{"id":56891,"date":"2023-05-19T17:52:05","date_gmt":"2023-05-19T12:22:05","guid":{"rendered":"https:\/\/corpbiz.io\/learning\/?p=56891"},"modified":"2023-05-19T17:52:07","modified_gmt":"2023-05-19T12:22:07","slug":"sexual-harassment-and-sex-discrimination-at-work","status":"publish","type":"post","link":"https:\/\/corpbiz.io\/learning\/sexual-harassment-and-sex-discrimination-at-work\/","title":{"rendered":"Sexual Harassment and Sex Discrimination at Work"},"content":{"rendered":"\n<p>Sexual harassment\nat work is any unwanted or offensive sexual behavior or approach made to a\nvictim while they are working that makes the environment unpleasant or\nthreatening. Physical touches, sexual remarks, requests for sexual favors,\nsexual jokes or gestures, and the display of sexual materials are only a few\nexamples of its numerous forms.<\/p>\n\n\n\n<p><strong><a href=\"https:\/\/corpbiz.io\/sexual-harassment-at-workplace\">Sexual harassment at work<\/a><\/strong> can happen to anyone, regardless of gender or sexual orientation. Clients, coworkers, or superiors may all be guilty of it. It is a sort of prejudice that can make a workplace unfriendly, limit an individual&#8217;s ability to do their job, and be harmful to their mental and physical health. <\/p>\n\n\n\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_82_2 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title ez-toc-toggle\" style=\"cursor:pointer\">Page Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 eztoc-toggle-hide-by-default' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/corpbiz.io\/learning\/sexual-harassment-and-sex-discrimination-at-work\/#What_is_Sex_Discrimination_at_Work\" >What is Sex\nDiscrimination at Work?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/corpbiz.io\/learning\/sexual-harassment-and-sex-discrimination-at-work\/#Legal_Provisions_for_Preventing_Sexual_Harassment_and_Sex_Discrimination_at_Work\" >Legal Provisions for\nPreventing Sexual Harassment and Sex Discrimination at Work<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/corpbiz.io\/learning\/sexual-harassment-and-sex-discrimination-at-work\/#Case_laws\" >Case laws:<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/corpbiz.io\/learning\/sexual-harassment-and-sex-discrimination-at-work\/#Reasons_of_Failure_to_Enforce_the_Laws\" >Reasons of Failure to\nEnforce the Laws<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/corpbiz.io\/learning\/sexual-harassment-and-sex-discrimination-at-work\/#What_Can_Employers_Do_To_Prevent_Sex_Discrimination_And_Sexual_Harassment_In_The_Workplace\" >What Can Employers\nDo To Prevent Sex Discrimination And Sexual Harassment In The Workplace?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/corpbiz.io\/learning\/sexual-harassment-and-sex-discrimination-at-work\/#What_Are_Some_Ways_The_Employer_Can_Support_The_Complainant\" >What Are Some Ways\nThe Employer Can Support The Complainant?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/corpbiz.io\/learning\/sexual-harassment-and-sex-discrimination-at-work\/#Conclusion\" >Conclusion<\/a><\/li><\/ul><\/nav><\/div>\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"What_is_Sex_Discrimination_at_Work\"><\/span>What is Sex\nDiscrimination at Work?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Sexual discrimination, also known as gender\ndiscrimination, is when someone is treated unfairly or is subjected to\nprejudice because of their sex or gender. Pay discrimination, bias in\nrecruiting and promotion, unequal access to chances for training and development,\namong the many examples are sexual assault and many forms it can take.<\/p>\n\n\n\n<p>Workplace sex discrimination examples include paying\nwomen less than men for the same job, denying women opportunities or promotions\nbased on their gender, sexually harassing women, stereotyping people based on\ngender roles or expectations, and creating a toxic or troubling work\nenvironment based on gender.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Legal_Provisions_for_Preventing_Sexual_Harassment_and_Sex_Discrimination_at_Work\"><\/span>Legal Provisions for\nPreventing Sexual Harassment and Sex Discrimination at Work<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>To prevent workplace harassment and discrimination, the\nIndian government has enacted a number of measures.<\/p>\n\n\n\n<ul><li><strong>The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013:<\/strong><\/li><\/ul>\n\n\n\n<p>The\nfundamental law governing sexual harassment at work is the Sexual Harassment of\nWomen at Workplace (Prevention, Prohibition, and Redressal) Act, 2013. The\nstatute provides rules for companies to follow in order to prevent and address\nsexual harassment claims. This law establishes internal complaints committees\n(ICCs) in all organisations with more than 10 employees and defines sexual\nharassment in the workplace. Additionally, it outlines the process for filing\ncomplaints, conducting investigations, and adjudicating sexual harassment\ncases.