SLI June 2024

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NURTURING A NATIONAL

CITIZEN SECURITY CULTURE

VALERUS: VMS WITH A VANTAGE

SURVEILLANCE REDEFINED: CP PLUS

ENVISIONS A SAFER, SMARTER INDIA

SEXUAL

HARASSMENT

& POSH ACT

June 2024

Volume VIII • Issue 11 • Monthly • New Delhi

(94 pages including 6 for cover)

RNI No. DELENG/2016/68892

`300/-

Redeﬁning Security for SECURITY FIRST, SECURITY FOREMOST!

(India’s Leading Monthly Magazine on Security, Safety & Fire)

NURTURING A NATIONAL

CITIZEN SECURITY CULTURE

VALERUS: VMS WITH A VANTAGE

SURVEILLANCE REDEFINED: CP PLUS

ENVISIONS A SAFER, SMARTER INDIA

STOP

SEXUAL

HARASSMENT

& POSH ACT

June 2024

Volume VIII • Issue 11 • Monthly • New Delhi

(94 pages including 4 for cover)

RNI No. DELENG/2016/68892

`300/-

Redeﬁning Security for SECURITY FIRST, SECURITY FOREMOST!

(India’s Leading Monthly Magazine on Security, Safety & Fire)

NURTURING A NATIONAL

CITIZEN SECURITY CULTURE

VALERUS: VMS WITH A VANTAGE

SURVEILLANCE REDEFINED: CP PLUS

ENVISIONS A SAFER, SMARTER INDIA

STOP

SEXUAL

HARASSMENT

& POSH ACT

June 2024

Volume VIII • Issue 11 • Monthly • New Delhi

(94 pages including 4 for cover)

RNI No. DELENG/2016/68892

`300/-

Redeﬁning Security for SECURITY FIRST, SECURITY FOREMOST!

(India’s Leading Monthly Magazine on Security, Safety & Fire)

Reach us at: editor@securitylinkindia.com

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Volume VIII n Issue 11 n June 2024

(94 pages including 6 for cover)

Editor

Santosh Pathak

SecurityLinkIndia

Registered Office

H-187/5, First Floor

Jeevan Nagar Market, Kilokari

(Near Maharani Bagh)

New Delhi - 110014

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Website: www.securitylinkindia.com

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of SecurityLinkIndia.)

From the

Editor’s Desk

ISO 9001-2015 CERTIFIED

Dear Readers,

Greetings from SecurityLinkIndia!

Sexual Harassment in itself is an evil – no matter where it occurs – at workplace or at home, or

anywhere in the society; no matter with male or female. It is a deadly menace all around the globe,

including India. Sexual Harassment is a complex issue stemmed from various factors including

societal, organizational, and individual dynamics. Understanding these factors is crucial for effectively

addressing and preventing sexual harassment. It often occurs in contexts where there is an imbalance

of power such as between supervisors and subordinates. Individuals in positions of authority may

exploit their power to harass those with less power. Besides, traditional gender roles and stereotypes

can also contribute to the harassment. Societal expectations about how men and women should

behave can lead to justifying inappropriate behavior or victim-blaming. In patriarchal societies, male

dominance and control are normalized, making it easier for men to harass women without facing

significant repercussions.

It may be attributable to a sort of toxic culture in organizations, which lack clear stance against

harassment, or where inappropriate behavior is tolerated or ignored. They create an environment

where harassment can thrive. Absence of well-defined policies, training programs and awareness

about sexual harassment can leave employees uninformed about their rights and the actions they can

take. And inapt and inadequate mechanisms for reporting and addressing complaints can discourage

victims from coming forward and that emboldens harassers.

There are various psychological factors that aggravate perpetrators’ behavior. Some harassers may

feel a sense of entitlement to behave inappropriately towards others, often driven by a belief that they

are immune to consequences due to their position or status. Such Individuals may lack empathy and

fail to recognize or care about the impact of their actions on others, leading to harassment. Sexual

harassment can be a means for some individuals to assert dominance, control, or aggression over

others.

The legal and structural factors are also accountable for the increasing instances of sexual

harassment. Inadequate laws or ineffective enforcement of existing laws can fail to deter harassers or

provide justice for victims. Besides, victims may fear retaliation such as losing their job or facing other

negative consequences, if they report harassment.

Remedies may be many, which may include to create safe work environment, promote

transparency, ensure fair and prompt investigation and resolution mechanisms for complainants,

increase awareness and conduct regular training, provide support systems such as counseling

and legal assistance for victims, apply consistent and appropriate consequences for perpetrators,

implement measures to protect individuals from retaliation after reporting harassment, and above all

frame a stringent law and legal system that do not let the perpetrators set free.

India has POSH Act i.e., the Sexual Harassment of Women at Workplace (Prevention, Prohibition,

and Redressal) Act, 2013, that aims to provide protection against sexual harassment of women at the

workplace and for the prevention and redressal of complaints of sexual harassment and for matters

connected therewith or incidental thereto.

This issue of SecurityLinkIndia publishes a comprehensive article on the subject in your perusal; trust

it will be an insightful information for you.

Till we meet next month, stay safe & happy reading!

With warm regards,

Santosh Pathak

Mob: +91 9968172237

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