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Anti Sexual HarassmentCase Studies
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Scenario 1Anu, a module lead and her manager Arun had been
going steady for seven months. A month back,
however, Anu realized that Arun may not be the
right person for her and ended their relationship.
Disappointment turned to frustration with Arun
who started using his hierarchical authority to
Anu’s disadvantage. She was excluded from critical
meetings, not nominated for relevant training
programs and singled out for unfair criticism that
left her feeling humiliated in the midst of her
colleagues. Inspite of warning him , Anu found that
Arun’s behaviour did not change. She filed a case of
sexual harassment against him with the HR
department.
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What do you think happened following Anu’s complaint?
If you were the HR or senior leadership in Anu’s organization, how would you deal with her complaint?
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Let us see what happened in Anu’s organization
• HR immediately notified the Internal Complaints Committee
• An internal process of inquiry was initiated by the committee including questioning of relevant witnesses to the alleged behaviour of the manager.
• The Committee found enough evidence to substantiate Anu’s complaint of sexual harassment and recommended immediate termination of Arun’s employment
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Observations• The organization took the right steps to act appropriately in
this case.
• HR did the appropriate thing by immediately notifying the Internal Complaints Committee, instead of trying to mediate a case that was clearly in the realm of sexual harassment.
• The Committee, subsequent to its impartial investigation, determined that it was a case of sexual harassment and recommended the termination of the manager.
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Scenario 2
Niharika, received a promotion due to her superlative performance. This news did not go down
well with her more-experienced peers, who had been vying for the same position and were not
selected. Niharika’s happiness was short-lived as intermittent rumours maligning her character
started reaching her ears. The malicious rumours insinuated that Niharika received her
promotion due to a close relationship with her supervisor Suresh. Niharika had witnesses to
substantiate that the rumours were being spread by her hostile colleagues. Niharika made
earnest efforts to quell the insinuations. Eventually, she talked to her supervisor, Suresh, who
supported her, and both filed a sexual harassment complaint to the HR department.6
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What do you think happened following Niharika and Suresh’s complaint?
If you were the HR or senior leadership in their organization, how would you deal with their complaint?
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Let us see what happened in Niharika and Suresh’s organization• The HR referred the matter immediately to the Internal
Complaints Committee
• The ICC followed it up with an inquiry which included cross-questioning of the witnesses. Evidence was collected regarding the malicious emails that were being circulated in the office.
• The Committee found enough evidence to substantiate their complaint of sexual harassment and recommended that the offenders be terminated from employment with immediate effect.
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Observations• The organization/ICC acted in an appropriate manner in
promptly completing the inquiry and gathering relevant evidence
• The matter was instantly referred to the Internal Complaints Committee and HR did not attempt to mediate the case, which had clear overtones of sexual harassment.
• The Committee, after an unbiased investigation of the case, determined that Suresh and Niharika were victims of sexual harassment. They found enough evidence to recommend the termination of the colleagues in question.
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A worker complained to their human resource management department about harassment. As a result, the worker was subjected to taunts by co-workers and snide remarks related to the complaint. He was further penalised for making a complaint when he was excluded from meetings and events that he would normally attend. So he filed a complaint to the Internal Complaint Committee.
Scenario 3
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What do you think happened following Worker’s complaint?
If you were the HR or senior leadership in the organization, how would you deal with the complaint?
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Let us see what happened in the organisation following the complaint
• An internal process of inquiry was initiated by the committee including questioning of relevant witnesses to the alleged behaviour of the co-workers.
• They found enough evidence to recommend the termination of the colleagues in question.
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Observations• The committee acted swiftly in conducting the investigations.
• HR did not attempt to mediate the case, which had clear overtones of sexual harassment.
• The Committee found enough evidence to substantiate their complaint of sexual harassment and recommended that the offenders be terminated from employment with immediate effect.
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Sexual harassment is termed as a violation of human rights in India and the Supreme Court of India has set out clear guidelines for employers to redress and prevent sexual harassment at the workplace
The Law
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About KelpHR
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