<\/p>\n\n\n\n<ul><li><strong>The Equal Remuneration Act, 1976: <\/strong><\/li><\/ul>\n\n\n\n<p>The act is focused on ensuring that\neveryone, regardless of sex or gender, receives the same wage for the same job\nor work that is similar to it. It prohibits discrimination based on a person&#8217;s\nsex when it comes to how much money employees are paid.<\/p>\n\n\n\n<ul><li><strong>The Maternity Benefit Act, 1961:<\/strong><\/li><\/ul>\n\n\n\n<p><strong>The Maternity Benefit Act of 1961<\/strong><sup><a href=\"https:\/\/www.indiacode.nic.in\/bitstream\/123456789\/17115\/1\/maternity_benefit.pdf\"><strong>[1]<\/strong><\/a><\/sup> primarily\ndeals with providing maternity benefits to female employees. The act offers\nbenefits to female workers who are expecting a child, including maternity leave\nand nursing breaks. By ensuring that female employees are not subjected to\nmaternity or pregnancy discrimination, the act indirectly addresses the problem\nof gender discrimination. It prohibits terminating a woman while she is on\nmaternity leave and obligates companies to give female workers a safe and\nhealthy working environment.<\/p>\n\n\n\n<ul><li><strong>The Industrial Employment (Standing Orders) Act, 1946:<\/strong><\/li><\/ul>\n\n\n\n<p>This act is a central piece of\nlegislation that regulates the terms and conditions of employment in industrial\nestablishments. The act requires employers to define the terms and conditions\nof employment in writing and prohibits discrimination against any employee\nbased on their gender. The act forbids discrimination on any grounds and\nobligates companies to create a secure and healthy workplace for all workers.\nThis includes discrimination against women, which encompasses concerns of\nsexual harassment and discrimination based on gender.<\/p>\n\n\n\n<ul><li><strong>The Companies Act, 2013:<\/strong><br>The act has provisions that address sex discrimination and sexual harassment in the workplace.<br>According to Section 134(3)(t) of the act, a company&#8217;s annual report must contain the following information:<ul><li>The company&#8217;s strategy for preventing and addressing workplace sexual harassment of women<\/li><li>The number of complaints that were received and addressed in a given year<\/li><li>The number of open cases, if any<\/li><li>Information on the employee training or awareness campaigns that were held in this respect<\/li><\/ul><\/li><\/ul>\n\n\n\n<p>Additionally, according to Section 149(1) of the Act, every listed\ncompany and any other company with a specific class of shareholders or annual\nrevenue must have at least one female director on its board. With this clause,\nthe boardroom will be more diverse, and women will be more likely to\nparticipate in top-level decision-making.<\/p>\n\n\n\n<ul><li><strong>The Indian Penal Code, 1860:<\/strong><\/li><\/ul>\n\n\n\n<p>The IPC has several provisions that\naddress sexual harassment and sex discrimination in the workplace.<\/p>\n\n\n\n<p>Sexual harassment is defined in Section 354A of the IPC, and it is\npunishable by law. According to the provision, sexual harassment includes any\nphysical contact or advances that involve unwanted and explicit sexual\novertures, demands or requests for sexual Favours, the showing of pornography,\nor any other unwanted physical, verbal, or nonverbal behavior of a sexual\nnature. According to the provision, such offences are punishable from 3 years\nto five years in prison and a fine.<\/p>\n\n\n\n<p>Additionally, the IPC&#8217;s Section 509 addresses the offence of using gestures\nor words that disrespect a woman&#8217;s modesty. According to the clause, such\nactions are punishable by up to three years in prison as well as a fine.\nSection 354 of the IPC defines assault or criminal force on a woman with the\nintent to insult her modesty in circumstances of sex discrimination. According\nto the provision, such offences are punishable by up to five years in prison\nand a fine.<\/p>\n\n\n\n<ul><li><strong>Indian Constitution:<\/strong><\/li><\/ul>\n\n\n\n<p>The Indian Constitution has many\nclauses that support gender equality and prohibit sexual harassment and\ndiscrimination in the workplace.<\/p>\n\n\n\n<p>According to Article 15 of the\nConstitution, sex-based discrimination is illegal.It states that no citizen\nshall be subject to any disability, liability, restriction, or condition based\non sex, and that the state shall not discriminate against any citizen on the\nbasis of gender.