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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.
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.
They have also identified seven key factors to help prevent workplace violence: [4] Work Environment- As the work environment directly and heavily influences the employees and clients, it is crucial that the environment remains positive and open. This encourages better communication and positive attitudes in the workplace.
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 specific attributes of activities pursued at work exposure, guardianship, attractiveness—were all related to victimization in ways predicted by activity theory. [11] These findings identify specific attributes of occupations that could be modified to reduce the risk of criminal victimization at work.
This teaching women about the possibility of rape at a young age may contribute to higher levels of fear of crime in women. Studies have shown that women that take more precautionary steps to avoid being raped have more fear of actually being raped, whereas women who work nights and are outside in the dark tend to have less fear of rape. [16]
When institutions or criminal justice system personnel fail to support the victimized individual, victims are vulnerable to secondary victimisation. [6] While the appropriate and legal way to respond to primary victimisation is to report the event, authorities often deny, do not believe, or blame the victim (Campbell & Raja, 1999; Campbell & Raja, 2005).
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.