What is the specific way to handle grievances of a woman employee?How should a counselor help her, what method should the counselor follow.
If she has been sexually harassed then how should she be counselled?How is her grievance settled
From India, Delhi
If she has been sexually harassed then how should she be counselled?How is her grievance settled
From India, Delhi
54
Hi Amit, I’m presenting my views, based on my knowledg which might help you..
Most of the companies are required to resolve the matter internally before seeking help from outside. Sexual Harassment could be summed up in following ways (inclusive but not exclusive)like unwanted advances, verbal conduct-passing derogatory or gross remarks, physical advances as blocking the way or by visual behavior. By far and large all the companies have policies against Sexual Harassment framed. It normally is handled by H.R department (grievance handling department). H.R Managers can handle such cases initially the HOD of the department has to be informed. Two ways could be adopted in handling such cases like Formal Method or Informal Methods which are self explanatory terms. Through this formal method the Manager tries to explain the gravity of situation, allegations made to the accused. Also, the Manager will clearly remind the rights and responsibilities of the accused and is given chance to respond. This can be done through process of mediation or reconciliation. This would end only if the harasser respects the sufferer’s agony to end such unwelcome behavior and in practice actually implements it. If not, then the formal procedure follows. Here in, a written complaint is made including who, what, where, when, the scope of the incident, and names of individuals involved. Such reports are submitted within days or on the spot without any delay. Companies must respect the confidentiality of the complaint and has to actively protect the complainant’s rights and respect.
An investigation is then carried out which might involve senior top most managers and can involve certain steps like discussing with the complainant as to what is expected as an outcome ,interview with the acussed,interview with other employees, volunteers who could assist, interviews with immediate boss and verification of relevant documents . On basis of this, course of action would be decided. This can encompass counseling, official warnings, formal apologies, disciplinary. A counselor is a trained and guided professional. They know which situation requires which kind of technique. To reduce the emotional pain of complainant they could use psychotherapeutic techniques, informal counseling etc and help in catharsis. When the level of anxiety / anger / hatred is reduced to a certain extent, where the complainant can help in the procedure then the next step (as mentioned above) could be decided.
Training Programs should be imparted in Companies which would equip every employee with the information about sexual harassment and its consequences. Thereby, sensitizing employees on the issue. Company should in all ways show its strong disapproval on such issues, inform employees about their rights and instruct them to report it (not to ignore or wait or feel helpless or offended).Assure them of the justified outcome and help them in re-affirming their faith in the company!
Hope this helps!
Take care and Rgds
Shalini
From India, Vadodara
Most of the companies are required to resolve the matter internally before seeking help from outside. Sexual Harassment could be summed up in following ways (inclusive but not exclusive)like unwanted advances, verbal conduct-passing derogatory or gross remarks, physical advances as blocking the way or by visual behavior. By far and large all the companies have policies against Sexual Harassment framed. It normally is handled by H.R department (grievance handling department). H.R Managers can handle such cases initially the HOD of the department has to be informed. Two ways could be adopted in handling such cases like Formal Method or Informal Methods which are self explanatory terms. Through this formal method the Manager tries to explain the gravity of situation, allegations made to the accused. Also, the Manager will clearly remind the rights and responsibilities of the accused and is given chance to respond. This can be done through process of mediation or reconciliation. This would end only if the harasser respects the sufferer’s agony to end such unwelcome behavior and in practice actually implements it. If not, then the formal procedure follows. Here in, a written complaint is made including who, what, where, when, the scope of the incident, and names of individuals involved. Such reports are submitted within days or on the spot without any delay. Companies must respect the confidentiality of the complaint and has to actively protect the complainant’s rights and respect.
An investigation is then carried out which might involve senior top most managers and can involve certain steps like discussing with the complainant as to what is expected as an outcome ,interview with the acussed,interview with other employees, volunteers who could assist, interviews with immediate boss and verification of relevant documents . On basis of this, course of action would be decided. This can encompass counseling, official warnings, formal apologies, disciplinary. A counselor is a trained and guided professional. They know which situation requires which kind of technique. To reduce the emotional pain of complainant they could use psychotherapeutic techniques, informal counseling etc and help in catharsis. When the level of anxiety / anger / hatred is reduced to a certain extent, where the complainant can help in the procedure then the next step (as mentioned above) could be decided.
