Sexual Harassment of Women at Workplace: Reasons, Causes, Impact, Legal Protection, and Support

Nearly 32% of women in Indian workplaces report experiencing some form of harassment during their career. Yet, most incidents go unreported. Why? Because speaking up still carries a social stigma in our society, even in metropolitan cities where you'd expect things to be different. The fear of being labelled, doubts about being believed, and the possibility of making work life worse often keep women silent about their experiences with harassment at the workplace.

What is Harassment of Women at Workplace?

Harassment of women at the workplace refers to unwanted, unwelcome behaviour directed at women based on their gender or sex. Anything that makes your work environment feel hostile, uncomfortable, or threatening because of your gender.

This isn't just about obvious, aggressive behaviour. Sometimes it's subtle and hidden.

In India, sexual harassment of women at workplace is legally defined under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (often called POSH Act).

Where is it applicable?

• Any workplace (private, government, NGO) - organised or unorganised sectors.
• Educational institutions, hospitals, sports institutes, even in places one visits during work (e.g. during business travel)
• Even remote work settings, or hybrid workspaces: if the act affects someone’s dignity or interferes with performance

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Why Sexual Harassment at Workplace occurs: Understanding the Real Reasons and Science

Dr. Sharadhi C, a leading psychiatrist in Amaha, Bangalore and workplace wellness expert says: "Harassment often stems from power imbalances and unconscious biases. When someone holds authority over another person, they sometimes misuse it, especially when organisational culture doesn't actively prevent it."

Why does harassment happen: not just physically, but psychologically?

• Power imbalance: In many workplaces, a man in authority may feel entitled, or assume a woman will not resist.
• Normalization & culture: When crude jokes or remarks are tolerated (or laughed off), boundaries erode.
• Cultural conditioning: Many of us grew up with where women's roles in professional spaces were questioned, and you get an environment where harassment thrives.
• Cognitive dissonance: Perpetrators often rationalize their behaviour (“it was just a joke”) to reduce guilt.
• Impostor syndrome in victims: Women, especially early in careers, may internalise blame or fear reprisals.
• Bystander effect, Group dynamics & peer influence: When others stay silent, harassment becomes part of the tacit culture.

It’s about control, disrespect, dehumanising behaviour.

The Different Types of Workplace Harassment

1. Quid pro quo: when job benefits (promotion, appraisal, perks) are directly tied to sexual favours.
2. Hostile work environment: persistent jokes, remarks, gestures, sexual content in chats, etc.
3. Physical contact or advances: unwanted touching, brushing, hugging, assault.
4. Verbal harassment: inappropriate comments, remarks, requests, innuendos, lewd jokes, whistling
5. Non-verbal / visual harassment: leering, showing pornography, sending explicit messages or content, staring
6. Psychological harassment: subtle actions like exclusion, repeated criticism, spreading rumours about a woman's private life. Spreading rumours about your personal life, isolating you from team activities, deliberately sabotaging your work, or making fun of your accent, appearance, or background

In Indian workplaces, comments about how a woman "should look" or "should behave" fall into this category. These types often overlap. A lewd joke plus a threat that your job depends on compliance: that’s both verbal and quid pro quo.

How Harassment Impacts Your Mental Health

The mental health impact of harassment and sexual harassment of women at workplace is something we don't talk about enough, even though it's serious. When you're facing harassment at work, your brain is constantly in a state of alertness. You're waiting for the next uncomfortable moment. Your anxiety shoots up. Many women develop generalised anxiety disorder or panic attacks, triggered even by seemingly innocent workplace situations.

The constant feeling of helplessness, the thought that nothing will change, the internalised blame that many women carry even when they're the victims giving way to depression creep into your life. Sleep suffers. Concentration at work becomes impossible when you're processing trauma. Your productivity drops, which sometimes gets held against you. Your career trajectory suffers. And here's the cruel irony: the person causing the harm continues their work unaffected, while you're the one struggling.

There's also the impact on self-esteem and confidence. You start questioning yourself. Maybe I'm overreacting? Maybe that comment wasn't that bad? Women internalise the harassment, wondering if they did something to invite it. This self-blame is particularly prevalent in Indian culture where women are often taught to be accommodating and to avoid causing conflict.

