Raghu Kalra’s Post

#DidYouKnow that 3/5 people surveyed across 9 Sri Lankan businesses have faced some form of workplace violence or harassment? Not just that, businesses also lose at least $1.7 million because of this. The economic cost of it is very real. This IFC study – with insights from 1,600+ employees – explores how violence and harassment impacts employees and businesses in #SriLanka. We need to create #RespectfulWorkplaces for a better, safer future for all, and here’s why: http://wrld.bg/jS4150UfwyC #16DaysofActivism #EndGBV #16Days 

When it comes to minimising harm, Mechelen D'Souza discusses some of the most effective strategies that workplaces can implement to reduce the risk of gender-based violence among their workforces.   Check it out below!   To watch the full discussion, Subscribe to our Research and Insights Page: https://lnkd.in/gUeZjXpx   #16DaysofActivism #genderbasedviolence #workplacestrategies #reducerisk

Globally, 1 in 5 workers have experienced some form of physical, psychological, or sexual harassment or violence at work. Women and girls are disproportionately affected by sexual violence and harassment. International Labour Organization Convention 190, which seeks to end all forms of violence and harassment for all workers, turns five this year. In the past five years, women workers and union leaders across the globe have organized and advocated to put the principles of #C190 into action and make workplaces safe for all workers. Their successes are remarkable, but the work is not done. Hear from some of these inspiring women about what they have achieved and how they stay motivated to keep driving change. https://lnkd.in/eFEeUEGT

The African Community of Practice on Gender and Health webinar on Gendered Workplace Violence in the PHC Workforce (Part II) brought together experts from South Africa, Tanzania, and Burkina Faso to discuss the pressing issue of workplace violence in healthcare settings. The discussion highlighted that while workplace violence is a global issue, tailored strategies are needed to address the unique challenges faced by Africa’s PHC workforce, especially those influenced by gender dynamics. Key takeaways include: • Violence in healthcare settings reflects the broader societal violence, rooted in systemic inequalities and entrenched cultural norms, rather than being solely a consequence of the nature of the work. • Patriarchal societal norms contribute to the normalization of violence, compounded by inadequate reporting mechanisms and insufficient internal regulations in the healthcare settings. • Addressing gendered workplace violence necessitates multi-stakeholder engagement, including policymakers, professional bodies, and communities. • The challenges in gathering evidence on workplace violence highlight the need for tailored methodological approaches to document these experiences safely and effectively. • Research, policy, and practice must align to ensure safer and more equitable working conditions for the predominantly female primary healthcare workforce. Let’s continue the conversation and drive meaningful change. 📺 Watch the full webinar: https://go.unu.edu/l8piI #UNU #GlobalHealth #GenderEquality #EndWorkplaceViolence #PHCWorkforce #SafeHealthcare #16Days #EndViolenceAgainstWomen

𝐓𝐡𝐞 𝐒𝐮𝐩𝐫𝐞𝐦𝐞 𝐂𝐨𝐮𝐫𝐭’𝐬 𝐁𝐢𝐠 𝐌𝐨𝐯𝐞 𝐭𝐨 𝐄𝐧𝐬𝐮𝐫𝐞 𝐒𝐚𝐟𝐞𝐭𝐲 𝐟𝐨𝐫 𝐖𝐨𝐦𝐞𝐧 𝐚𝐭 𝐖𝐨𝐫𝐤! The Supreme Court has stepped in to make sure the POSH Act, 2013 (Prevention of Sexual Harassment at Workplace) is properly followed across India. Here’s a quick look at what’s happening: 𝐊𝐞𝐲 𝐎𝐫𝐝𝐞𝐫𝐬 𝐟𝐫𝐨𝐦 𝐭𝐡𝐞 𝐒𝐮𝐩𝐫𝐞𝐦𝐞 𝐂𝐨𝐮𝐫𝐭 • Internal Committees (ICC): - Every government office and department must have an internal complaints committee. • Local Committees (LCC): - Each district should appoint an officer by December 31, 2024. - Local committees must be set up by January 31, 2025. - Nodal officers to be appointed at the taluka level. 𝐖𝐡𝐚𝐭 𝐃𝐢𝐬𝐭𝐫𝐢𝐜𝐭 𝐀𝐮𝐭𝐡𝐨𝐫𝐢𝐭𝐢𝐞𝐬 𝐌𝐮𝐬𝐭 𝐃𝐨 • Check for Compliance: - Officials will check if workplaces, both public and private, have the required committees. • Work with Private Companies: - Ensure private organizations are also following the rules. • Submit Reports: - They need to report on compliance as per the POSH Act. All workplaces must comply by March 31, 2025. The Court called out the delays in enforcing this law, saying it’s time for strict action to protect women at work. What do you think about these steps? Will they help create safer workplaces? Share your thoughts in the comments! #juscorpus #jclj #juscorpuslife #poshact #workplacesafety #genderjustice #supremecourtindia 

