Retaliation And Sexual Harassment at Workplace?

71% of women fail to report incidences of sexual harassment at work, according to a 2015 survey. Only 68.9% of Indian women who experience sexual harassment report their experiences to the Internal Committee (IC) or management, according to a 2017 survey by the Indian National Bar Association (INBA).

Retaliation is a tactic used to ridicule, humiliate, and spread rumours about the sexual harassment victim. When an employee reports sexual harassment in the workplace, the company may take action against them. Retaliation is any negative employment action that involves "exerting power." Demotion, wage reduction, job transfer, and termination are a few examples.

For fear of retaliation, many women choose not to report sexual harassment at work. The victim may be the target of reprisals from the accused or the organisation. In fact, studies has shown that businesses frequently devalue sexual harassment. As a result, the victim faces hostility and reprisals.

The organization's environment affects how it reacts to reporting. If the organisation backs the reporter, retaliation can be restrained. If a reporter receives more backing from the organisation, especially the management, they are less likely to face reprisals. An indication of this support is the work being done to substantiate the claims and address the complaint. The organization's intolerance of sexual harassment helps the support even more.

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