10 Acts considered as SEXUAL HARASSMENT at workplace that all female hoteliers must know

10 Acts considered as SEXUAL HARASSMENT at workplace that all female hoteliers must know

Our lives begin to end the day we become silent about things that matter - Martin Luther King


While we are toiling to make our career castle and running on the steps of career growth, we are bound to come across many work related issues, and one of them being sexual harassment at work place. In 80s the female workforce around the globe was comparatively less than what it is today. With the increasing ratio of the female workforce, the issue of sexual harassment came into highlight when Anita Hill of US in 1991, who was an employee in Education Department, alleged her colleague Thomas for bragging her with discussions of sex acts, bestiality and pornography.


In India the law on Prevention Of Sexual Harassment against female employees at the workplace, was enacted with effect from 23rd April, 2013. The ruling has been passed almost 16 years after the Supreme Court of India, in its landmark judgement in Vishaka and others Vs. State of Rajasthan case, which finally laid down the Vishaka guidelines mandatory for every employer to provide a mechanism to redress grievances and enforce the right to gender equality of working women (Facts and finding source – google & ).


Consecutively in hotel jobs or in hospitality sector, the probability of sexual harassment cases can be more, considering the possibilities of female employees, not only interacting with fellow colleagues, but also with the clients and customers outside the organization. And at times a female employee is not comfortable enough to discuss or escalate such issues she is facing, due to the job insecurity or any other reason. Hence, hotels like The Taj Group, The Oberois and etc. have a strong POSH (Prevention Of Sexual Harassment) redressal committees , where in the prime objective of the committee is – zero tolerance for sexual harassment. This brings an important aspect for the employees to know what the Employer’s obligations are on behalf of POSH are:

§ Provide safe working environment, especially to female workforce.

§ Display noticeably in the office premises, the penal consequences of indulging in acts that may constitute sexual harassment and the compositions of the internal complaints.

§ Organise workshops and awareness programs for all employees of the Organization and compulsorily for all female employees.

§ Treat sexual harassment as misconduct under the rules and guidelines of Policy of Prevention of Sexual Harassment.


While we know now the responsibilities of the Organization in terms of Prevention of Sexual Harassment at work place, it is equally important to know and understand what sexual harassment is or what kind of acts come under sexual harassment. We have listed below in


10 ACTS considered as SEXUAL HARASSMENT at work place:

  1. Physical contact and advances
  2. A demand or request for sexual favours
  3. Making sexually coloured remarks
  4. Showing pornography
  5. Any other unwelcome physical, verbal or non-verbal conduct of sexual nature
  6. Implied or explicit promise of preferential treatment in her employment
  7. Implied or explicit threat of detrimental treatment in her employment
  8. Implied or explicit threat about her present or future employment status
  9. Interference with a her work or creating an intimidating or offensive or hostile work environment for her
  10. Humiliating treatment likely to affect her health or safety


Moreover, above all the laws and policies it is very important to be aware and speak out. If you are silent or unaware, no policy, guidelines and redressal committees can help you come out of your glitches. At last it’s you who is suffering and forbearance is not the answer for everything, especially in cases like sexual harassment at workplace.



You may find more related details of POSH in these website

Ministry of women & Child Development of India - (or)