<\/p>\n\n\n\n<p>In addition to this, Article 16 of the\nConstitution prevents discrimination on the basis of sex and guarantees equal\nopportunity in cases involving public employment.<\/p>\n\n\n\n<p>The state is required under Article\n39(a) of the Constitution to guarantee that men and women have an equal right\nto an appropriate standard of living and that ownership and control of the\ncommunity&#8217;s material resources are distributed in a way that best serves the\ncommon good.<\/p>\n\n\n\n<p>The Constitution also guarantees the\nright to life and personal liberty, which includes freedom from sexual\nharassment and discrimination and the right to work in a secure and healthy\nworkplace. The right to live with dignity is one of the rights protected by\nArticle 21 of the Constitution, and the Supreme Court of India has construed\nthis right to also include the right to work with dignity.<\/p>\n\n\n\n<p>These legal\nprovisions aim to create a safe and secure work environment for women employees\nand provide them with legal recourse against sexual harassment and sex\ndiscrimination at the workplace.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Case_laws\"><\/span>Case laws:<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>There have been several landmark cases in India related\nto sexual harassment and sex discrimination at the workplace.<\/p>\n\n\n\n<ul><li><strong>Vishakha vs State of Rajasthan (1997):<\/strong><\/li><\/ul>\n\n\n\n<p>As a result of this incident, the Vishakha Guidelines were created, which set the foundation for preventing and resolving workplace sexual harassment. Later, the regulations were replaced by the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act of 2013.<\/p>\n\n\n\n<ul><li><strong>Apparel Export Promotion Council vs A.K. Chopra (1999):<\/strong><\/li><\/ul>\n\n\n\n<p>This case established that sexual\nharassment need not necessarily involve physical contact, and that even verbal\nabuse or creating a hostile work environment could constitute sexual\nharassment.<\/p>\n\n\n\n<ul><li><strong>Medha Kotwal Lele vs Union of India (2013):<\/strong><\/li><\/ul>\n\n\n\n<p>This case highlighted the importance of\ntreating sexual harassment complaints seriously and taking prompt and effective\naction. The court ordered the employer to take appropriate action against the\naccused, who was a senior employee, and to provide compensation to the victim.<\/p>\n\n\n\n<ul><li><strong>Anjali Kapoor vs M\/S Travel Post (2013):<\/strong><\/li><\/ul>\n\n\n\n<p>This case emphasized the employer&#8217;s\nresponsibility to prevent sexual harassment and provide a safe work\nenvironment. The court held the employer liable for failing to take action\nagainst the accused, who was a customer, for sexually harassing the victim.<\/p>\n\n\n\n<ul><li><strong>Pawan Kumar vs Jai Narain Vyas University (2015): <\/strong><\/li><\/ul>\n\n\n\n<p>This case established that the burden\nof proof in sexual harassment cases lies with the employer, and that it is the\nemployer&#8217;s responsibility to investigate complaints and take appropriate\naction.<\/p>\n\n\n\n<p>These cases highlight the importance of preventing and\nredressing sexual harassment and sex discrimination in the workplace, and the\nneed for employers to take prompt and effective action to address such\nincidents.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Reasons_of_Failure_to_Enforce_the_Laws\"><\/span>Reasons of Failure to\nEnforce the Laws<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Even though there are laws prohibiting sexual harassment\nand sex discrimination at work, these laws have occasionally not been followed.\nAmong the causes of the legislations failure to be put into effect are:<\/p>\n\n\n\n<ul><li><strong>Lack of Knowledge:<\/strong><\/li><\/ul>\n\n\n\n<p>When it comes to their rights and\nobligations in relation to sexual harassment and sex discrimination, employers\nand employees frequently lack knowledge. This may lead\nto a failure to notice and report instances of discrimination and sexual\nharassment.<\/p>\n\n\n\n<ul><li><strong>Fear of Retaliation:<\/strong><\/li><\/ul>\n\n\n\n<p>If employees report instances of sexual\nharassment and sex discrimination, they may fear retaliation from their bosses\nor coworkers. This might cause such instances to be reported less thoroughly.<\/p>\n\n\n\n<ul><li><strong>Ineffective Complaint Procedures:<\/strong><\/li><\/ul>\n\n\n\n<p>Employers may set up complaint\nprocedures, but these procedures may not be sufficient to deal with occurrences\nof sexual harassment and sex discrimination. As a result, workers may stop reporting\noccurrences and lose faith in the system.<\/p>\n\n\n\n<ul><li><strong>Lack of Enforcement: <\/strong><\/li><\/ul>\n\n\n\n<p>The legislative rules pertaining to sexual\nharassment and sex discrimination may not be strictly enforced by the\ngovernment and regulatory organizations. This may lead to employers not taking\nthe problem seriously and breaking the law.