An effective awareness program on sexual harassment should begin with a clear definition of what constitutes harassment. Employees must understand not only the obvious forms of harassment, such as physical assault or verbal abuse, but also subtler behaviors like inappropriate comments, gestures, or advances. This comprehensive understanding can help prevent incidents before they occur. The program should be interactive and include real-life case studies that allow employees to identify and discuss potential harassment situations. Role-playing exercises can also help employees practice how to respond to harassment or report it appropriately. This will make them feel more confident in identifying problematic behaviors and taking action. Awareness programs should be conducted regularly and tailored to the specific needs of the workplace. For example, in industries with high turnover rates, it's important to offer refresher training to ensure all employees are up to date on the organi...
Conciliation is a method of resolving a conflict between parties by the use of a mediator. Only if the aggrieved party demands it, the Internal Complaints Committee (ICC) will facilitate conciliation as a means of resolving workplace sexual assault complaints.
Before conducting an investigation under section 11, the ICC should attempt to resolve the dispute between the aggrieved woman and the respondent by conciliation. It should be remembered that the respondent has no right to request conciliation) and that “no monetary settlement” shall be used as a ground for conciliation. Where a settlement has been reached, the ICC shall report the terms of the agreement and forward them to the employer, who shall proceed in accordance with the advice.
The ICC shall supply the aggrieved woman and the respondent with copies of the resolution as reported.
Where a settlement is arrived at, no further inquiry shall be conducted by the ICC. Conciliation is a mechanism used by the ICC to offer a substantive approach to problems posed by complainants in a reasonable and impartial manner. A settlement, such as an oral/written apology or admission of guilt, to prevent a protracted court proceeding that may be costly, inconvenient, and frustrating.
There is no prescribed procedure by the Act, so the ICC has freedom to conduct it the way it seems appropriate and follow the principles of natural justice and gender sensitivity.
Suggested procedure to be followed: Only carefully examined and deemed minor offenses should be solved through conciliation and major offenses (As decided by ICC to be serious) should not be attempted by conciliation.
1. A written complaint by the victim/complainant and a written request for conciliation (either through mail or written complaint) is a must.
2. Complainant may in such request, set out her terms for conciliation (cannot include terms for monetary settlement).
3. The ICC has to provide a copy of the complaint and such terms of conciliation as requested by the complainant to the Respondent (alleged harasser).
4. The ICC should choose an appropriate and comfortable venue for both the parties to initiate the talk.
5. The conciliation has to be conducted by any member of the ICC chosen by the presiding officer. The external consultant may oversee the proceedings to eliminate any sort of bias.
6. ICC has to document details of meeting between the committee representatives, the complainant and respondent (alleged harasser) in the conciliation proceeding.
7. Once a satisfactory settlement has been arrived at, it has to be documented and signed by all the parties who were part of the conciliation procedure.
8. A copy of the settlement has to be given to the complainant, the respondent, the employer and one copy to be filed by the ICC for their records.
9. Any information related to conciliation in a matter of sexual harassment shall not be published, communicated or made known to the public, press and media. The settlement reached between parties i.e. ICC members, Complainant, Respondent (alleged harasser) shall remain utmost confidential.
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