013.

3. orders
1. ICC, MSDE Reconstitution Order dated 05-01-2022.

Sexual harassment of male a reality, but

remains a taboo

The collective psyche that men can only abuse needs to

be shunned in light of the rising issue of sexual harassment of male
employees.

‘Sexual harassment’, the term is by default synonymous with the ‘sexual

harassment of women’. The sexual harassment of men largely remains a
hush affair in our country. But just because society refuses to acknowledge
it, doesn’t mean that it does not happen. “It doesn’t happen as often as
sexual harassment of women by men but sexual harassment of males in
work places is also very common,” according to Pavan Choudary, author of
‘How A Good Person Can Really Win’ and an expert on workplace ethics.
According to a recent survey, about one-third of all working men reported
at least one form of sexual harassment in the previous year. Of the 7,809
sexual harassment charges filed in 2011 with the U.S. Equal Employment
Opportunity Commision (EEOC), 16.1 percent were filed by men. By
2013, this had risen to 17.6 percent.

Despite the serious consequences that can stem from sexual harassment,
whether it involves men or women, sexual harassment against men is often
not taken that seriously. There has been extensive research looking at how
sexual harassment can affect women, both in terms of the emotional
consequences and reduced job prospects, but fewer studies have looked at
how men are affected.

Sexual coercion involving job-related threats or bribes to force unwilling

workers to enter into a sexual relationship with the harasser. One example
of this is when an employer threatens to fire an employee if he/she doesn't
agree to sex. While often the most damaging, most harassment tends not to
be this blatant.

Unwanted sexual attention involving unwelcome sexual advances

towards someone else in the workplace that are regarded as unwelcome or
offensive. This can include sexual touching and pressuring for a date. Since
it can involve threats or bribes, there can be considerable overlap between
this category and the first one.

Then there is gender harassment involving hostile behavior aimed at

undermining workers simply due to their gender. This can include
denigrating comments, off-color jokes that are intended to be offensive,
mocking, and even violent threats. Women expressing strong feminist
ideals are often targeted this way. While this is the most common form of
sexual harassment in the workplace, it is also the least likely to be seen as
harassment.

Both women and men have reported experiencing these three forms of
sexual harassment in the workplace, with other men being most likely to be
the perpetrators. Men belonging to sexual minorities are particularly
vulnerable to this kind of treatment, which can also overlap with displays
of outright homophobia. As I've already mentioned, women expressing
strong feminist beliefs about issues such as birth control, abortion, or
anything that can challenge existing gender biases are especially vulnerable
to being harassed.

Employers and employees often expect men to act as masculine as

possible, and anything that deviates from that is more likely to get them
harassed. For example, men who take time off to care for their children
may experience more gender harassment in the workplace as a result. Since
women are expected to do most of the actual childcare, men may find their
careers affected if they deviate from traditional gender roles. Also, men
who openly support feminist causes or who are seen as "unmasculine" may
get harassed as well.
Prevention of sexual harassment
on Implementation of POCSO Act, 2012, for School Management and
Staff’, The National Institute of Public Cooperation and Child
Development (NIPCCD) has prescribed that schools should set up
committees with students as well as parents and management
representatives on campus.

All CBSE schools, including those in Chennai, are governed by guidelines

issued by the Board. Following incidents of crime against children in
Delhi, CBSE issued new safety guidelines to schools stressing that the
responsibility of student safety within the precincts of the schools lies
squarely on the school authorities.
For kids to open up, parents should be open to conversations at home, states
Swati. “The time kids generally take to open up depends on how open parents
are at home. Understanding one’s body, sexuality, safety, boundaries and
consent are all important. All these are elements of sex education. I think if
conversations about private parts happen at home, conversations about
anything else can happen easily. That’s the ice breaker,” she adds.
Sujatha, a mother of a teenage girl, says, “Be a good listener and gain your
kid’s confidence. Tell them that they can talk about anything that bothers
them openly with you (parents) at any time.”

How you can help your child

 Give age-appropriate sex education, including the usage of correct

biological terms
 Create an environment to have open conversations at home
 Parents should read their child’s bodily cues. Notice if the child feels
uncomfortable in someone’s presence
 Trust your child when they come up to you with a problem
 Teach them about unsafe behaviour
 Assure your child that he/she will be safe
 Take up any instance of abuse with the authorities
Conclusion:

“ don`t be afraid of your story it will inspire others”.

“Coming together is a beginning.

Keeping together is success.
Working together is success.”
- Henry ford.
THANK
YOU.