Sexual Harassment Case without a Written Complaint
I.
Analysis of what has been executed using Stakeholder Analysis
The lack of a written complaint makes disciplinary action legally and ethically challenging. Resorting
to indirect measures like a questionnaire linked to bonuses, focusing on employees' preferred
supervisors, shifts the issue towards performance evaluation rather than directly addressing potential
misconduct. This approach further complicates the situation as distinguishing low ratings due to
managerial performance from those potentially indicating harassment can be difficult, as the feedback
is
not
explicitly
tied
to
specific
grievances.
Stakeholder
Risk
Opportunity
Female Employees
May not directly address the
harassment, risking its
continuation.
Enhances safety and justice
within the workplace.
Suspected Supervisor
Unethical if measures are
taken against an innocent
person based on indirect data.
Other Supervisors/Employees
Potential negative impact on
morale and job performance.
Supports a harmonious work
environment and consistent
output.
HR Department
Focus on indirect feedback
could sidetrack other effective
HR functions.
Fosters a secure and supportive
environment for female staff.
Customers
Negative perceptions of
workplace culture could lead
to reduced loyalty.
Improved interactions with
employees in a respectful
environment.
Employing indirect feedback mechanisms for addressing harassment risks inadequate resolution and
potential injustice. A more direct, yet confidential and equitable method would be preferable to ensure
all parties' fairness and safety.
II.
Recommendations:
Surveys are great for getting a general sense of how employees feel but shouldn't be used to
investigate harassment cases. Instead, a different system should be designed specifically for dealing
with sexual harassment that isn't tied to how employees performance. Mystery customers should be
used to make sure performance feedback is fair and without bias instead of relying solely on
supervisors.
For immediate action, it's suggested to install accessible complaint boxes and CCTV systems to
enhance the harassment reporting process. Conducting mandatory POSH awareness workshops for all
employees at regular interval. Additionally, it is important to clearly communicate the repercussions of
harassment in the workplace along with the reporting procedures to ensure all employees are informed
and protected.
Set up an Internal Complaints Committee as required by the POSH Act, train leaders in ethical
conduct and harassment management, enhance employee assistance programs with a focus on mental
health, and strengthen whistleblower protections to encourage reporting.
Palak Shukla (H23098), Ridhima Duggal (H23104), Shreya Gupta (H23114), Shuchi Modi (H23118)