Deprecated (16384): The ArrayAccess methods will be removed in 4.0.0.Use getParam(), getData() and getQuery() instead. - /home/brlfuser/public_html/src/Controller/ArtileDetailController.php, line: 150
 You can disable deprecation warnings by setting `Error.errorLevel` to `E_ALL & ~E_USER_DEPRECATED` in your config/app.php. [CORE/src/Core/functions.php, line 311]
Code Context


        trigger_error($message, E_USER_DEPRECATED);

    }
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 You can disable deprecation warnings by setting `Error.errorLevel` to `E_ALL & ~E_USER_DEPRECATED` in your config/app.php.'
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deprecationWarning - CORE/src/Core/functions.php, line 311
Cake\Http\ServerRequest::offsetGet() - CORE/src/Http/ServerRequest.php, line 2421
App\Controller\ArtileDetailController::index() - APP/Controller/ArtileDetailController.php, line 150
Cake\Controller\Controller::invokeAction() - CORE/src/Controller/Controller.php, line 610
Cake\Http\ActionDispatcher::_invoke() - CORE/src/Http/ActionDispatcher.php, line 120
Cake\Http\ActionDispatcher::dispatch() - CORE/src/Http/ActionDispatcher.php, line 94
Cake\Http\BaseApplication::__invoke() - CORE/src/Http/BaseApplication.php, line 235
Cake\Http\Runner::__invoke() - CORE/src/Http/Runner.php, line 65
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Cake\Routing\Middleware\AssetMiddleware::__invoke() - CORE/src/Routing/Middleware/AssetMiddleware.php, line 97
Cake\Http\Runner::__invoke() - CORE/src/Http/Runner.php, line 65
Cake\Error\Middleware\ErrorHandlerMiddleware::__invoke() - CORE/src/Error/Middleware/ErrorHandlerMiddleware.php, line 96
Cake\Http\Runner::__invoke() - CORE/src/Http/Runner.php, line 65
Cake\Http\Runner::run() - CORE/src/Http/Runner.php, line 51
Cake\Http\Server::run() - CORE/src/Http/Server.php, line 98

Deprecated (16384): The ArrayAccess methods will be removed in 4.0.0.Use getParam(), getData() and getQuery() instead. - /home/brlfuser/public_html/src/Controller/ArtileDetailController.php, line: 151
 You can disable deprecation warnings by setting `Error.errorLevel` to `E_ALL & ~E_USER_DEPRECATED` in your config/app.php. [CORE/src/Core/functions.php, line 311]
Code Context


        trigger_error($message, E_USER_DEPRECATED);

    }
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 You can disable deprecation warnings by setting `Error.errorLevel` to `E_ALL & ~E_USER_DEPRECATED` in your config/app.php.'
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deprecationWarning - CORE/src/Core/functions.php, line 311
Cake\Http\ServerRequest::offsetGet() - CORE/src/Http/ServerRequest.php, line 2421
App\Controller\ArtileDetailController::index() - APP/Controller/ArtileDetailController.php, line 151
Cake\Controller\Controller::invokeAction() - CORE/src/Controller/Controller.php, line 610
Cake\Http\ActionDispatcher::_invoke() - CORE/src/Http/ActionDispatcher.php, line 120
Cake\Http\ActionDispatcher::dispatch() - CORE/src/Http/ActionDispatcher.php, line 94
Cake\Http\BaseApplication::__invoke() - CORE/src/Http/BaseApplication.php, line 235
Cake\Http\Runner::__invoke() - CORE/src/Http/Runner.php, line 65
Cake\Routing\Middleware\RoutingMiddleware::__invoke() - CORE/src/Routing/Middleware/RoutingMiddleware.php, line 162
Cake\Http\Runner::__invoke() - CORE/src/Http/Runner.php, line 65
Cake\Routing\Middleware\AssetMiddleware::__invoke() - CORE/src/Routing/Middleware/AssetMiddleware.php, line 97
Cake\Http\Runner::__invoke() - CORE/src/Http/Runner.php, line 65
Cake\Error\Middleware\ErrorHandlerMiddleware::__invoke() - CORE/src/Error/Middleware/ErrorHandlerMiddleware.php, line 96
Cake\Http\Runner::__invoke() - CORE/src/Http/Runner.php, line 65
Cake\Http\Runner::run() - CORE/src/Http/Runner.php, line 51
Cake\Http\Server::run() - CORE/src/Http/Server.php, line 98

