The momentum is growing around conversations of reclaiming safety in public spaces for female bodies. In our last post we looked at how change will not be long-term if we only look at women’s safety as the sole responsibility of women. 

As we witness all that is unfolding regarding the tragic rape and murder of a doctor at the R.G. Kar Medical College, we feel compelled to point out the need for equity when planning safe spaces, especially at work. On dismantling the systems of patriarchy that make it easy for us to forget that all of us have a role to play in women’s safety – especially our boys and men. That tell us that Rape Culture which disguises itself as sexist jokes and violent language, stereotypes – is not the problem, when in fact, it is. True and systemic change needs to come about, right from building awareness on topics like boundaries, autonomy, respect, consent and gender-based discrimination across all sections of society, particularly youth. 

Given that this incident occurred at the workplace, and a place of learning, meant to be a safe space for those who are within, we are looking at how systems may have failed and what can be down to minimise these gaps at work.  

Instead of the onus of safety being pushed back on women, let’s look at reinforcing systems in accordance with the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, (POSH Act) 2013 and reimagining our workspaces, bringing focus to: 

• Training and Awareness programs: Shift the narrative and go beyond the misplaced slogan of “Not All Men” to ensuring that all boys and men are taught to recognise violence as part of an oppressive system and stand against it. Create spaces to challenge the status quo when it comes to acceptable workplace communication through holding trainings on gender, unconscious bias, consent, casual sexism, POSH and other aspects that directly feed into violence and rape culture. 

• Policy and Practice: Build robust zero tolerance policies and ensure thorough implementation, that it trickles down through the levels of leadership and management ensuring respectful practices are the norm, and not just left to paper. Ensure that dissemination of the policy and posters regards provisions under Law are placed in conspicuous spaces throughout the workspace, in accordance with Section 19 (b) of the Act. 

• Redressal and support: Ensure that redressal mechanisms are in place, replete with trained personnel, especially Internal Committee (IC) members, leaders at work, and first responders. Support folx to be able to respond from a space of understanding and empathy when things bubble up, being aware of their own bias when it comes to responding to reports of sexual harassment. Empower teams and leaders, ensuring that they have the legal and psychosocial awareness to offer active support to any aggrieved person. 

• Plug in the gaps: Even for atypical workplaces, wherein there may be people beyond those who are employed (like a hospital, police station, courts, etc.) the onus of the Employer to create a safe working environment for all employees as per Section 19 of the POSH Act still stands.  

Employers and corresponding state authorities must ensure: 

• Vetting and background checks (even for contractual workers and volunteers) 

• Security measures that respond to and strengthen potential areas of threat or conflict including setting up patrols, buddy systems, functional and effective use of CCTV cameras, proper lighting and sanitation, safe rest zones and areas, access to support (mental health support, mentoring, etc.), ensuring safety drills and audits are conducted regularly, to start with. 

• Ensure that appropriate measures are taken to minimize or circumvent the power dynamics that may show up – in this case, a person is representing the state, or police systems.  

• Ensure that trainings for staff address these dynamics and empower staff to know whom to reach out to in cases where they may feel like they have no space to speak out against violence and harassment.  

• Invest in building systems of support: As employers, leaders and representatives of the State it is imperative that we invest in building sustainable systems of support that promote wellbeing and psychological safety at work. This could look like mentorship programs, buddy systems, ERGS that support vulnerable groups at work, and even access to mental health support services through EAPs, and other referral systems for mental health support. 

 The recent Supreme Court observation enshrines some of these points, and calls us all to act now, to ensure safety at work. We are reminded yet again, of how the failure to fully implement existing Laws like POSH Act in its entirety – both in spirit and letter – (Section 20 engaging NGO to support in raising awareness of the Act and for sensitization) has far reaching, tragic and irrevocable implications.  

No one should have to feel afraid of going to work. Regardless of where they work, the sector, and its history. 

We, at Equilibrio Advisory LLP, renew our commitment to creating safe, equitable and healthy spaces, especially at work. We know that the journey is a long one, but we stand in solidarity with all those who walk it. 

Written by Rosanna and Deeksha, Reviewed by Sana Hakim