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educating and training staff to identify, respond to and prevent sexual violence; medical care and other support services, including procedures to avoid further trauma to victims. The guidelines also cover public awareness campaigns, educational activities and the setting up of women's groups to report and respond to violence.
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 is a legislative act in India that seeks to protect women from sexual harassment at their place of work. It was passed by the Lok Sabha (the lower house of the Indian Parliament ) on 3 September 2012.
Workplace harassment for women dates back to women's first foray into the workforce, as early as colonial times. The most common form of workplace harassment that women face is sexual harassment. [15] According to Fitzgerald, one of every two women experiences workplace harassment in their working or academic lives. [15]
The anti-rape movement is a sociopolitical movement [1] which is part of the movement seeking to combat violence against and the abuse of women.. The movement seeks to change community attitudes to violence against women, such as attitudes of entitlement to sex and victim blaming, and attitudes of women such as self-blame for violence.
The health consequences of such violence were considerable; for example, in the United States, it was the leading cause of injuries in women, 22–35% of women who visited emergency rooms did so because of symptoms resulting from partner abuse, and wife beating led 4–5 times more often to the need for psychiatric treatment and 5 times more ...
Young women are usually found to be more at risk of rape than older women. [2] [3] [4] According to data from justice systems and rape crisis centres in Chile, Malaysia, Mexico, Papua New Guinea, Peru, and the United States, between one-third and two-thirds of all victims of sexual assault are aged 15 years or less.
Awareness among women of the pervasive culture's view of women as more vulnerable than men, may influence perceptions of being more likely to be victimized and in turn contribute to their fear; in this way, it would be a perceived risk and not an actual risk of victimization that is the cause of women's fear. [3]
The Code notes the provision in the Safety, Health and Welfare Act 2005 requiring employers to manage work activities to prevent improper conduct or behaviour at work. The Code of Practice provides both employer and employee with the means and the machinery to identify and to stamp out bullying in the workplace in a way which benefits all sides.