Warning (512): Unable to emit headers. Headers sent in file=/home/brlfuser/public_html/vendor/cakephp/cakephp/src/Error/Debugger.php line=853 [CORE/src/Http/ResponseEmitter.php, line 48]
Code Context
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        LATEST NEWS UPDATES | India Inc trying to get proactive in handling sexual harassment cases -Sreeradha D Basu, Devina Sengupta &amp; Saumya Bhattacharya    </title>
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-The Economic Times


MUMBAI/ BANGALORE/ NEW DELHI: For 100,000 employees in the group, ICICI gets 60-odd sexual harassment complaints in a year. Of this, 30-40% are found to be true. India's second-largest bank by assets does not insist on absolute proof..."/>
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-The Economic Times


MUMBAI/ BANGALORE/ NEW DELHI: For 100,000 employees in the group, ICICI gets 60-odd sexual harassment complaints in a year. Of this, 30-40% are found to be true. India's second-largest bank by assets does not insist on absolute proof..." />
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    <h1 class="cat-box-title">India Inc trying to get proactive in handling sexual harassment cases -Sreeradha D Basu, Devina Sengupta &amp; Saumya Bhattacharya</h1>
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                            <div align="justify">-The Economic Times<br /><br /><br /><em>MUMBAI/ BANGALORE/ NEW DELHI: </em>For 100,000 employees in the group, ICICI gets 60-odd sexual harassment complaints in a year. Of this, 30-40% are found to be true. India's second-largest bank by assets does not insist on absolute proof when it comes to allegations of sexual harassment. In case of circumstantial evidence, the person is asked to resign. If there is stronger proof, the person is sacked.<br /><br />ICICI is among a few companies that are pre-emptive in dealing with a problem that is real and exists across corporate India. Most Indian companies have an ostrich-like approach to the problem and would rather not talk about the problem.<br /><br />Even those that are relatively proactive, admit instances of sexual harassment and office relationships are a minefield of sorts, especially those of the boss-subordinate variety as in the Phaneesh Murthy case.<br /><br />&quot;A boss-reportee relationship is taboo and a relationship between peers is fine as long as it does not impact office work. Extra-marital relationships on the other hand are not kosher anywhere in the world,&quot; says TV Mohandas Pai, chairman of Manipal Global Education and a former board member of Infosys. &quot;There should be zero tolerance for undue advantage taken in a boss-reportee relationship or sexual harassment of any kind,&quot; he says.<br /><br />&quot;When you are in an organisation where you are responsible for people, it is a custodial position. Consequently, senior leadership has to see their jobs as custodians,&quot; says K Ramkumar, executive director, ICICI Bank. &quot;It's a breach of trust when there is a case like this (referring to all such cases), not just to the people, but to the institution you are working for.&quot;<br /><br /><em>Sexual harassment @ work double-edged sword, feel some<br /></em><br />This is not about morality or ethics. This is basic. If you do anything that belies the trust, you deserve the harshest punishment,&quot; says Ramkumar.<br /><br />Sexual harassment at the workplace, some say, is a double-edged sword.<br /><br />&quot;Women do face a lot of harassment at work. It could be in the form of rude jokes or abusive language or more... That's not to say, though, that women are always in the right. Some can be vindictive when a relationship does not work out, or they realise that they have been manipulated. There are also some women who manipulate the situation,&quot; says Parul Tank, consultant psychiatrist, Fortis Hospitals, Mumbai.<br /><br />Gender and work-life experts say most sexual harassment cases have their beginning in innocuous workplace relationships and office romances. &quot;Around 50-60% of sexual harassment cases have an angle of office romance in them,&quot; says Nirmala Menon, founder of Interweave Consultancy, a firm that works on work-life issues in the corporate world. &quot;These include cases when one of the partners has been snubbed, given a 'no' for an answer or there has been a break-up.&quot;<br /><br />That's the reason the likes of P&amp;G, Coca-Cola, Essar, PwC, RPG group and others have detailed policies around office and reporting relationships, and comprehensive codes to prevent sexual harassment.<br /><br />Says Rahul Taneja, senior vice-president and head-corporate HR, Essar Group, &quot;India Inc can no longer afford to push such episodes under the carpet. This is a hygiene requirement and brings the whole organisation into disrepute.&quot; Essar is recasting its sexual harassment prevention policy by incorporating it in its code of ethics, in the light of the bill passed by Parliament.<br /><br />&quot;In 2010, we brought in a lot of granularity and specified advances seen as demeaning,&quot; says Taneja, adding, &quot;Though the incidences such as these are rare at Essar, we did take an affirmative action in 2009 and 2011, where two senior executives were asked to go after being proven guilty on sexual harassment issues.