Sexual harassment of women at work was rampant. And they enforced the law effectively, with an act that didn’t take a back seat. So, in this article, we will be uncovering the aspect of indirect harassment.
The POSH Act was a big step forward in protecting women’s rights against sexual harassment. Every company in the world today follows it as a mandate.
The victim’s presence during the harassing incident is not always essential. 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. Do people who are subjected to abusive language and phrases from seniors also experience this type of behaviour?
If the manager fails to manage the team harmoniously and uses inappropriate language, it will offend the team members.
This is nothing more than a touch of harassment. In this type of harassment, it is not necessarily essential for the complainant to be the victim.
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, when an act is not directed at the employee but still results in a toxic and unpleasant working atmosphere, indirect harassment occurs. The act of violence and the unpleasing 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. Regaining mental health is one of the most challenging aspects to overcome.
Mental harm outweighs all other types of damage. It disrupts a person’s emotional well-being. Additionally, 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.
Someone may be unsure if their complaint will receive legitimate consideration. So, now is the moment to let them know that they can speak up. While also having their interests adequately safeguarded.
While uncovering the aspect of indirect harassment, we got to know about PoSH training. But it is equally important to know why PoSH training is important.
Do you want Training on PoSH for you or your employees? Connect with us at partner@edu4sure.com or call us at +91-9555115533.
