Workplace Harrassment

Laurie Ruettimann blogs on http://punkrockhr.com/ and she posted an article on sexual harassment at workplace. Here is the link to that article:
http://www.lemondrop.com/2009/02/26/two-words-that-will-stop-any-type-of-sexual-harassment/

Laurie's point of view is that it’s a difficult decision to report an incident and sometimes the trouble is not worth it. But in today's times where jobs are scarce, it’s equally difficult to look out for a job and get out of the toxic situation as there are no jobs out there!

My point of view is that, there is only one person who can stand up for you and that's you. But one needs to take a conscious decision taking into account various things that Laurie highlighted. Reporting an incident is probably the most courageous decision you can take. Most organizations don’t have trained investigators or a committee to look into such incidents and this some times makes the person who reported it feeling like the perpetrator......The onus on proving it happened unfortunately is sometimes placed on the person who reports it.

But one sure way of facing a situation of harassment (sexual or otherwise)
1) Stand up and assert that this is not appropriate (in clear and strong voice)
2) Save any evidences (if any), though it might be disgusting to even think this way
3) Report the incident the second time it happens (yes, there are no second chances you can give someone who is harassing you)

Indian workplace is evolving and while we all might like to believe that there is a lot of respect for women in our culture, sexual harassment at workplace is a reality. Turing a blind eye and thinking my organization culture is too good is bad leadership response. Most organizations now have a policy against harassment and basic framework to deal with it........The few I worked with have extremely robust systems and channels which are constantly reviewed to ensure workplace harassment is prevented and if it were to be reported / happened the situation is dealt in a fair and firm way.