Sexual harassment is a problem faced by women at work

In The Preamble to Indian Constitution, “fairness of position and opportunity” should be guaranteed to everyone in the country. Section 14 of the Constitution ensures that everyone is equal in the eyes of the law.

The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act of 2013 was passed to create women with safe workplaces and to establish workplaces that respect women’s rights to a balanced standing and opportunities. If it is successful, it will help to recognize their rights to equality of sex, freedom, life, and equality, as well as a right to correspondence concerning workplace conditions throughout the country.


Men were traditionally the sole providers of their households in previous times. Globalization has had an enormous impact on the situation of women across the globe. However, indecent work behavior is rising, with a more significant proportion of women employed in India’s traditional labor force.

Within India, in the Indian workforce, misconduct at work has led to increasingly significant numbers. Sexual discrimination is not just about the biological differences between females and males; it concerns the gender and social roles females and males are given in economics and social life and the gender-based conceptions of sexuality between males and females. 

Sexual harassment can be manifested in many different ways. It’s not limited to sexual requests made to lose one’s job. However, it’s not just women who suffer from the sexism above; males are also victims, though the frequency is low. In some other situations, it has been observed that males are to be more susceptible to workplace sexual harassment.

Laws on sexual harassment at Work Evolution and History

If we define sexual harassment as unwanted sexual relations imposed by supervisors on subordinates in the workplace, It has been practiced for over 100 years. “Sexual harassment” was the term used to describe it “sexual harassment” was coined in the United States of America and has now expanded into Australia, Canada, New Zealand, and Japan. It was acknowledged in the media generally in the year 1975. 

The emergence of jurisprudence in the workplace harassment of women has led to possibly separating the two main kinds of sexual harassment. 

Quid-pro-quo Harassment usually is when a boss demands sexual favors as a condition of providing the employee with a benefit related to employment,t like promotions, a raise,e or a positive job assessment. The hostile environmentognized was the first in the United States of America to prohibit harassment that led to an unwelcoming, aggressive, and unwelcoming working environment. However, it was not always a cause for an economic loss due to an explicit request or refusal. 

An unfriendly work environment can involve discussions about sexual behavior, unnecessary touching, unattractive gestures, and vulgar r offensive language.

The gender gap has been exacerbated by using sexual coercion at work. One of the main pillars of India’s constitution is eliminating discrimination against women. In the year 2000, India’s Supreme Court of India first recognized the landmark ruling that was made in Vishaka in v. State of Rajasthan, where the Supreme Court defined many guidelines and made specific recommendations for the Union of India to create an adequate statute to tackle sexual harassment in the workplace. 

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