A decade of the Law, ushering change in the way men and women think and act. Years of stereotypes and biases now open to scrutiny and rational thought.

The Law, while sensitizing men and women in this generation to the need for safer work spaces and how we could accomplish this, is also sensitizing men and women to question the biases that exist, creating more equal spaces for both in the workplace and beyond work.

The Sexual Harassment of Women at the Workplace (Prevention, Prohibition & Redresal) Act, introduced in December 2013, signalled that our Judiciary was being both responsive and responsible in the changing socio-economic fabric in India. With more women in the workforce, it became apparent that the traditional mindset steeped in years of cultural biases between men and women was creeping into what now needed to be a level playing field. Laws governing workplace relationships became imperative to ensure a safe, respectful working environment for both men and women.

While there may be some gaps, as various people have pointed out in terms of inadequate implementation of the law in all the sectors where people work, or the law not covering harassment of men, or taking into consideration the LGBTQAI employees, or even some provisions in the law not being uniformly provided across the country, we still see this Law as a significant milestone and one which could lead to changes in the larger socio-cultural context of our country.  

What makes us say this?

We can see that there is an increasing awareness of how men and women can and should relate, not just when they are colleagues but in any relationship where men and women interact. Will this lead to the erosion of the biases against women, and patriarchy in the next generation?

We see that women who until this time were taught to be silent even when suffering, can now choose to speak up and be heard.  While many may still hesitate to complain, they now have the power to choose, and are supported to do what for generations was not even something one could consider in most contexts.

It teaches the difference between Real Life and Reel life; that when a woman says NO it counts, and one doesn't push till the no is drowned.

Employers are learning that safety in the workplace includes emotional safety, something that with the 'adjust maadi' mentality, would not be dealt with except in extreme situations. The requirement to conduct awareness and sensitisation drives brings to the forefront a need to be proactive - to focus on prevention rather than just respond to crises. 

The Law has taught us that power does not give a license to victimize, and power, affluence or charisma cannot cover up wrongdoing. 

So while the gaps are real, we believe that our collective learning of the last ten years will lead to a more refined, finer version of the law. We see the outcome as being more than a safer, more level playing field in the workplace; we also see ripples and overflow from contained work spaces to the homes of employees, to their families, to the next generation being brought up in this more aware sensitized world. Where women can choose to stand up, speak up and be heard. Where men and women see each other as colleagues to be respected. A world where the workplace and all spaces are safer for all.