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This Form Of Workplace Abuse Is As Real As Sexual Harassment

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By Radhika Jhaveri:

Consider this scenario: You have been accepted for a certain position in a company. The HR has not been very clear about the profile but you desperately need a job and this is the only current option you have, so you accept the offer. You accept whatever terms and conditions they put in front of you (you are thinking about paying the rent, electricity and phone bills and don’t pay much attention to the document that you are signing).

On your first day at work, you are curious, scared, nervous, a little anxious and excited all in equal measure. You are expecting challenging and exciting work and are eager to prove yourself. Your first day is spent hanging around the office with nothing to do and is filled with day one awkwardness. But you expect it to get easier as the days go by. A week goes by, then another and another. But no one talks to you; no one explains to you your job profile. You spend afternoon after afternoon eating solitary luncheons. You are desperately lonely and sad but at the same time, you are getting better at your work. The profile is not what was promised to you in your interview, the work is dull and unexciting but you manage to do it somehow.

After a while, people start noticing that you are smart and getting better at your job. It generates fear and insecurity among those who have been there longer and they start harassing you. They employ a number of tactics – spreading rumours about you among the staff, ganging up and making sure you fail to perform at the required standards, setting unrealistic targets, declining leaves etc. All initiatives that you propose are rejected while you are constantly chided for not providing ‘intellectual inputs’. Your work is appropriated by your superiors and credit due to you is entirely denied. You get called into meetings with your boss and get yelled at in front of all your colleagues. You start coming home drained of all energy and wake up with immense lethargy and no willingness to go to office in the mornings. But you drag yourself out of bed anyway and go to work. After a while, it just gets too much and you come home every day with tears in your eyes. Eventually you quit. Does this sound familiar? If yes, then it is possible that you are a victim of emotional harassment at the workplace.

For representation only.
For representation only.

Work place harassment is not a topic that usually finds its place in popular discourse. Sure, sexual harassment at the workplace finds mention every now and then but other forms of harassment are largely ignored. Hours of internet research on emotional harassment and/or bullying at the workplace brought certain key aspects to my attention about its nature. Yelling, screaming, giving the ‘silent treatment’, giving a cold shoulder and excluding someone from the group, put downs, insults, excessively harsh criticism, withholding information and setting of unreasonable targets are all examples of emotional harassment.

We all face emotional abuse at our work places but we rarely talk about it. Any voice that tries to draw attention to this reproachful act is quickly silenced. We are counselled against fighting back and pointing out the abusive treatment that is meted out to us. We are told that this is the way things are and we better get used to it and be quick about it. Verbal abuse has been normalised over the years and it is not only ignored but accepted as a common work place phenomena. Bosses are rude, impolite and obnoxious and there is not a thing we can do to change that. Superior high-handedness is something we are taught to expect and learning how to navigate our way through company politics is expected out of all of us. After all, we do behave as though company hierarchy is a rule of nature and must be accepted as such.

Emotional abuse or harassment is as real as sexual harassment and is a bitter reality of the work place environment. It results in, among other things; depression, anxiety, nervousness and a gradual erosion of self confidence. It forces workers to quit their jobs because of the effect it has on their mental and physical well being. Victims are unable to hold on to their jobs and thereby suffer enormous set backs in their careers and their financial stability.

The causes of work place harassment are disputed. Some believe that the blame lies with the victims for they provoke such behaviour from their co-workers and superiors while others, like me, disagree. To me, the problem lies with the fact that most workplaces still follow a hierarchical organisational structure. A structure wherein one individual is placed in a position of power over the other is bound to result in abuse and harassment, especially when grievance redressal mechanisms are altogether absent. Power is a corrupting influence and as Lord Acton famously said, ‘Absolute power corrupts absolutely.’