Training Programs should be imparted in Companies which would equip every employee with the information about sexual harassment and its consequences. Thereby, sensitizing employees on the issue. Company should in all ways show its strong disapproval on such issues, inform employees about their rights and instruct them to report it (not to ignore or wait or feel helpless or offended).Assure them of the justified outcome and help them in re-affirming their faith in the company!
Hope this helps!
Take care and Rgds
Shalini
From India, Vadodara
I have been a counselor and trainer for the past 15 years. I feek it is important to build a bond and listen to the person first - unburdening has to happen. The person will open up only if she finds you non-judgemental, flexible and genuinely interested. Empathy is the answer instead of advising.
After the person has developed some confidence and trust in the person who is counseling, an action plan can be worked out along with the person concerned, pros and cons and feasibility of the plan should be worked out.
A professional counselor would help provided you can get a competent person.
Madhu
From India, Hyderabad
After the person has developed some confidence and trust in the person who is counseling, an action plan can be worked out along with the person concerned, pros and cons and feasibility of the plan should be worked out.
A professional counselor would help provided you can get a competent person.
Madhu
From India, Hyderabad
As a counsellor, its very important that first you listen to the person concerned. It may take a person some time to open up because sexual harassment is not an easy thing to undergo. Sometimes if the victim is very traumatised, its even more difficult to heal. The counsellor has to have patience and support the victim.
On the other hand the HR deptt. should make proper but discreet enquiries and take disciplinary action as per the organisational policy.
Regards
Prabha
From India, Ahmadabad
On the other hand the HR deptt. should make proper but discreet enquiries and take disciplinary action as per the organisational policy.
Regards
Prabha
From India, Ahmadabad
Hi,
I agree with Shalini completely. Based on my experience, I think that the counselling session(s) should be carried out by a woman (preferably). [Not every victim is likely to open up in the presence of male HRs].
Some of the basic steps that need to be taken up are:
1. Try and establish that an act HAS taken place and not mere misunderstanding
2. A woman HR should have a 1-on-1 with the victim. Primary requirements from the HR perspective are understanding and empathy
3. A male HR should have a counselling session with the Instigator, listen to his side of the incident. In case of genuine cause, counsel him how to treat women colleagues, both within the office premises as well as outside [Pls note that the instigator is likely to follow up the complaint outside office premises]
Be that as it may, the critical factor that we should remember is - HR's responsibility to the women colleagues extends beyond the purview of the office.
Any comments??
regards
VAMSI
I agree with Shalini completely. Based on my experience, I think that the counselling session(s) should be carried out by a woman (preferably). [Not every victim is likely to open up in the presence of male HRs].
Some of the basic steps that need to be taken up are:
1. Try and establish that an act HAS taken place and not mere misunderstanding
2. A woman HR should have a 1-on-1 with the victim. Primary requirements from the HR perspective are understanding and empathy
3. A male HR should have a counselling session with the Instigator, listen to his side of the incident. In case of genuine cause, counsel him how to treat women colleagues, both within the office premises as well as outside [Pls note that the instigator is likely to follow up the complaint outside office premises]
Be that as it may, the critical factor that we should remember is - HR's responsibility to the women colleagues extends beyond the purview of the office.
Any comments??
regards
VAMSI
the question of counselling by an inhouse person is not the solution....
a) form a sexual harassment commitee wth few members from NGOs engaged in the same..
b) conduct awareness programs for all be it contractor/ part timers etc..
the above two steps are in the long run and can be done by you a week later too.
at the moment, listen to both the parties, maintain absolute confidentiality ie no rumours in the cos..
next step is Quarantine, under no circumstances sahould the victim and the molester work together in same work area/uilding etc....
depending on circumstances of the case eg male senior being married too, it may involve an element of infidelity so divorce may be a possibility hence take women cell of the police dept in confidence...
if your company underplays matters, it is tantamout to organsied crime/ desturction of evidence etc and your cos may face severe liabilities later
surya
From India, Delhi
a) form a sexual harassment commitee wth few members from NGOs engaged in the same..
b) conduct awareness programs for all be it contractor/ part timers etc..
the above two steps are in the long run and can be done by you a week later too.
at the moment, listen to both the parties, maintain absolute confidentiality ie no rumours in the cos..
next step is Quarantine, under no circumstances sahould the victim and the molester work together in same work area/uilding etc....
depending on circumstances of the case eg male senior being married too, it may involve an element of infidelity so divorce may be a possibility hence take women cell of the police dept in confidence...
if your company underplays matters, it is tantamout to organsied crime/ desturction of evidence etc and your cos may face severe liabilities later
surya
From India, Delhi
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