Safeguarding Women at Work

Context

Ministry of Women and Child Development (MoWCD) convened a National Conference on Safety of Women at the Workplace. The summit focused on reinforcing the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (SH Act) and promoting the revamped SHe-Box portal as a unified digital solution for grievance redressal.

About the News

Definition: Safeguarding women at work involves a legal and institutional framework designed to prevent and redress sexual harassment. The SH Act, 2013 serves as the primary legislative pillar for these protections.

Key Data & Facts:

Rising Participation: Net female payroll additions reached approximately 4.42 lakh in July 2025, highlighting the urgent need for formal safety protocols.
The Reporting Gap: Studies indicate nearly two-thirds of harassment incidents remain unreported due to fear of professional retaliation.
NCRB Trends: Official data records over 400 cases annually, though experts view this as a significant underestimation of the actual prevalence.
Compliance Deficit: A 2024-25 survey found that 53% of HR professionals still struggle with the practical nuances of POSH (Prevention of Sexual Harassment) implementation.

Need for Safeguarding Mechanisms

Constitutional Mandate: Protecting dignity is a non-negotiable obligation under Articles 14, 15, and 21. In Aureliano Fernandes v. State of Goa, the Supreme Court noted that lapses in SH Act enforcement violate these fundamental guarantees.
Economic Goals: Achieving the Viksit Bharat target of 70% female workforce participation requires a secure environment. Safety concerns currently suppress the Labor Force Participation Rate (LFPR) in several urban hubs.
Talent Retention: High attrition rates, particularly in the tech sector, are often linked to biased or ineffective POSH mechanisms.
Unorganized Sector Protection: Millions of domestic and agricultural workers remain vulnerable; 2025 surveys show a critical lack of knowledge regarding Local Committees (LCs).
Mental Health: Harassment causes deep psychological trauma. Initiatives like Project Stree Manoraksha (2025) aim to provide trauma-informed support to survivors.

Initiatives Taken

SHe-Box Portal (2024 Revamp): A centralized, multi-lingual platform for filing and tracking complaints across all sectors.
Mandatory Disclosure: Amendments to Company (Account) Rules now require firms to disclose the number of POSH cases in their annual Board Reports.
National Workplace Safety Pledge: A 2026 MoWCD initiative to foster a "Zero-Tolerance" culture in both public and private sectors.
Capacity Building: Specialized training modules developed with the ISTM are now available on the iGOT Karmayogi platform.
Judicial Monitoring: The Supreme Court continues to oversee State Governments to ensure the functional constitution of Internal Committees (ICs).

Challenges

Awareness Deficit: Only 8% of workers are fully aware of their specific company POSH policies; many are unaware of the 3-month limitation period for filing.
Fear of Retaliation: In sectors like sports and high-level corporate management, victims fear "blacklisting" or career-ending consequences.
Institutional Inertia: While ICs exist in large firms, Local Committees (LCs) for the unorganized sector are often defunct or underfunded.
The Digital Divide: Agricultural and rural laborers often lack the digital literacy required to access the SHe-Box portal.
Gender Neutrality Debates: Current laws only allow women to file complaints, leading to 2025 legal discussions regarding protection for male and transgender victims.

Way Forward

Universal Training: Transition from one-time onboarding videos to periodic, mandatory sensitization workshops for all staff levels.
Strengthening Local Committees: State governments must fund LCs and publicize contact details at the panchayat and district levels.
Incentivizing Safety: Link government contracts and subsidies to a firm’s "Safe Workplace" rating on the SHe-Box repository.
Grassroots Outreach: Deploy mobile safety units and awareness camps specifically for construction and domestic workers.
Strict Penalties: Enforce provisions for license cancellation for repeat offenders to demonstrate that safety is a core business priority.

Conclusion

The transition from "compliance on paper" to "safety in practice" is essential for India’s socio-economic evolution. While the SH Act and SHe-Box provide a strong legal scaffold, proactive employer engagement and rigorous judicial oversight remain the keys to ensuring a harassment-free workplace for every woman.

Safeguarding Women at Work