In Pakistan, workplace harassment against females, especially those starting their careers, remains a significant challenge. Women often face inappropriate behavior, including verbal abuse, unwanted advances, and discrimination. This hostile environment not only undermines their confidence but also hampers their professional growth. Despite legal frameworks aimed at protecting women's rights, enforcement remains weak, and cultural stigmas often prevent victims from speaking out. Creating awareness and promoting a respectful workplace culture is essential for fostering a safer and more inclusive environment for all. #WorkplaceHarassment #WomenInWorkforce #GenderEquality #SupportWomen #EndHarassment #SafeWorkplace #EmpowerWomen
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Know Your Rights, Know Your Power! 💪 The Protection Against Harassment of Women at the Workplace Act was enacted in 2010 and serves as a legal framework to address and prevent workplace harassment in Pakistan. It aligns with Pakistan’s international obligations under the Universal Declaration of Human Rights (UDHR) and the Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW) it’s a shield against: 💬 Unwelcome sexual advances 🚫 Verbal or non-verbal sexual communication 📉 Interference with work performance ❄ Creation of a hostile or offensive work environment ⚠️ Retaliation for reporting misconduct Your workplace should uplift you, not silence or intimidate. Let’s stand together for a harassment-free future. 💪 #MehfoozMaqaam #WorkplaceSafety #KnowYourRights #mehfoozauratmehfoozmustakbil https://lnkd.in/gtjyHQm7
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#CapitalNews Urgent need for enhanced legal frameworks to combat workplace sexual harassment Ethiopia is grappling with significant challenges related to workplace sexual harassment, highlighting the urgent need for comprehensive legal frameworks to protect workers, particularly women, from gender-based violence in the labor market. A recent report “Mapping Legal Protections Against Workplace Sexual harassment in Africa” by the World Bank underscores the pervasive nature of sexual harassment across various sectors, including employment, education, and public spaces, emphasizing that many employees remain vulnerable due to inadequate legal protections. Read More (https://lnkd.in/dQ8-URgB) Website (https://lnkd.in/eMXvqV9H) | Facebook (https://bit.ly/capital_fb) | X (https://bit.ly/capital_X) | TikTok (https://lnkd.in/edEpbkiY) | Instagram (https://lnkd.in/ePSBWHnc) | Linkedin (https://bit.ly/Capital_In) | Youtube (https://bit.ly/capital_yt)
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I Empower Organizations & Communities in Safeguarding & Social Protection by Developing Impactful Policies & Training Programs • Created Policies Protecting 12,000+ Children & Trained 500+ Staff Across Africa
Did you know that 1 in 3 women globally experience sexual harassment at work? Gender-Based Violence and Harassment (GBVH) is a pressing issue in workplaces globally. From harassment and discrimination to exploitation, these behaviors not only violate individuals’ dignity but also harm workplace morale, productivity, and well-being. Why This Matters: Global Context: 1 in 3 women worldwide has experienced sexual harassment at work (UN Women & ILO, 2020). Regional Insights: In Kenya, 38% of women reported workplace harassment, while in Rwanda, 45% of women in formal sectors faced some form of harassment. I recently had the privilege of training the HR and Safeguarding teams at Basi Go on preventing and addressing GBVH in the workplace. This included identifying various forms of GBVH, creating robust policies, and empowering employees to speak up safely. Best Practices for Tackling GBVH: Strong Anti-Harassment Policies: Zero tolerance, clear reporting mechanisms, and whistleblower protection. Training & Awareness: Regular sessions for all employees on recognizing and addressing GBVH. Inclusive Leadership: Promoting respect and equality through leadership accountability. Support Systems: Counseling, legal aid, and a safe environment for survivors. Immediate Investigations: Transparent and fair processes for reported cases. As we mark Day 13 of the 16 Days of Activism Against GBV, let’s champion safer, inclusive workplaces where everyone is valued and protected. Together, we can break the silence, challenge harmful behaviors, and ensure dignity and safety for all employees. #EndGBVH #SafeWorkplaces #16DaysOfActivism #WorkplaceSafety #InclusiveLeadership
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A recent survey commissioned by INvolve reveals that more than half (55%) of women believe their female colleagues are at risk of sexual harassment in the workplace. Alarmingly, nearly one in ten (8%) feel that the risk is ‘significant.’ With the Worker Protection (Amendment of Equality Act 2010) Act now in effect as of October 26, 2024, organisations must take immediate action to prioritise the safety and well-being of all employees. Is your workplace effectively addressing these critical issues?
