12.35 % Girl Students Face Sexual Harassment in Higher Educational Institutions Of Punjab-Study
Chandigarh, September 03, 2020:
More than 12 % girl students have faced sexual harassment in their respective institutions and most of them faced harassment in the form of unwelcome physical, verbal or non-verbal conduct of sexual nature followed by physical contact and advances. Some of them faced harassment in the form of showing pornography, Eve-teasing and making sexually coloured remarks.
Around 86.47% respondents were aware about the sexual harassment (prohibition, prevention & redressal) act, 2013. And 13.53% were not aware.
This fact has come to the light in the report of study done on the awareness of the “POSH” Act, 2013 in the girl students.
The study has been done by the PU student Aayushi Sharma, Centre for Human Rights & Duties, Panjab University under the guidance of Dr Upneet Kaur Mangat.
Topic of the study was “ Awareness of the “POSH” Act, 2013 among students: A study of Higher Educational Institutions of Punjab.”
This report is a study of Awareness about the sexual harassment of women at workplace Prevention, Prohibition and Redressal Act 2013 among students of higher educational institutions in Punjab.
Another focal point was to find out about the implementation of this act in various colleges and universities in Punjab.
These are the findings of the report:
Observations:
The study shows that around 86.47% respondents were aware about the sexual harassment (prohibition, prevention & redressal) act, 2013. And 13.53% were not aware.
Awareness regarding UGC (prevention, prohibition & redressal of sexual Harassment of women employees and students in higher educational institutions) regulations, 2015 was also checked. Around 69.41% respondents were aware and 30.59% were not aware.
As ICC plays an important role in addressing issues of sexual harassment it was observed that around 73.52% respondents agreed that their institution has an ICC (Internal Complaints Committee) and 26.48% denied that their institution doesn’t have any such committee.
Watch Video :
https://www.youtube.com/watch?v=IJkjdW3f9-k
Respondents were also asked about their experiences related to sexual harassment. Only 12.35% respondents have faced sexual harassment in their respective institutions and most of them faced harassment in the form of unwelcome physical, verbal or non-verbal conduct of sexual nature followed by physical contact and advances. Some of them faced harassment in the form of showing pornography, Eve-teasing and making sexually coloured remarks.
It was also observed that most of the respondents who faced sexual harassment reported it to the internal complaints committee or any other committees which dealt with sexual harassment cases in their institutions. Some of them told the harasser that this was wrong and some of them discussed it with their friends and family.
It was observed that few respondents did not report it and kept quiet when they were sexually harassed. The respondents kept quiet because some of them wanted to avoid the situation and run away from the problem others were of the viewpoint that it will bring shame to their reputation and family so they hesitated in informing anybody.
Watch Video Talk on this report :
Grievance redressal mechanism forms an important part of the sexual harassment of women at workplace act 2013. Respondents were asked about the redressal mechanism followed by their institutions while addressing the complaints. 72.22% respondents told that their institutions followed proper redressal mechanism and 27.77% respondents said that no proper mechanism was followed by their institution.
Recommendations- Public opinion becomes important in curbing a social problem like this. Some of the ideas given by the respondents in reducing this problem of sexual harassment were that proper awareness regarding the laws with respect to sexual harassment be made. People who are sexually harassed should be provided a comfortable environment so that they do not hesitate in speaking against such an act. Strict rules and regulations must be implemented and strict action must be taken against the perpetrators.
Workshops and activities which leads to companionship and feeling of mutual respect among all the employees should be held regularly.
Anti- Harassment policy should be formulated which will signify all employees that Harassment will not be tolerated. Anti-harassment policies should also set forth a detailed mechanism by which all the employees can make complaints when sexual harassment occurs, and proper training should be provided to all the staff members in this regard. The burden of preventing sexual harassment rests on the employer as well. So the employer must strategize and plan some preventive measures which will be taken if such kind of a thing happens.
Aayushi Sharma
Conclusion- The study shows that almost 86.47% respondents where aware about the sexual harassment act and 69.41% respondents were aware of the UGC regulations which are to be followed by the higher educational institutions with regard to sexual harassment. The need of the hour is that a well-constructed and well implemented plan within organisations and higher educational institutions may stop such kind of
inappropriate conduct. If we will teach the students at educational levels about this menace then it can be curbed easily. The act not only strengthens and gives confidence to women but also plays a major role in widespread removal of such incidents in India. This law has empowered women and has acted as a platform for them to voice their concerns.
Why there was a need to create awareness among students
Awareness is needed to ensure that all students at college and university level are aware of their rights, procedures to be followed and establish a unified clarity on the conduct required to be followed in their institution in order to ensure equal participation and equal opportunity for all at workplace so it becomes extremely important to eliminate the discriminatory behaviour in the institutions and this can only be done with affective and efficient compliance with the law against sexual harassment.