&quot;<br /><br />Companies such as Hindustan Unilever, P&amp;G and Coca-Cola deal with harassment of any kind with zero tolerance. Coca-Cola has a host of policies, including a code to prevent sexual harassment, applicable to both sexes.<br /><br />&quot;Other measures include focus groups with employees, breakfast and lunch meetings of the senior management with employees, skip levels (senior management team meets employees of a function or department without the department head) that help employees talk about any problems openly and pre-empting a potential situation,&quot; the Coca-Cola spokesperson said.<br /><br />&quot;In Unilever, all sexual harassment complaints are investigated by the Code Committee, the designated authority to resolve all local code issues, headed by a senior lady manager of the company. There is zero tolerance towards such cases. All code breaches, including such cases, are periodically reviewed by the audit committee of the board, comprising only independent directors,&quot; a HUL spokesperson said.<br /><br />&quot;The aggrieved employee can speak with the immediate supervisor; or if supervisor is the source of the misconduct, speak with the skip-level supervisor or the HR manager or the country code officer. Alternatively, the employee can call the Ethics Hotline to lodge a complaint on an anonymous and confidential basis,&quot; the spokesperson added.<br /><br /><em>Code on boss-subordinate relationship<br /></em><br />The RPG Group does not encourage a relationship if there is a conflict of interest. &quot;So a boss-subordinate relationship or between an HR team member and another colleague is not allowed because in the second case, the HR employee is in a position to influence appraisals. Also, in case of extra-marital relationships, we follow the same procedure,&quot; says Arvind Agrawal, president-HR and chief executive, corporate development. He adds that employees who work in different companies under the RPG Group have married and if they are in the same company, they are given a transfer.<br /><br />Audit and consulting major PwC has a dating policy to ensure couples do not share the same function and reporting line. &quot;If this happens or there is a reporting relationship, the individuals involved are moved to different teams,&quot; says Mark Driscoll, leader-human capital at PwC India.<br /><br />Some entities such the Future Group and Panasonic have no specific policy on dealing with office relationships, though they have a sexual harassment policy in place. &quot;We are not averse to office relationships as long as it does not affect work,&quot; says a Future Group spokesperson. &quot;Unless an employee reports harassment, in which case it is taken up very seriously, we feel that relationships between employees are their personal matter. However, they need to maintain official decorum,&quot; said a Panasonic spokesperson.<br /><br />On HR policies across companies, especially in IT and banking, Saundarya Rajesh, founder-president, AVTAR Career Creators, says, &quot;In case of a boss and subordinate relationship, if there is a possibility of influence, or they work on similar accounts then most firms frown upon it and both parties are called for a meeting. The company puts it on record that they have had a discussion and this behaviour is against the rules,&quot; she says.<br /><br />Companies also want to stay away from tainted candidates. &quot;I have had clients withdraw offer to candidates when there's been an issue in the past. Why bring such candidates, companies say,&quot; points out Gita Dang, founder, Talent Advisory Services, a boutique executive search firm that focuses on technology hiring.<br /><br />&quot;There has been a higher level of understanding and awareness about women's safety issues in India, mostly on account of some recent acts of crime,&quot; according to Vikram Shroff, head of HR law at Nishith Desai. In addition, employers have started re-looking their policies and practices as a result of the new law on prevention of sexual harassment at the workplace that was notified in April 2013.<br /><br />&quot;Employers are laying more emphasis on providing a harassment-free working environment. They have also been involving senior and experienced members as part of the committee to investigate harassment complaints or allegations. Some multinational companies also require their employees to make adequate disclosures of any relationships with co-workers as part of their policy and with a view to prohibit intra-office relationships,&quot; says Shroff.<br /><em><br />(With inputs from Ratna Bhushan &amp; Sagar Malviya)</em><br /></div>                                                           
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    <br><a href="http://economictimes.indiatimes.com/news/news-by-company/corporate-trends/india-inc-trying-to-get-proactive-in-handling-sexual-harassment-cases/articleshow/20183513.c" class="re" target="_blank">The Economic Times, 22 May, 2013, http://economictimes.indiatimes.com/news/news-by-company/corporate-trends/india-inc-trying-to-get-proactive-in-handling-sexual-harassment-cases/articleshow/20183513.c</a><div class="clear"></div>
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MUMBAI/ BANGALORE/ NEW DELHI: For 100,000 employees in the group, ICICI gets 60-odd sexual harassment complaints in a year. Of this, 30-40% are found to be true. India's second-largest bank by assets does not insist on absolute proof..."/>
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-The Economic Times