Some women develop social anxiety or avoidant behaviour. They avoid certain colleagues, skip lunch in the office canteen, work from home more often, or even quit no matter how hard they tried previously to bag this job.

Legal Framework: Sexual Harassment of Women at Workplace Act and Rules

This Act aims to prevent sexual harassment of women at workplace, provide redressal, and protect their dignity at work. It applies to harassment by colleagues, seniors, clients, vendors, or anyone else you interact with at work.

Key features:

• Harassment is illegal, not just immoral
• It superseded the Vishaka Guidelines (1997 Supreme Court ruling). 
• Defines an “aggrieved woman” broadly: covers all women, whether employees, clients, domestic workers, etc.
• Requires workplaces with ≥10 employees to form an Internal Complaints Committee (ICC). How ICC must be constituted (members, tenure, external NGO person)
• Mandates time-bound inquiry and complaint (within 90 days) and action by employer (within 60 days).
• Confidentiality protection; penalty for breach (₹5,000).
• Importantly, the act recognises that harassment isn't just about the severity of the act but also about how it affects you. Even if someone thinks their behaviour isn't serious, if it makes your workplace intimidating, hostile, or offensive, it's considered harassment under the law.
• The law protects women in many settings (not just big corporates)
• Interim relief options (transfer, leave, restraining orders)
• Complaints must be handled with sensitivity, confidentiality, fairness
• Employers can be penalised (fine, cancellation of licence) if not compliant
• Awareness and training are not optional; they're mandated
• The law also allows conciliation (if the woman agrees) before formal inquiry
• Aggrieved women can approach district officer or local committee if ICC fails

If you are facing Sexual Harassment at Work : Register Your Complaint Here - https://shebox.wcd.gov.in/

Prevention & How to Stop Sexual Harassment of Women at Workplace: What Organisations Must Do

The act isn't just about protecting you as an individual. It puts responsibilities on organisations to prevent harassment and create mechanisms for redressal. Employers must establish an Internal Complaints Committee (ICC).

This committee must have a ‘woman’ chairperson. At least half of the members should be women. The committee should include an external member from civil society or NGOs. Their job is to investigate complaints, take action against perpetrators, and provide support to the affected women.

Employers must also conduct workshops and awareness sessions. They must display information about the act and the complaint mechanism in prominent places. They're required to maintain confidentiality during investigations. They need to provide written policies about workplace harassment to all employees.

If a woman approaches the police with a complaint of sexual harassment at workplace, the employer cannot terminate her employment or victimise her for filing the complaint.

Prevention is as important as redressal. Organisations and individuals both have a role:

• Clear, visible anti-harassment policy
• Regular training and sensitisation for all staff, including men
• Leadership must model respectful behaviour
• Encourage bystander intervention (speaking up)
• Anonymous reporting channels
• Monitor incidents, trends, ICC reports
• Performance evaluation not tied to silence
• Zero tolerance (but fair process)

Culture change is slow, but essential.

If you face harassment at your workplace: what should you do, what are your rights?

You might freeze, doubt yourself, question: “Am I overreacting?” Here’s a roadmap:

1. Document every incident: date, time, place, witnesses
2. Tell the person firmly (if you feel safe): “I don’t like that comment / behaviour.” Use phrases like "I'm not comfortable with this" or "Please don't touch me" or "That comment is inappropriate."
3. Seek support: friend, HR, mentor
4. Check internal policy: find complaint procedure
5. Approach ICC: file written complaint
6. Keep copy acknowledgment
7. Cooperate with inquiry, respond to queries, document progress
8. Ask for interim relief (transfer, leave, work from home options)
9. Approach External bodies if ICC doesn’t act timely or unfair ruling: district officer, local committee, courts

Stay calm. You deserve to preserve your dignity.

Therapy and Support for Women who suffered sexual harassment at workplace

After facing sexual harassment at workplace, many women feel broken, even if they've reported it and the organisation has taken action. This is where therapy and support come in.

