Sexual harassment of women at work was rampant, and the law was well-enforced, with an act that didn’t take a back seat.
The POSH Act was a big step forward in protecting women’s rights against sexual harassment. It is nothing short of a mandate that every company in the world today is being followed.
It is not always essential for the victim to be present during the harassing incident. This is very similar to the indirect harassment issues discussed in this article.
What Is Indirect Harassment, exactly?
This is yet another thing to look into. Are people subjected to abusive language and phrases from seniors also subjected to this type of behaviour?
The team members will be offended if the manager fails to manage the team harmoniously and uses inappropriate language.
This is nothing more than a whiff of harassment. When it comes to indirect harassment, it isn’t necessarily essential for the complainant to be the victim of harassment.
Anyone who sees the signs of harassment can file a complaint under the POSH statute. The respondent’s intent is unimportant, but the victim’s impact is.
In other words, indirect harassment happens when an act is not directed at the employee but results in a toxic and unpleasant working atmosphere. The act of violence and the unpleasing and challenging to-stomach language made the secondary and other victims feel unwelcome.
Some examples of Indirect Harassment
- Overhearing a derogatory joke
- Making personal or sexual comments about one’s appearance or engaging in the act of inappropriate image sharing
- Being a member of a social community that shares indecent photographs and sexual content
- A co-worker gossiping in the absence
- Being the target of pejorative nicknames that aren’t flattering
Indirect Harassment’s Effects
The consequences remain the same regardless of whether the harassment is direct or indirect. When someone is subjected to indirect harassment, one of the most challenging aspects to overcome is regaining mental health.
Mental harm outweighs all other types of damage, from physical to emotional. A person’s emotional well-being is disrupted, and he or she has trouble establishing trust.
When you’re in a pickle, the IC can utilize the employee’s impression of safety as a guideline. It is an instance of sexual harassment if any activities have sexual undertones and act against the sense of employee safety.
It is critical to speak up
It’s time to speak up and raise awareness about indirect harassment now that you’re aware of the indirect statements or actions of discomfort that may be coming your way.
There may be someone unsure whether their complaint will be legitimately considered; now is the moment to let them know that they can speak up and have their interests adequately safeguarded.
Do you want Training on PoSH for you or your employees? Connect with us at email@example.com or call us at +91-9555115533.