MUMBAI/ BANGALORE/ NEW DELHI: For 100,000 employees in the group, ICICI gets 60-odd sexual harassment complaints in a year. Of this, 30-40% are found to be true. India's second-largest bank by assets does not insist on absolute proof..." />
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    <h1 class="cat-box-title">India Inc trying to get proactive in handling sexual harassment cases -Sreeradha D Basu, Devina Sengupta &amp; Saumya Bhattacharya</h1>
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                            <div align="justify">-The Economic Times<br /><br /><br /><em>MUMBAI/ BANGALORE/ NEW DELHI: </em>For 100,000 employees in the group, ICICI gets 60-odd sexual harassment complaints in a year. Of this, 30-40% are found to be true. India's second-largest bank by assets does not insist on absolute proof when it comes to allegations of sexual harassment. In case of circumstantial evidence, the person is asked to resign. If there is stronger proof, the person is sacked.<br /><br />ICICI is among a few companies that are pre-emptive in dealing with a problem that is real and exists across corporate India. Most Indian companies have an ostrich-like approach to the problem and would rather not talk about the problem.<br /><br />Even those that are relatively proactive, admit instances of sexual harassment and office relationships are a minefield of sorts, especially those of the boss-subordinate variety as in the Phaneesh Murthy case.<br /><br />&quot;A boss-reportee relationship is taboo and a relationship between peers is fine as long as it does not impact office work. Extra-marital relationships on the other hand are not kosher anywhere in the world,&quot; says TV Mohandas Pai, chairman of Manipal Global Education and a former board member of Infosys. &quot;There should be zero tolerance for undue advantage taken in a boss-reportee relationship or sexual harassment of any kind,&quot; he says.<br /><br />&quot;When you are in an organisation where you are responsible for people, it is a custodial position. Consequently, senior leadership has to see their jobs as custodians,&quot; says K Ramkumar, executive director, ICICI Bank. &quot;It's a breach of trust when there is a case like this (referring to all such cases), not just to the people, but to the institution you are working for.&quot;<br /><br /><em>Sexual harassment @ work double-edged sword, feel some<br /></em><br />This is not about morality or ethics. This is basic. If you do anything that belies the trust, you deserve the harshest punishment,&quot; says Ramkumar.<br /><br />Sexual harassment at the workplace, some say, is a double-edged sword.<br /><br />&quot;Women do face a lot of harassment at work. It could be in the form of rude jokes or abusive language or more... That's not to say, though, that women are always in the right. Some can be vindictive when a relationship does not work out, or they realise that they have been manipulated. There are also some women who manipulate the situation,&quot; says Parul Tank, consultant psychiatrist, Fortis Hospitals, Mumbai.<br /><br />Gender and work-life experts say most sexual harassment cases have their beginning in innocuous workplace relationships and office romances. &quot;Around 50-60% of sexual harassment cases have an angle of office romance in them,&quot; says Nirmala Menon, founder of Interweave Consultancy, a firm that works on work-life issues in the corporate world. &quot;These include cases when one of the partners has been snubbed, given a 'no' for an answer or there has been a break-up.&quot;<br /><br />That's the reason the likes of P&amp;G, Coca-Cola, Essar, PwC, RPG group and others have detailed policies around office and reporting relationships, and comprehensive codes to prevent sexual harassment.<br /><br />Says Rahul Taneja, senior vice-president and head-corporate HR, Essar Group, &quot;India Inc can no longer afford to push such episodes under the carpet. This is a hygiene requirement and brings the whole organisation into disrepute.&quot; Essar is recasting its sexual harassment prevention policy by incorporating it in its code of ethics, in the light of the bill passed by Parliament.<br /><br />&quot;In 2010, we brought in a lot of granularity and specified advances seen as demeaning,&quot; says Taneja, adding, &quot;Though the incidences such as these are rare at Essar, we did take an affirmative action in 2009 and 2011, where two senior executives were asked to go after being proven guilty on sexual harassment issues.&quot;<br /><br />Companies such as Hindustan Unilever, P&amp;G and Coca-Cola deal with harassment of any kind with zero tolerance. Coca-Cola has a host of policies, including a code to prevent sexual harassment, applicable to both sexes.