<\/p>\n\n\n\n<ul><li><strong>Discrimination and Bias:<\/strong><\/li><\/ul>\n\n\n\n<p>There may be prejudice and discrimination\ntowards women and other marginalized groups, which can make it difficult to\ndeal with instances of sexual harassment and sex discrimination.<\/p>\n\n\n\n<p>Continued efforts to increase awareness, set up efficient\ncomplaint procedures, and severely enforce the rules are required to address\nthese difficulties and guarantee the successful execution of the laws.\nAdditionally, employers should encourage a climate of equality and respect at\nwork and take responsibility for maintaining a welcoming and secure working\nenvironment for all staff members.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"What_Can_Employers_Do_To_Prevent_Sex_Discrimination_And_Sexual_Harassment_In_The_Workplace\"><\/span>What Can Employers\nDo To Prevent Sex Discrimination And Sexual Harassment In The Workplace?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Employers can take a number of actions to stop sexual\nharassment and discrimination at work. Among these actions are:<\/p>\n\n\n\n<ul><li><strong>Create And Implement A Thorough Policy:<\/strong><\/li><\/ul>\n\n\n\n<p>Employers should have a written policy\nthat explains what constitutes sexual harassment and sex discrimination, gives\ninstances of improper behavior, and describes how to file and handle\ncomplaints.<\/p>\n\n\n\n<ul><li><strong>Training:<\/strong><\/li><\/ul>\n\n\n\n<p>Employers should regularly train all\nstaff members, including managers and supervisors, on how to avoid sexual\nharassment and discrimination at work. What constitutes sexual harassment, how\nto report it, and how to handle complaints should all be included in the\ntraining.<\/p>\n\n\n\n<ul><li><strong>Encourage Reporting:<\/strong><\/li><\/ul>\n\n\n\n<p>Employers should promote a culture of\nreporting and encourage staff members to come forward with any instances of\ndiscrimination or sexual harassment. To make it simpler for employees to report\nsuch instances, employers should also offer multiple reporting channels, such as\na dedicated hotline or online reporting system.<\/p>\n\n\n\n<ul><li><strong>Conduct Regular Assessments:<\/strong><\/li><\/ul>\n\n\n\n<p>To identify any possible hotspots for\nsexual harassment or discrimination based on employers should regularly examine\nthe atmosphere of their workplace. Additionally, they need to keep an eye on\nhow well their policies and training initiatives are working.<\/p>\n\n\n\n<ul><li><strong>Take Prompt and Effective Action:<\/strong><\/li><\/ul>\n\n\n\n<p>Investigate and address any allegations\nof sexual harassment or sex discrimination as soon as possible. Employers\nshould respond swiftly and decisively in this situation. Additionally, they\nought to punish any employee found guilty of such behavior with proper\nsanctions.<\/p>\n\n\n\n<ul><li><strong>Help The Victims:<\/strong><\/li><\/ul>\n\n\n\n<p>Employers should offer counseling and\nlegal help to those who have been subjected to sexual harassment or sex\ndiscrimination.<\/p>\n\n\n\n<ul><li><strong>Promote A Culture Of Respect: <\/strong><\/li><\/ul>\n\n\n\n<p>Employers should promote a culture of\nrespect in the workplace by encouraging diversity and inclusivity, treating\nevery worker with respect, and by establishing a secure and safe working\nenvironment.<\/p>\n\n\n\n<p>By taking these steps, employers can create a workplace\nthat is free from discrimination and harassment, and that promotes equality,\nrespect, and inclusivity for all employees.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"What_Are_Some_Ways_The_Employer_Can_Support_The_Complainant\"><\/span>What Are Some Ways\nThe Employer Can Support The Complainant?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Employers should offer support and assistance to workers\nwho report instances of sexual harassment or sex discrimination at work.\nEmployers can assist complainants in the following ways:<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Supporting the Complainant Emotionally:<\/h3>\n\n\n\n<ul><li>Employers should help the complainant\nemotionally by paying attention to their worries, recognizing the effects of\nthe occurrence, and demonstrating sympathy.<\/li><\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Confidentiality:<\/h3>\n\n\n\n<ul><li>Employers must guarantee that the\ncomplainant&#8217;s identity is kept secret and that their privacy is respected\nthroughout the course of the investigation.<\/li><\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Offering Counseling Service:<\/h3>\n\n\n\n<ul><li>Employers should provide the\ncomplainant with counselling services, such as access to an employee assistance\nprogrammer or links to outside support groups.