Workplace harassment cases in India have seen a significant surge, particularly in companies listed on the National Stock Exchange (NSE). According to a report by The Udaiti Foundation, incidents of sexual harassment in these firms increased by 29% during the financial year 2023-24 compared to the previous year.
Increase in Reported Cases
The report highlighted that 700 NSE-listed companies reported a total of 2,325 cases of workplace harassment in 2023-24, up from 1,807 cases in the previous year. This sharp increase underscores the growing issue of workplace harassment across various sectors in India.
Alarming Rise in Pending Complaints
Equally concerning is the rise in unresolved cases. The number of pending complaints increased by a staggering 67%, from 260 in 2022-23 to 435 in 2023-24. This backlog points to a significant delay in addressing and resolving these serious allegations, raising questions about the efficiency of the internal redressal mechanisms in these companies.
Sectors Most Affected
The services sector recorded the highest number of harassment cases per 1,000 women employees, followed by the construction materials, metals, and mining sectors. These industries appear to be particularly vulnerable to incidents of workplace harassment, highlighting the need for stronger preventive measures.
Inadequate Compliance with POSH Act
Despite the rising number of cases, many companies are still failing to comply with the Prevention of Sexual Harassment (POSH) Act. The Udaiti Foundation’s survey of over 200 HR leaders revealed that 59% of companies had not established an Internal Complaints Committee (ICC) for handling sexual harassment cases, as required by law. Alarmingly, these committees are often only set up after a complaint has been filed, with little to no awareness programs in place to educate employees about their rights.
Cynthia Gokhale, Director of Marketing, Corporate Communication & Service Assurance at ManpowerGroup, emphasized the importance of POSH policies, stating, “POSH policy is specifically safeguarding an employee against verbal, mental, or physical abuse that is sexual. While it is not enough on its own, it serves as a necessary framework for justice that was previously absent.”
A Call for Stronger Measures
The increase in workplace harassment cases and the slow pace of resolution reflect a pressing need for companies to prioritize the safety and well-being of their employees. With significant gaps in compliance and awareness, there is a clear demand for more robust measures to prevent and address harassment in the workplace.
As the number of reported cases continues to rise, it is crucial for companies to not only adhere to legal requirements but also foster a workplace culture where every employee feels safe and supported.