The Stanford Prison experiments conducted at Stanford University led by psychology professor Philip Zimbardo in the 1970s revealed the influence that power had on human behaviour. His experiments uncovered how otherwise normal human beings turned abusive, resorted to torture and did and said things they would not have otherwise said or done. Much has been written about the nature of power and many social experiments conducted to prove its influence over people. However, not much has been done to ensure a level-playing field at work places. We need to spread awareness by talking about workplace harassment because most victims prefer to bear the abuse in silence instead of speaking up. The longer we remain silent, the higher the chances that the issue remains in the shadows, unacknowledged but all the while growing larger and stronger.

angry man
For representation only. Source:

India has laws that safeguard employees from workplace discrimination and harassment. Article 15 in the Indian Constitution prohibits the state from discriminating on the grounds of religion, race, caste, sex and place of birth in various day-to-day activities. Some of the other Acts that help safeguard labour rights include but are not limited to: protection under the Equal Remuneration Act 1976, Industrial Employment (Standing Orders Act), 1946, Persons with Disabilities Act 1995, Workmen’s Compensation Act, 1923, Industrial Disputes Act, 1947, Maternity Benefits Act, 1961 etc.

However, India has no comprehensive Act that can safeguard the rights of workers, especially when it comes to emotional harassment. Instances of employees being able to seek redressal and claim damages for the abuse that they encounter are incredibly rare in India. In most of the cases, the employee is forced to leave his or her place of employment at the risk of not finding paid work elsewhere. In most companies, where members of the staff do manage to get their voices heard, attention is diverted to the quality of their work rather than the nature of their complaints. This treatment of those who come forward with their complaints serves as an example for others who may in the future dare to report their superiors for misconduct. It is not easy to drag a company to court for an individual. Apart from the expense of filing the law suit; the chances of an individual employee being able to match the might of a wealthy and powerful corporate body is extremely low. Such a fight would not be unlike that of David and Goliath. The company may counter sue the employee just to make an example out of him or her. There is also the added risk of being viewed as a litigious employee which may harm future prospects of being hired. The only recourse that an employee can resort to is to leave his or her job.

Different people react differently to authority, especially one that is abusive. Most of us adjust ourselves to it. This meekness is not necessarily a reflection of our true selves but merely a coping mechanism that we develop in order to survive. I have seen most of my colleagues employ varied coping mechanisms to deal with difficult superiors and co-workers. Violence and injustice are a reality of everyday life. It is juvenile to expect bullying and harassment to disappear from society. However, it is not unrealistic to demand that such incidents be reported and action taken against perpetrators. As adults, most of us are going to have to spend maximum amount of our time at the workplace. In such a scenario, it makes no sense whatsoever to allow abuse to continue and refuse to speak up against those who perpetrate it.

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An ambassador and trained facilitator under Eco Femme (a social enterprise working towards menstrual health in south India), Sanjina is also an active member of the MHM Collective- India and Menstrual Health Alliance- India. She has conducted Menstrual Health sessions in multiple government schools adopted by Rotary District 3240 as part of their WinS project in rural Bengal. She has also delivered training of trainers on SRHR, gender, sexuality and Menstruation for Tomorrow’s Foundation, Vikramshila Education Resource Society, Nirdhan trust and Micro Finance, Tollygunj Women In Need, Paint It Red in Kolkata.

Now as an MH Fellow with YKA, she’s expanding her impressive scope of work further by launching a campaign to facilitate the process of ensuring better menstrual health and SRH services for women residing in correctional homes in West Bengal. The campaign will entail an independent study to take stalk of the present conditions of MHM in correctional homes across the state and use its findings to build public support and political will to take the necessary action.

Saurabh has been associated with YKA as a user and has consistently been writing on the issue MHM and its intersectionality with other issues in the society. Now as an MHM Fellow with YKA, he’s launched the Right to Period campaign, which aims to ensure proper execution of MHM guidelines in Delhi’s schools.

The long-term aim of the campaign is to develop an open culture where menstruation is not treated as a taboo. The campaign also seeks to hold the schools accountable for their responsibilities as an important component in the implementation of MHM policies by making adequate sanitation infrastructure and knowledge of MHM available in school premises.