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Inspirational HR & Development Director, Trained Employee Relations Investigator, Facilitator, Trainer and Coach, who applys a human approach to ‘people management'.
A recent survey commissioned by INvolve reveals that more than half (55%) of women believe their female colleagues are at risk of sexual harassment in the workplace. Alarmingly, nearly one in ten (8%) feel that the risk is ‘significant.’ With the Worker Protection (Amendment of Equality Act 2010) Act now in effect as of October 26, 2024, organisations must take immediate action to prioritise the safety and well-being of all employees. Is your workplace effectively addressing these critical issues?
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Partner @ Roopali Grover & Associates | POSH Trainer | Startup Evangelist | Women Entrepreneur
Evolution of POSH: A Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013,” was enacted to protect women from sexual harassment at their place of work. Key features of the POSH Act include: 1. Definition of Sexual Harassment: The Act defines sexual harassmenat in a comprehensive manner, covering a range of unwelcome behaviors including physical contact and advances, demand or request for sexual favors, making sexually colored remarks, showing pornography, and any other unwelcome physical, verbal or non-verbal conduct of a sexual nature. 2. Duties of Employers: Employers are required to create a safe working environment for women. They must establish an Internal Complaints Committee (ICC) at each office or branch with 10 or more employees. 3. Internal Complaints Committee (ICC): The ICC must be headed by a woman and should have at least half of its members as women. It must also include an external member from an NGO or someone familiar with issues related to sexual harassment. 4. Procedure for Complaint and Inquiry: The Act outlines the process for filing a complaint, the steps for conducting an inquiry, and the actions to be taken if the complaint is proven or found to be false. 5. Timeframes: The Act sets specific timeframes for resolving complaints to ensure swift justice. 6. Confidentiality and Retaliation Protection: The Act emphasizes the need for confidentiality of the complainant and protection from retaliation. The POSH Act is a crucial piece of legislation aimed at promoting a safe and dignified working environment for women in India. #POSHAct #WorkplaceSafety #HarassmentPrevention #EmployeeRights #SafeWorkplace #WorkplaceEquality #GenderEquality #EmployeeProtection #WorkplacePolicy #LegalCompliance #WorkplaceWellbeing #SafeWorkEnvironment #AntiHarassment #WorkplaceCulture #ZeroTolerance #InclusiveWorkplace #CorporateResponsibility #HRPolicies
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The Government of India’s SHe-Box is an online platform designed to address complaints of sexual harassment at the workplace. It provides a single-window system for women, irrespective of their work status or sector (organized, unorganized, public, or private), to file complaints confidentially. SHe-Box aligns with the provisions of the Sexual Harassment of Women at Workplace Act, 2013 (SH Act) and also supports cases under the POCSO Act, 2012 for child sexual abuse. This initiative aims to create safer and more inclusive workplaces for women across the country. #SHeBox #WorkplaceSafety #GenderEquality #WomenEmpowerment #EndHarassment #SafeWorkplace #SexualHarassmentAwareness #InclusiveWorkplaces #WomenRights #POCSOAct #SHAct #GovernmentInitiative
SHe-Box: A Platform to Address Workplace Harassment https://shebox.wcd.gov.in/ Introducing SHe-Box: an online platform by the Government of India designed to address and resolve complaints of sexual harassment in the workplace. Key Highlights: •Simple complaint registration for women, regardless of their work status (organized/unorganized, public/private sector) •Ensures confidentiality of the complainant •Aligns with the Sexual Harassment of Women at Workplace Act, 2013 (SH Act) •Supports complaints under the POCSO Act, 2012 for child sexual abuse How to file a complaint: 1. Visit the SHe-Box homepage 2. Click “Register Your Complaint” and follow the steps Whether you are a government employee, a private-sector worker, or even a visitor to a workplace, SHe-Box provides a single-window system to help create harassment-free workplaces. Let’s work together to foster safer and more inclusive environments for women across India. #WomenEmpowerment #SHeBox #WorkplaceSafety #GenderEquality #SexualHarassmentAwareness
