Priyanka Patel
Background
I measure the progress of a community by the degree of progress which women have achieved.
Dr. Ambedkar
Workplace harassment is not just a violation of professional ethics; it is an outright breach of fundamental constitutional rights. When a woman is denied justice after facing harassment, her right to equality (Article 14), protection from discrimination (Article 15), right to freedom of speech and expression (Article 19), and right to life and dignity (Article 21) are all compromised. Despite these constitutional guarantees, victims often find themselves battling a system that favors the powerful and silences the oppressed. Political influence, bureaucratic shielding, and institutional apathy continue to make justice an unreachable ideal rather than a guaranteed right.
Functioning: How Workplace Harassment is Shielded by Power : Case Study
Despite legal protections like the POSH Act (2013), workplace harassment persists due to political interference, institutional bias, and lack of enforcement. Internal Complaints Committees (ICCs), meant to be impartial, are often manipulated, allowing perpetrators to evade consequences. Victims, especially those opposing influential individuals, face retaliation, job terminations, and even death threats.
A case in point is Smt. A, a senior female educator, who faced harassment from a politically connected male colleague. When she refused his advances, he used bureaucratic influence to frame false allegations against her. To shield himself further, he aligned with a political party, ensuring that no action would be taken against him. Her supporters, too, faced threats and professional setbacks, revealing how power shields abusers while silencing victims.
Performance: Workplace Harassment Data and Analysis
Recent data from the National Crime Records Bureau (NCRB 2024) reports that over 400 cases of workplace harassment are filed annually, yet many remain unreported due to fear of retaliation. A 2024 Economic Times HR Division study found a 79% increase in sexual harassment complaints in India’s top 10 private companies over five years. The CAG Report on Rajasthan shows a 126.90% increase in crimes against women, highlighting a failure in monitoring workplace safety.
Additionally, SHe-Box, an online government portal for harassment complaints, received only 612 complaints by 2019, exposing its inefficiency in tracking and resolving cases. Workplace harassment also affects economic participation, with a CEDA (2020) study revealing a 16% increase in absenteeism among harassed women, leading to reduced workforce productivity. Furthermore, online harassment has surged, as noted in the UNFPA India Report (2023), particularly with inadequate virtual workplace protections.
Impact: consequences of Political Protection for Harassers
Unchecked workplace harassment results in severe economic, social, and psychological consequences. Many women leave jobs due to lack of safety, impacting India’s Female Labor Force Participation Rate (FLFPR), which remains at 30% (2022)—one of the lowest globally. Fear of retaliation discourages reporting, reinforcing a culture where abusers operate freely. Psychological consequences, including anxiety, depression, and PTSD, are common among survivors, exacerbating social and professional isolation.
On a broader scale, political protection for harassers weakens trust in governance and damages institutional credibility. When high-profile offenders evade justice, it sends a dangerous message that power supersedes accountability, discouraging women from seeking professional growth. Organizations failing to address harassment suffer reputational damage, reduced productivity, and diminished global competitiveness. Ultimately, unchecked workplace harassment weakens the foundations of justice, democracy, and gender equality.
Emerging Issues & Challenges
Despite legal safeguards, systemic barriers obstruct justice. ICCs often favor perpetrators, rendering workplace grievance mechanisms ineffective. Political and bureaucratic shielding leads to delayed or manipulated investigations, ensuring that harassers face no real consequences. Victims and their supporters frequently face professional retaliation or even threats to their safety, fostering an environment of fear and silence. Additionally, poor implementation of the POSH Act and the absence of laws addressing online workplace harassment leave victims vulnerable.
The lack of public accountability is another major challenge. Institutions often prioritize reputation over justice, pressuring victims to accept informal settlements rather than legal action. This normalization of harassment protects abusers while isolating survivors, perpetuating a culture where silence is the only option for many women.
Suggested Solutions
To combat workplace harassment, independent oversight in workplace investigations is essential. ICCs must be free from organizational and political influence to ensure impartiality. Whistleblower protections should be strengthened to safeguard victims and witnesses from retaliation. Fast-track courts must be established to resolve cases within six months, ensuring swift justice. Additionally, severe legal penalties for politically connected perpetrators should be enforced to prevent the misuse of power. Increased public accountability is also crucial—institutions failing to address workplace harassment should face financial and reputational penalties to pressure them into compliance.
Way Forward: Breaking the Culture of Silence
Tackling workplace harassment requires legal, institutional, and cultural reforms. Strengthening the POSH Act by enforcing mandatory third-party audits can help ensure compliance. Political accountability must be enforced, with public officials facing harassment charges suspended during investigations and barred from government positions if found guilty. Creating a National Workplace Safety Index will further encourage organizations to uphold workplace safety standards.
Public awareness and media involvement must play a critical role in dismantling the culture of silence. High profile cases should be extensively covered to prevent them from being suppressed due to political influence. Educational campaigns must focus on rights awareness, ensuring that every employee, regardless of gender or position, understands workplace protections. By taking these steps, India can foster a culture where workplace safety is prioritized, and justice is no longer a privilege of the powerful but a right for all.
Conclusion
The fight against workplace harassment is a battle for justice, dignity, and equal opportunity. The misuse of power and political shielding of perpetrators have created an ecosystem where survivors face retaliation instead of protection. Without decisive action, this cycle will continue to deny fundamental rights, erode institutional trust, and discourage women’s participation in the workforce.
For meaningful change, systemic reforms must dismantle the structures shielding harassers. Strengthening the POSH Act, enforcing independent oversight, and fast-tracking harassment cases will restore faith in justice. Additionally, organizations and government institutions must prioritize workplace safety, ensuring that no perpetrator—regardless of status—can evade accountability.
However, legal reforms alone are not enough—a cultural shift is essential. Society must normalize speaking out against harassment and hold abusers accountable, regardless of their power or influence. Ms. A’s case is not just an isolated incident; it represents thousands of untold stories of women who have been silenced. The time for change is now, and inaction is no longer an option.
If an empowered woman cannot secure justice, what hope remains for those without resources, voice, or access to legal recourse? Will they ever stand a chance?
Selected References and Important Links
- Prevention of Sexual Harassment (POSH) Act, 2013 – Ministry of Women & Child Development
- Economic Times HR Division Report on Workplace Harassment Complaints (2024) Economic Times
- CEDA Report on the Economic Impact of Workplace Harassment (2020) – Centre for Economic Data & Analysis
- UNFPA India Report on Online Workplace Harassment (2023) UNFPA India
- Hindustan Times Report on Workplace Harassment Cases – Hindustan Times
About the contributor: Priyanka Patel is a fellow at YWLPPF 2.0 Young Women Leaders in Public Policy Fellowship 2.0 at IMPRI and a Social Activist(State Women President, Rajasthan State Board, Civil Justice Dept, International Human Rights Council.
Disclaimer: All views expressed in the article belong solely to the author and not necessarily to the organisation.
Read more at IMPRI:
Weakened Sexual Assault Verdicts Undermine Both Gender Justice and Economic Progress
Acknowledgment: This article was posted by Bhaktiba Jadeja, visiting researcher and assistant editor at IMPRI.