<\/li><\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Time Off: <\/h3>\n\n\n\n<ul><li>Employers should give the complainant\ntime off, if necessary, for things like doctor&#8217;s visits, court appearances, or\ntheir mental health and wellbeing.<\/li><\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Protecting Against Retaliation:<\/h3>\n\n\n\n<ul><li>Making sure the complainant isn&#8217;t\nexposed to any unfavorable job actions, such as termination, demotion, or\nharassment as a result of filing the complaint.<\/li><\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Informing the Complainant:<\/h3>\n\n\n\n<ul><li>Employers must tell the complainant\nabout the status of the inquiry, the actions being taken to solve the problem,\nand any relevant outcomes.<\/li><\/ul>\n\n\n\n<h3 class=\"wp-block-heading\">Giving Employees Training and Education:<\/h3>\n\n\n\n<p>In order to stop current incidences and\nfoster a respected and safe work environment, employers should give their\nemployees training and education on sexual harassment and sex discrimination.<\/p>\n\n\n\n<p>Employers may show they are serious about resolving\nsexual harassment and sex discrimination by offering help to complainants, and\nby doing so, they may promote a welcoming environment for all workers.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Conclusion\"><\/span>Conclusion<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Serious\nproblems like sexual harassment and discrimination in the workplace can\nnegatively affect workers&#8217; well-being, job happiness, and career prospects.\nThere are many laws that exist to prevent and treat these problems. The laws do\nexist; however, there have been occasions where they haven&#8217;t been properly\napplied.<\/p>\n\n\n\n<p>Employers can take a number of actions to prevent and address instances of sexual harassment and discrimination in the workplace, such as setting up education and training programmers, fostering an environment of respect and equality, and offering assistance to complainants. Employers may guarantee that all employees feel valued, respected, and empowered to speak up against any instances of harassment or discrimination they may encounter by implementing the following actions to promote a safe and inclusive work environment that is free from discrimination and harassment:<\/p>\n\n\n\n<p class=\"text-left\"><b>Read Our Article<\/b>: <mark style=\"background: #fffd03 !important;\"><a href=\"https:\/\/corpbiz.io\/learning\/challenges-faced-by-women-in-the-workplace\/\">Challenges Faced By Women In The Workplace<\/a><\/mark><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Sexual harassment at work is any unwanted or offensive sexual behavior or approach made to a victim while they are working that makes the environment unpleasant or threatening. Physical touches, sexual remarks, requests for sexual favors, sexual jokes or gestures, and the display of sexual materials are only a few examples of its numerous forms. [&hellip;]<\/p>\n","protected":false},"author":69,"featured_media":56892,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[272],"tags":[3592],"acf":{"service_id":"794"},"authorName":"Anjali Jangir","authorImageUrl":"https:\/\/corpbiz.io\/learning\/wp-content\/uploads\/2023\/04\/MicrosoftTeams-image-73.jpg","authorDescription":"This is Anjali Jangir, a legal intern at Enterslice pvt. ltd. I have done my masters in criminal laws and completed 2 internships in legal content writing. I am a good learner.\u00a0","postViews":2319,"readingTime":8,"_links":{"self":[{"href":"https:\/\/corpbiz.io\/learning\/wp-json\/wp\/v2\/posts\/56891"}],"collection":[{"href":"https:\/\/corpbiz.io\/learning\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/corpbiz.io\/learning\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/corpbiz.io\/learning\/wp-json\/wp\/v2\/users\/69"}],"replies":[{"embeddable":true,"href":"https:\/\/corpbiz.io\/learning\/wp-json\/wp\/v2\/comments?post=56891"}],"version-history":[{"count":2,"href":"https:\/\/corpbiz.io\/learning\/wp-json\/wp\/v2\/posts\/56891\/revisions"}],"predecessor-version":[{"id":56894,"href":"https:\/\/corpbiz.io\/learning\/wp-json\/wp\/v2\/posts\/56891\/revisions\/56894"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/corpbiz.io\/learning\/wp-json\/wp\/v2\/media\/56892"}],"wp:attachment":[{"href":"https:\/\/corpbiz.io\/learning\/wp-json\/wp\/v2\/media?parent=56891"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/corpbiz.io\/learning\/wp-json\/wp\/v2\/categories?post=56891"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/corpbiz.io\/learning\/wp-json\/wp\/v2\/tags?post=56891"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}