<br /><br />&quot;Other measures include focus groups with employees, breakfast and lunch meetings of the senior management with employees, skip levels (senior management team meets employees of a function or department without the department head) that help employees talk about any problems openly and pre-empting a potential situation,&quot; the Coca-Cola spokesperson said.<br /><br />&quot;In Unilever, all sexual harassment complaints are investigated by the Code Committee, the designated authority to resolve all local code issues, headed by a senior lady manager of the company. There is zero tolerance towards such cases. All code breaches, including such cases, are periodically reviewed by the audit committee of the board, comprising only independent directors,&quot; a HUL spokesperson said.<br /><br />&quot;The aggrieved employee can speak with the immediate supervisor; or if supervisor is the source of the misconduct, speak with the skip-level supervisor or the HR manager or the country code officer. Alternatively, the employee can call the Ethics Hotline to lodge a complaint on an anonymous and confidential basis,&quot; the spokesperson added.<br /><br /><em>Code on boss-subordinate relationship<br /></em><br />The RPG Group does not encourage a relationship if there is a conflict of interest. &quot;So a boss-subordinate relationship or between an HR team member and another colleague is not allowed because in the second case, the HR employee is in a position to influence appraisals. Also, in case of extra-marital relationships, we follow the same procedure,&quot; says Arvind Agrawal, president-HR and chief executive, corporate development. He adds that employees who work in different companies under the RPG Group have married and if they are in the same company, they are given a transfer.<br /><br />Audit and consulting major PwC has a dating policy to ensure couples do not share the same function and reporting line. &quot;If this happens or there is a reporting relationship, the individuals involved are moved to different teams,&quot; says Mark Driscoll, leader-human capital at PwC India.<br /><br />Some entities such the Future Group and Panasonic have no specific policy on dealing with office relationships, though they have a sexual harassment policy in place. &quot;We are not averse to office relationships as long as it does not affect work,&quot; says a Future Group spokesperson. &quot;Unless an employee reports harassment, in which case it is taken up very seriously, we feel that relationships between employees are their personal matter. However, they need to maintain official decorum,&quot; said a Panasonic spokesperson.<br /><br />On HR policies across companies, especially in IT and banking, Saundarya Rajesh, founder-president, AVTAR Career Creators, says, &quot;In case of a boss and subordinate relationship, if there is a possibility of influence, or they work on similar accounts then most firms frown upon it and both parties are called for a meeting. The company puts it on record that they have had a discussion and this behaviour is against the rules,&quot; she says.<br /><br />Companies also want to stay away from tainted candidates. &quot;I have had clients withdraw offer to candidates when there's been an issue in the past. Why bring such candidates, companies say,&quot; points out Gita Dang, founder, Talent Advisory Services, a boutique executive search firm that focuses on technology hiring.<br /><br />&quot;There has been a higher level of understanding and awareness about women's safety issues in India, mostly on account of some recent acts of crime,&quot; according to Vikram Shroff, head of HR law at Nishith Desai. In addition, employers have started re-looking their policies and practices as a result of the new law on prevention of sexual harassment at the workplace that was notified in April 2013.<br /><br />&quot;Employers are laying more emphasis on providing a harassment-free working environment. They have also been involving senior and experienced members as part of the committee to investigate harassment complaints or allegations. Some multinational companies also require their employees to make adequate disclosures of any relationships with co-workers as part of their policy and with a view to prohibit intra-office relationships,&quot; says Shroff.<br /><em><br />(With inputs from Ratna Bhushan &amp; Sagar Malviya)</em><br /></div>                                                           
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    <br><a href="http://economictimes.indiatimes.com/news/news-by-company/corporate-trends/india-inc-trying-to-get-proactive-in-handling-sexual-harassment-cases/articleshow/20183513.c" class="re" target="_blank">The Economic Times, 22 May, 2013, http://economictimes.indiatimes.com/news/news-by-company/corporate-trends/india-inc-trying-to-get-proactive-in-handling-sexual-harassment-cases/articleshow/20183513.c</a><div class="clear"></div>
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-The Economic Times


