In a time where workplace harassment gets proactively reported , the question of who gets to decide how complaints are handled is extremely critical. The recent formation of an Internal Committee (IC) by the Karnataka Film Chamber of Commerce (KFCC) under the Prevention of Sexual Harassment (PoSH) Act serves as a stark reminder of the importance of gender balance in these crucial bodies. Unfortunately, the KFCC’s IC has come under scrutiny for flouting key provisions of the PoSH Act, particularly the lack of adequate female representation.
This oversight raises a fundamental issue – why is it so vital to have women on these committees?
Statistics from around the world paint a troubling picture. A national Women’s law center survey found that a staggering 81% of women report experiencing some form of sexual harassment during their careers. This highlights the urgent need for robust mechanisms to address harassment, but also stresses on the necessity of having women at the helm of these systems. When women are underrepresented in committees meant to handle sexual harassment complaints, there’s a risk of overlooking the nuances that can make or break a survivor’s experience with the system.
The PoSH Act in India mandates that at least 50% of the members on an IC must be women. This is not just a checkbox requirement but a reflection of the importance of empathy, lived experience and a diverse perspective in these conversations. Unfortunately, the seven-member KFCC IC includes only one identified woman, with the remaining members being male. This gender imbalance is problematic for several reasons: it risks creating a system that is out of touch with the realities many women face in the workplace, especially in industries like Kannada Film Industry, where harassment has been reported as rampant.
The KFCC’s mishandling of its PoSH committee’s constitution also highlights a broader issue within the film industry—resistance to change. As revealed by the Hema Committee report on the Malayalam film industry, sexual harassment in film industries is not an isolated issue. Yet, the push for change faces significant resistance. This shows just how vital it is for committees dealing with harassment to be empowered, and for the process to be led by those who understand the emotional, social and legal complexities of sexual harassment.
What are the steps that can be taken to ensure gender balance?
- Strict adherence to the PoSH Act: Ensuring gender parity within ICs is a necessity for effective grievance redressal.
- Diverse representation: Female members from various backgrounds—legal, social, and leadership – are crucial for ensuring fair and balanced decision-making.
- Continuous education: Committee members must undergo regular training on handling harassment cases with sensitivity, legality and fairness.
- Periodic review: Regular checks on committee compositions to ensure they stay gender-balanced and inclusive and particularly that the Presiding Officer is a senior most female employee.
- Create safe reporting systems: Employees need clear, confidential and accessible channels to report harassment without fear of retaliation.
With a more inclusive approach, workplaces can better address the pervasive issue of sexual harassment and move towards safer environments for all!