Individual therapy with a trained therapist helps you process what happened. It's not about forgetting or moving on quickly. It's about understanding how the harassment affected you, working through the trauma, and rebuilding your sense of safety and trust.

Support groups matter too. Talking to other women who've experienced something similar, hearing their stories, realising you're not alone in this experience. It's powerful. Some organisations offer Employee Assistance Programs where you get access to counselling services confidentially. Use them. Women’s mental health matters as much as your professional credentials. 

Helplines: In India, dial 1091 for women’s helpline (police support) 

There are also resources like the AAINA app by the UN, which provides information about women's rights and resources in India. Websites of organisations like Shakti Shalini, SNEHA, or All India Women's Centre have support networks and information. Don't hesitate to reach out.

Who to Inform at Work and How to Internally Navigate Sexual Harassment at Workplace Instances and Complaints

Beyond your Internal Complaints Committee, below are the people you should tell about the incident depending on your comfort.

Your HR department should be aware of what's happening, especially before you file a formal complaint. They should also be your point of contact if you're facing retaliation after making a complaint. Document every instance of retaliation and inform HR immediately.

Your manager might need to know, depending on the situation. If the harassment is from your manager, obviously you don't go to them. You go directly to HR or the complaints committee. But if it's from a colleague and you feel comfortable, your manager can sometimes help mediate or take action at the team level before it escalates.

If your organisation has a designated focal person for prevention of sexual harassment, go to them.

Beyond your organisation, the police can be approached if the harassment constitutes a crime like stalking, criminal intimidation, or sexual assault. File a police complaint using the procedures outlined in the Criminal Procedure Code if things start getting out of hand.

The Labour Commissioner's office in your state can also take action if your organisation isn't complying with the Prevention of Sexual Harassment Act. You can file a complaint with them.

NGOs and women's organisations in your city often have legal cells that can guide you through the process. They can also provide emotional support and sometimes even accompany you to the police station if you're filing a case.

Moving Forward

Workplace harassment of women is not about what women are doing wrong. It's about people abusing power and a culture that hasn't changed fast enough. The law recognises this. Your rights recognise this. But changing reality requires speaking up, filing complaints, supporting each other, and organisations genuinely committing to safe workplaces.

If you're facing harassment at the workplace, know that what's happening isn't your fault. You didn't deserve it. Your career, your mental health, your life shouldn't be disrupted because someone decided to behave inappropriately. Use the resources available to you. Seek support. File complaints if you need to. And remember, workplaces are changing because brave women refused to stay silent about their experiences with harassment at the workplace.

Frequently Asked Questions about Sexual Harassment of Women at the Workplace

What is the difference between harassment and bullying at the workplace? 

Bullying is repeated, targeted behaviour to undermine someone's competence. Harassment is specifically based on protected characteristics like gender. Workplace harassment of women is gender-based, while bullying can be for any reason. Both are harmful and addressable through organisational policies.

Can I face legal consequences for making a false harassment complaint? 

Under Indian law, making false complaints about sexual harassment can lead to defamation claims or criminal prosecution. However, if your complaint is genuine but evidence is insufficient, you won't face legal action. Always document truthfully when filing harassment complaints.

What happens if my employer doesn't have an Internal Complaints Committee? 

If your organisation has more than ten employees but lacks an ICC, it's violating the Prevention of Sexual Harassment Act. You can file a complaint with the Labour Commissioner. The organisation can face penalties and fines for non-compliance.

Can harassment at the workplace affect my job evaluation or promotion? 

No. Using your harassment complaint against you in evaluations or promotions is retaliation, which is illegal. Document any negative changes in performance reviews after making a harassment complaint. Report retaliation to HR and the Labour Commissioner immediately.

How do I support a colleague facing sexual harassment at workplace?

Listen without judgment, believe her experience, and encourage her to document incidents. Help her understand her rights and available resources. If comfortable, offer to accompany her when approaching HR or the complaints committee. Avoid pressuring her about what action to take.

Can a male employee bring a complaint under POSH?

No, the Act is specific to sexual harassment of women at workplace; men are not covered under this Act.

What if the ICC delays beyond 90 days?

The complainant can approach the district officer, file writ petition or appeal.