MUMBAI/ BANGALORE/ NEW DELHI: For 100,000 employees in the group, ICICI gets 60-odd sexual harassment complaints in a year. Of this, 30-40% are found to be true. India's second-largest bank by assets does not insist on absolute proof..."/>
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-The Economic Times


MUMBAI/ BANGALORE/ NEW DELHI: For 100,000 employees in the group, ICICI gets 60-odd sexual harassment complaints in a year. Of this, 30-40% are found to be true. India's second-largest bank by assets does not insist on absolute proof..." />
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    <h1 class="cat-box-title">India Inc trying to get proactive in handling sexual harassment cases -Sreeradha D Basu, Devina Sengupta &amp; Saumya Bhattacharya</h1>
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                            <div align="justify">-The Economic Times<br /><br /><br /><em>MUMBAI/ BANGALORE/ NEW DELHI: </em>For 100,000 employees in the group, ICICI gets 60-odd sexual harassment complaints in a year. Of this, 30-40% are found to be true. India's second-largest bank by assets does not insist on absolute proof when it comes to allegations of sexual harassment. In case of circumstantial evidence, the person is asked to resign. If there is stronger proof, the person is sacked.<br /><br />ICICI is among a few companies that are pre-emptive in dealing with a problem that is real and exists across corporate India. Most Indian companies have an ostrich-like approach to the problem and would rather not talk about the problem.<br /><br />Even those that are relatively proactive, admit instances of sexual harassment and office relationships are a minefield of sorts, especially those of the boss-subordinate variety as in the Phaneesh Murthy case.<br /><br />&quot;A boss-reportee relationship is taboo and a relationship between peers is fine as long as it does not impact office work. Extra-marital relationships on the other hand are not kosher anywhere in the world,&quot; says TV Mohandas Pai, chairman of Manipal Global Education and a former board member of Infosys. &quot;There should be zero tolerance for undue advantage taken in a boss-reportee relationship or sexual harassment of any kind,&quot; he says.<br /><br />&quot;When you are in an organisation where you are responsible for people, it is a custodial position. Consequently, senior leadership has to see their jobs as custodians,&quot; says K Ramkumar, executive director, ICICI Bank. &quot;It's a breach of trust when there is a case like this (referring to all such cases), not just to the people, but to the institution you are working for.&quot;<br /><br /><em>Sexual harassment @ work double-edged sword, feel some<br /></em><br />This is not about morality or ethics. This is basic. If you do anything that belies the trust, you deserve the harshest punishment,&quot; says Ramkumar.<br /><br />Sexual harassment at the workplace, some say, is a double-edged sword.<br /><br />&quot;Women do face a lot of harassment at work. It could be in the form of rude jokes or abusive language or more... That's not to say, though, that women are always in the right. Some can be vindictive when a relationship does not work out, or they realise that they have been manipulated. There are also some women who manipulate the situation,&quot; says Parul Tank, consultant psychiatrist, Fortis Hospitals, Mumbai.<br /><br />Gender and work-life experts say most sexual harassment cases have their beginning in innocuous workplace relationships and office romances. &quot;Around 50-60% of sexual harassment cases have an angle of office romance in them,&quot; says Nirmala Menon, founder of Interweave Consultancy, a firm that works on work-life issues in the corporate world. &quot;These include cases when one of the partners has been snubbed, given a 'no' for an answer or there has been a break-up.&quot;<br /><br />That's the reason the likes of P&amp;G, Coca-Cola, Essar, PwC, RPG group and others have detailed policies around office and reporting relationships, and comprehensive codes to prevent sexual harassment.<br /><br />Says Rahul Taneja, senior vice-president and head-corporate HR, Essar Group, &quot;India Inc can no longer afford to push such episodes under the carpet. This is a hygiene requirement and brings the whole organisation into disrepute.&quot; Essar is recasting its sexual harassment prevention policy by incorporating it in its code of ethics, in the light of the bill passed by Parliament.<br /><br />&quot;In 2010, we brought in a lot of granularity and specified advances seen as demeaning,&quot; says Taneja, adding, &quot;Though the incidences such as these are rare at Essar, we did take an affirmative action in 2009 and 2011, where two senior executives were asked to go after being proven guilty on sexual harassment issues.