I started Human Resource Management class this week as part of my MBA program. The case studies we’ve read for Week 2 (tomorrow’s class) focus on Sexual Harassment in the Workplace – a huge problem for employers. The case studies and reading materials focused on India’s 2013 Sexual Harassment Handbook, which lays out the Anti-Sexual Harassment laws they passed to protect women in their workforce.

I live-tweeted my reading of the case study, which focused on a real-life situation in which an employee sexually harassed a female at an organization with which his company shared an office space, as well as India’s 2013 Handbook and wanted to share some of my thoughts.

In the case study, the male mentioned above asks a woman out on a date, she says no, but then he tries to add her (and add her and add her and add her) as she continuously rejects his friend requests on social media. She complains to HR and then the HR department of her company reaches out to the owners of his.  The owners of the offender’s company aren’t sure who to proceed. They contemplate retaining him, firing him, banning social media, and other options. My thoughts on the matter?

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An awesome HR friend of mine, Jonathan Segal, agrees. Jonathan is an employment lawyer; check out his blog here.

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In regards to the case study, I noticed some areas where India should be praised and others where they may have missed the mark. Check some of these areas out here. Screen Shot 2016-08-28 at 9.26.12 PM.pngScreen Shot 2016-08-28 at 9.24.56 PM.pngScreen Shot 2016-08-28 at 9.26.05 PM.png

 

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Anyway, sexual harassment is never okay, it’s never acceptable, and there are clear and serious implications to the workplace. Cultures that allow this type of behavior stifle worker productivity and are walking lawsuits waiting to happen. Maybe your organization could benefit from some of the regulations and practices India has recently adopted.

 

 

 

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