The new deadline for submitting the Annual Report under the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 (SHWW Act) is 28th February 2025 for all the governmental and non-governmental organisations in Gurugram. Ensure compliance by conducting regular awareness sessions, holding Internal Committee (IC) meetings, and documenting all harassment cases along with the actions taken to address them. The report must be emailed to posh-grg.rev@hry.gov.in by the due date to avoid penalties of up to ₹50,000. This is not just about fulfilling a legal obligation—it’s about creating a safe, respectful, and inclusive workplace. Don’t miss the deadline, and let’s work together to foster a harassment-free environment! #POSHCompliance #WorkplaceSafety #SHWWAct2013 #AnnualReportDeadline #HarassmentFreeWorkplace #EmployeeWellbeing #SafeWorkEnvironment #ComplianceMatters #RespectAtWork #EmpowerWorkplaces #POSHPolicy #WorkplaceAwareness #SafeWorkplace #EmployeeRights #WomenSafety #InclusivityAtWork #CorporateCompliance #ZeroTolerance #HRBestPractices #EndHarassment #DiversityAndInclusion #LegalObligations #WorkplaceEthics #PreventHarassment #WorkplaceAccountability #LeadershipResponsibility #SaferWorkspaces #EmployeeProtection #EqualityAtWork

Workplace harassment is a pervasive issue that affects countless individuals in Pakistan. The Protection Against Harassment of Women at Workplace Act 2010 (Amended in 2022) is a significant stride towards creating safer and more inclusive workplaces in Pakistan. Let's work towards its effective implementation and support NGOs in advocating for more robust measures against workplace harassment. Read more about this legislation in Wejdan's latest blog post: https://ow.ly/87L250QNGY2 #WorkplaceHarassment #SaferWorkplaces #Pakistan

𝗦𝗲𝘅𝘂𝗮𝗹 𝗵𝗮𝗿𝗮𝘀𝘀𝗺𝗲𝗻𝘁 𝗶𝘀 𝗮 𝗴𝗹𝗼𝗯𝗮𝗹 𝗶𝘀𝘀𝘂𝗲 𝗮𝗱𝗱𝗿𝗲𝘀𝘀𝗲𝗱 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁𝗹𝘆 𝗶𝗻 𝘃𝗮𝗿𝗶𝗼𝘂𝘀 𝗹𝗲𝗴𝗮𝗹 𝘀𝘆𝘀𝘁𝗲𝗺𝘀. 👉🏻 In India, the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013, provides a legal framework for addressing such misconduct, mandating internal complaints committees in workplaces. 👉🏻 Conversely, in Canada, Sexual Harassment falls under federal and provincial legislation, including the Canadian Human Rights Act and the Canada Labour Code (1985). This comprehensive approach aims to combat sexual harassment through provisions that protect employees from unwelcome behavior, ensuring safer work environments nationwide. Despite jurisdictional disparities, both countries prioritize creating respectful workplaces free from harassment. Join the conversation on addressing sexual harassment through a cross-cultural lens! 🌍 💼 From India's 2013 Act to Canada's multifaceted legal framework, the nuances of combating harassment vary. Let's discuss and collaborate for safer, more respectful work environments globally. Share your insights in the comments below! Semanti Choudhury | Nidhi Dayani #SexualHarassment #WorkplaceCulture #heenanagpalkhurana

𝗪𝗵𝘆 𝗣𝗢𝗦𝗛 𝗜𝘀 𝗮 𝗠𝘂𝘀𝘁 𝗳𝗼𝗿 𝗘𝘃𝗲𝗿𝘆 𝗢𝗿𝗴𝗮𝗻𝗶𝘀𝗮𝘁𝗶𝗼𝗻 When setting up or growing a business, fostering harmony and respect among employees is crucial for maximising productivity. In today’s workforce, women are integral to every department and organisation. Unfortunately, some individuals fail to interact appropriately, often making women uncomfortable through unwelcome gestures that can be offensive or sexual in nature. To combat this, the Indian government enacted the POSH Act in 2013, which offers a multi-dimensional approach to address workplace harassment. This law not only helps organisations create a safer environment but also assists in distinguishing between genuine complaints and false accusations. By implementing POSH compliance in your organisation, you can cultivate a culture of respect and positivity, ensuring that all employees can thrive without fear of harassment. Let’s work together to build a workplace filled with good memories rather than negative experiences. Contact 𝗣𝗢𝗦𝗛𝗳𝗼𝗿𝗪𝗼𝗺𝗲𝗻 today to learn how we can help you implement POSH compliance and create a safer work environment! #POSHforWomen #WorkplaceSafety #WomenEmpowerment #RespectAtWork #HarassmentFreeWorkplace #EmpowermentThroughEducation

From 26 October 2024 the Worker Protection (Amendment of Equality Act 2010) Act 2023 will also come into force which will introduce a new duty for employers to take ‘reasonable steps’ to prevent sexual harassment at work. If a tribunal claim is brought against an employer and they are found to have breached this duty then tribunals will have the power to implement an increase in compensation by up to 25%. Employers must be proactive in preventing sexual harassment in the workplace and must not wait until an incident occurs before taking action. Some of the proactive steps that can be taken include: ✅ Consulting with staff to establish any potential areas of risk ✅ Collaboratively developing risk assessments with staff ✅ Creating a specific Sexual Harassment policy ✅ Providing training for ALL staff, not just managers, so that everyone is aware of their responsibilities and what behaviours are not acceptable ✅ Establishing clear channels for reporting concerns If you require any assistance to understand your new obligations, would like to discuss training related to sexual harassment or want to create a new policy then get in touch with us at CUBE HR. #WorkplaceSafety #SexualHarassmentPrevention #EqualityAct2023 #EmployerResponsibilities #HRCompliance #WorkplacePolicy #EmployeeTraining #ProactiveHR #CubeHR