&quot;<br /><br />Companies such as Hindustan Unilever, P&amp;G and Coca-Cola deal with harassment of any kind with zero tolerance. Coca-Cola has a host of policies, including a code to prevent sexual harassment, applicable to both sexes.<br /><br />&quot;Other measures include focus groups with employees, breakfast and lunch meetings of the senior management with employees, skip levels (senior management team meets employees of a function or department without the department head) that help employees talk about any problems openly and pre-empting a potential situation,&quot; the Coca-Cola spokesperson said.<br /><br />&quot;In Unilever, all sexual harassment complaints are investigated by the Code Committee, the designated authority to resolve all local code issues, headed by a senior lady manager of the company. There is zero tolerance towards such cases. All code breaches, including such cases, are periodically reviewed by the audit committee of the board, comprising only independent directors,&quot; a HUL spokesperson said.<br /><br />&quot;The aggrieved employee can speak with the immediate supervisor; or if supervisor is the source of the misconduct, speak with the skip-level supervisor or the HR manager or the country code officer. Alternatively, the employee can call the Ethics Hotline to lodge a complaint on an anonymous and confidential basis,&quot; the spokesperson added.<br /><br /><em>Code on boss-subordinate relationship<br /></em><br />The RPG Group does not encourage a relationship if there is a conflict of interest. &quot;So a boss-subordinate relationship or between an HR team member and another colleague is not allowed because in the second case, the HR employee is in a position to influence appraisals. Also, in case of extra-marital relationships, we follow the same procedure,&quot; says Arvind Agrawal, president-HR and chief executive, corporate development. He adds that employees who work in different companies under the RPG Group have married and if they are in the same company, they are given a transfer.<br /><br />Audit and consulting major PwC has a dating policy to ensure couples do not share the same function and reporting line. &quot;If this happens or there is a reporting relationship, the individuals involved are moved to different teams,&quot; says Mark Driscoll, leader-human capital at PwC India.<br /><br />Some entities such the Future Group and Panasonic have no specific policy on dealing with office relationships, though they have a sexual harassment policy in place. &quot;We are not averse to office relationships as long as it does not affect work,&quot; says a Future Group spokesperson. &quot;Unless an employee reports harassment, in which case it is taken up very seriously, we feel that relationships between employees are their personal matter. However, they need to maintain official decorum,&quot; said a Panasonic spokesperson.<br /><br />On HR policies across companies, especially in IT and banking, Saundarya Rajesh, founder-president, AVTAR Career Creators, says, &quot;In case of a boss and subordinate relationship, if there is a possibility of influence, or they work on similar accounts then most firms frown upon it and both parties are called for a meeting. The company puts it on record that they have had a discussion and this behaviour is against the rules,&quot; she says.<br /><br />Companies also want to stay away from tainted candidates. &quot;I have had clients withdraw offer to candidates when there's been an issue in the past. Why bring such candidates, companies say,&quot; points out Gita Dang, founder, Talent Advisory Services, a boutique executive search firm that focuses on technology hiring.<br /><br />&quot;There has been a higher level of understanding and awareness about women's safety issues in India, mostly on account of some recent acts of crime,&quot; according to Vikram Shroff, head of HR law at Nishith Desai. In addition, employers have started re-looking their policies and practices as a result of the new law on prevention of sexual harassment at the workplace that was notified in April 2013.<br /><br />&quot;Employers are laying more emphasis on providing a harassment-free working environment. They have also been involving senior and experienced members as part of the committee to investigate harassment complaints or allegations. Some multinational companies also require their employees to make adequate disclosures of any relationships with co-workers as part of their policy and with a view to prohibit intra-office relationships,&quot; says Shroff.<br /><em><br />(With inputs from Ratna Bhushan &amp; Sagar Malviya)</em><br /></div>                                                           
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India Inc trying to get proactive in handling sexual harassment cases -Sreeradha D Basu, Devina Sengupta & Saumya Bhattacharya

