Will #Metoo change the unequal gender equations in an organisation? In our conservative surroundings, it is people who make up organisations that need to reassess and recommit to not just addressing grievances.
Will #Metoo change the unequal gender equations in an organisation? on Business Standard. In our conservative surroundings, it is people who make up organisations that need to reassess and recommit to not just addressing grievances.
MeToo Movement
» Recent revelations in the #MeToo movement have
underlined the urgency to redefine the workspace. Addressing sexual harassment is not just about ‘responding’ to specific incidents of sexual harassment. Equally, it is about changing the organisation leadership’s attitude and gender perspective.
In this context, one would agree that the Prevention of Sexual Harassment (POSH) Act (2013) has been a positive step in redressing workspace gender imbalances. POSH requires organisations to systemically address allegations of sexual harassment at the workplace. It prescribes mechanisms to address and change the unequal gender equations in the organisation’s power structure.
Also Read: How to recognise & tackle sexual harassment at the workplace But how effective has POSH been in changing workplace culture? No doubt, there is more ‘compliance drive’ today within organisations in giving a voice to women. This is a required though symptomatic response to address workplace gender inequity. To function as a robust mechanism, however, POSH requires a strategic shift and a new perspective. The spirit of POSH is directed towards building an organisational culture that can address wider issues of gender discrimination and invisibility. It’s evident that organisations need to develop a mindset where a complaint is not treated merely as disturbance or distraction, but a testimony to the organisation’s lack of understanding of gender equality.
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MeToo Movement News Source : BS & Business Standard