SHe-Box Online Complaint Management System
shebox.wcd.gov.in
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The Government of India’s SHe-Box is an online platform designed to address complaints of sexual harassment at the workplace. It provides a single-window system for women, irrespective of their work status or sector (organized, unorganized, public, or private), to file complaints confidentially. SHe-Box aligns with the provisions of the Sexual Harassment of Women at Workplace Act, 2013 (SH Act) and also supports cases under the POCSO Act, 2012 for child sexual abuse. This initiative aims to create safer and more inclusive workplaces for women across the country. #SHeBox #WorkplaceSafety #GenderEquality #WomenEmpowerment #EndHarassment #SafeWorkplace #SexualHarassmentAwareness #InclusiveWorkplaces #WomenRights #POCSOAct #SHAct #GovernmentInitiative
SHe-Box: A Platform to Address Workplace Harassment https://shebox.wcd.gov.in/ Introducing SHe-Box: an online platform by the Government of India designed to address and resolve complaints of sexual harassment in the workplace. Key Highlights: •Simple complaint registration for women, regardless of their work status (organized/unorganized, public/private sector) •Ensures confidentiality of the complainant •Aligns with the Sexual Harassment of Women at Workplace Act, 2013 (SH Act) •Supports complaints under the POCSO Act, 2012 for child sexual abuse How to file a complaint: 1. Visit the SHe-Box homepage 2. Click “Register Your Complaint” and follow the steps Whether you are a government employee, a private-sector worker, or even a visitor to a workplace, SHe-Box provides a single-window system to help create harassment-free workplaces. Let’s work together to foster safer and more inclusive environments for women across India. #WomenEmpowerment #SHeBox #WorkplaceSafety #GenderEquality #SexualHarassmentAwareness
SHe-Box Online Complaint Management System
shebox.wcd.gov.in
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Despite the enactment of a workplace harassment law, societal norms have not allowed full implementation of these legal reforms. Thus, putting the safety of women at stake in workplaces. As highlighted by the Home Based Women Workers Federation, 90% of domestic workers have faced harassment, 40% of women have experienced digital harassment, and significant percentages have endured physical and sexual violence. . . . #ppwf #vawg #vaw #violenceagainstwomen #workplace #harassment #safespace #safety #safetyfirst #womensrights #pakistan
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Safeguarding Women’s Right to Livelihood! The Sexual Harassment of Women at Workplace Act aims to ensure a congenial work environment and protect women from any and every harassment at workplaces. Learn more through this informative webinar: LINK - https://lnkd.in/gsQu283V #SexualHarassmentAtWork #Legalliteracy #Hamarasamvidhanhamarasamman #vidhijagritiabhiyan #naaribhagidaari
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Senior Geophysicist @ Petroleum Exploration | Geophysics Expertise, Team Lead
8moDealing with harassment from seniors involves several key steps. First, document all incidents meticulously, including dates, times, and details, and save any relevant evidence. Familiarize yourself with the company's harassment policies and reporting procedures, and confide in trusted colleagues or mentors who can offer support and guidance. Officially report the harassment through the appropriate channels, being clear and specific about your experiences. If the issue persists or is not addressed, seek external help such as legal advice or support from professional associations. Prioritize your personal safety and well-being by engaging in self-care and possibly counseling. If necessary, consider requesting reassignment or leaving the job to protect your mental health. Building a support network and developing coping strategies can also help manage the stress associated with harassment. Remember, ensuring a respectful and safe work environment is your right, and there are resources available to help you navigate these challenges.