Published on May 22, 2013   Modified on May 22, 2013

-The Economic Times MUMBAI/ BANGALORE/ NEW DELHI: For 100,000 employees in the group, ICICI gets 60-odd sexual harassment complaints in a year. Of this, 30-40% are found to be true. India's second-largest bank by assets does not insist on absolute proof when it comes to allegations of sexual harassment. In case of circumstantial evidence, the person is asked to resign. If there is stronger proof, the person is sacked. ICICI is among a few companies that are pre-emptive in dealing with a problem that is real and exists across corporate India. Most Indian companies have an ostrich-like approach to the problem and would rather not talk about the problem. Even those that are relatively proactive, admit instances of sexual harassment and office relationships are a minefield of sorts, especially those of the boss-subordinate variety as in the Phaneesh Murthy case. "A boss-reportee relationship is taboo and a relationship between peers is fine as long as it does not impact office work. Extra-marital relationships on the other hand are not kosher anywhere in the world," says TV Mohandas Pai, chairman of Manipal Global Education and a former board member of Infosys. "There should be zero tolerance for undue advantage taken in a boss-reportee relationship or sexual harassment of any kind," he says. "When you are in an organisation where you are responsible for people, it is a custodial position. Consequently, senior leadership has to see their jobs as custodians," says K Ramkumar, executive director, ICICI Bank. "It's a breach of trust when there is a case like this (referring to all such cases), not just to the people, but to the institution you are working for." Sexual harassment @ work double-edged sword, feel some This is not about morality or ethics. This is basic. If you do anything that belies the trust, you deserve the harshest punishment," says Ramkumar. Sexual harassment at the workplace, some say, is a double-edged sword. "Women do face a lot of harassment at work. It could be in the form of rude jokes or abusive language or more... That's not to say, though, that women are always in the right. Some can be vindictive when a relationship does not work out, or they realise that they have been manipulated. There are also some women who manipulate the situation," says Parul Tank, consultant psychiatrist, Fortis Hospitals, Mumbai. Gender and work-life experts say most sexual harassment cases have their beginning in innocuous workplace relationships and office romances. "Around 50-60% of sexual harassment cases have an angle of office romance in them," says Nirmala Menon, founder of Interweave Consultancy, a firm that works on work-life issues in the corporate world. "These include cases when one of the partners has been snubbed, given a 'no' for an answer or there has been a break-up." That's the reason the likes of P&G, Coca-Cola, Essar, PwC, RPG group and others have detailed policies around office and reporting relationships, and comprehensive codes to prevent sexual harassment. Says Rahul Taneja, senior vice-president and head-corporate HR, Essar Group, "India Inc can no longer afford to push such episodes under the carpet. This is a hygiene requirement and brings the whole organisation into disrepute." Essar is recasting its sexual harassment prevention policy by incorporating it in its code of ethics, in the light of the bill passed by Parliament. "In 2010, we brought in a lot of granularity and specified advances seen as demeaning," says Taneja, adding, "Though the incidences such as these are rare at Essar, we did take an affirmative action in 2009 and 2011, where two senior executives were asked to go after being proven guilty on sexual harassment issues." Companies such as Hindustan Unilever, P&G and Coca-Cola deal with harassment of any kind with zero tolerance. Coca-Cola has a host of policies, including a code to prevent sexual harassment, applicable to both sexes. "Other measures include focus groups with employees, breakfast and lunch meetings of the senior management with employees, skip levels (senior management team meets employees of a function or department without the department head) that help employees talk about any problems openly and pre-empting a potential situation," the Coca-Cola spokesperson said. "In Unilever, all sexual harassment complaints are investigated by the Code Committee, the designated authority to resolve all local code issues, headed by a senior lady manager of the company. There is zero tolerance towards such cases. All code breaches, including such cases, are periodically reviewed by the audit committee of the board, comprising only independent directors," a HUL spokesperson said. "The aggrieved employee can speak with the immediate supervisor; or if supervisor is the source of the misconduct, speak with the skip-level supervisor or the HR manager or the country code officer. Alternatively, the employee can call the Ethics Hotline to lodge a complaint on an anonymous and confidential basis," the spokesperson added. Code on boss-subordinate relationship The RPG Group does not encourage a relationship if there is a conflict of interest. "So a boss-subordinate relationship or between an HR team member and another colleague is not allowed because in the second case, the HR employee is in a position to influence appraisals. Also, in case of extra-marital relationships, we follow the same procedure," says Arvind Agrawal, president-HR and chief executive, corporate development. He adds that employees who work in different companies under the RPG Group have married and if they are in the same company, they are given a transfer. Audit and consulting major PwC has a dating policy to ensure couples do not share the same function and reporting line. "If this happens or there is a reporting relationship, the individuals involved are moved to different teams," says Mark Driscoll, leader-human capital at PwC India. Some entities such the Future Group and Panasonic have no specific policy on dealing with office relationships, though they have a sexual harassment policy in place. "We are not averse to office relationships as long as it does not affect work," says a Future Group spokesperson. "Unless an employee reports harassment, in which case it is taken up very seriously, we feel that relationships between employees are their personal matter. However, they need to maintain official decorum," said a Panasonic spokesperson. On HR policies across companies, especially in IT and banking, Saundarya Rajesh, founder-president, AVTAR Career Creators, says, "In case of a boss and subordinate relationship, if there is a possibility of influence, or they work on similar accounts then most firms frown upon it and both parties are called for a meeting. The company puts it on record that they have had a discussion and this behaviour is against the rules," she says. Companies also want to stay away from tainted candidates. "I have had clients withdraw offer to candidates when there's been an issue in the past. Why bring such candidates, companies say," points out Gita Dang, founder, Talent Advisory Services, a boutique executive search firm that focuses on technology hiring. "There has been a higher level of understanding and awareness about women's safety issues in India, mostly on account of some recent acts of crime," according to Vikram Shroff, head of HR law at Nishith Desai. In addition, employers have started re-looking their policies and practices as a result of the new law on prevention of sexual harassment at the workplace that was notified in April 2013. "Employers are laying more emphasis on providing a harassment-free working environment. They have also been involving senior and experienced members as part of the committee to investigate harassment complaints or allegations. Some multinational companies also require their employees to make adequate disclosures of any relationships with co-workers as part of their policy and with a view to prohibit intra-office relationships," says Shroff. (With inputs from Ratna Bhushan & Sagar Malviya)

The Economic Times, 22 May, 2013, http://economictimes.indiatimes.com/news/news-by-company/corporate-trends/india-inc-trying-to-get-proactive-in-handling-sexual-harassment-cases/articleshow/20183513.c

Tagged with: Sexual Harassment Gender Equality Law and Justice crime

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• Webinar: Ramrao - The Story of India's Farm Crisis...
• Water and Agricultural Transformation in India: A Symbiotic Relationship...
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