Read more about his campaign.

Harshita is a psychologist and works to support people with mental health issues, particularly adolescents who are survivors of violence. Associated with the Azadi Foundation in UP, Harshita became an MHM Fellow with YKA, with the aim of promoting better menstrual health.

Her campaign #MeriMarzi aims to promote menstrual health and wellness, hygiene and facilities for female sex workers in UP. She says, “Knowledge about natural body processes is a very basic human right. And for individuals whose occupation is providing sexual services, it becomes even more important.”

Meri Marzi aims to ensure sensitised, non-discriminatory health workers for the needs of female sex workers in the Suraksha Clinics under the UPSACS (Uttar Pradesh State AIDS Control Society) program by creating more dialogues and garnering public support for the cause of sex workers’ menstrual rights. The campaign will also ensure interventions with sex workers to clear misconceptions around overall hygiene management to ensure that results flow both ways.

Read more about her campaign.

MH Fellow Sabna comes with significant experience working with a range of development issues. A co-founder of Project Sakhi Saheli, which aims to combat period poverty and break menstrual taboos, Sabna has, in the past, worked on the issue of menstruation in urban slums of Delhi with women and adolescent girls. She and her team also released MenstraBook, with menstrastories and organised Menstra Tlk in the Delhi School of Social Work to create more conversations on menstruation.

With YKA MHM Fellow Vineet, Sabna launched Menstratalk, a campaign that aims to put an end to period poverty and smash menstrual taboos in society. As a start, the campaign aims to begin conversations on menstrual health with five hundred adolescents and youth in Delhi through offline platforms, and through this community mobilise support to create Period Friendly Institutions out of educational institutes in the city.

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A student from Delhi School of Social work, Vineet is a part of Project Sakhi Saheli, an initiative by the students of Delhi school of Social Work to create awareness on Menstrual Health and combat Period Poverty. Along with MHM Action Fellow Sabna, Vineet launched Menstratalk, a campaign that aims to put an end to period poverty and smash menstrual taboos in society.

As a start, the campaign aims to begin conversations on menstrual health with five hundred adolescents and youth in Delhi through offline platforms, and through this community mobilise support to create Period Friendly Institutions out of educational institutes in the city.

Find out more about the campaign here.

A native of Bhagalpur district – Bihar, Shalini Jha believes in equal rights for all genders and wants to work for a gender-equal and just society. In the past she’s had a year-long association as a community leader with Haiyya: Organise for Action’s Health Over Stigma campaign. She’s pursuing a Master’s in Literature with Ambedkar University, Delhi and as an MHM Fellow with YKA, recently launched ‘Project अल्हड़ (Alharh)’.

She says, “Bihar is ranked the lowest in India’s SDG Index 2019 for India. Hygienic and comfortable menstruation is a basic human right and sustainable development cannot be ensured if menstruators are deprived of their basic rights.” Project अल्हड़ (Alharh) aims to create a robust sensitised community in Bhagalpur to collectively spread awareness, break the taboo, debunk myths and initiate fearless conversations around menstruation. The campaign aims to reach at least 6000 adolescent girls from government and private schools in Baghalpur district in 2020.

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A psychologist and co-founder of a mental health NGO called Customize Cognition, Ritika forayed into the space of menstrual health and hygiene, sexual and reproductive healthcare and rights and gender equality as an MHM Fellow with YKA. She says, “The experience of working on MHM/SRHR and gender equality has been an enriching and eye-opening experience. I have learned what’s beneath the surface of the issue, be it awareness, lack of resources or disregard for trans men, who also menstruate.”

The Transmen-ses campaign aims to tackle the issue of silence and disregard for trans men’s menstruation needs, by mobilising gender sensitive health professionals and gender neutral restrooms in Lucknow.

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A Computer Science engineer by education, Nitisha started her career in the corporate sector, before realising she wanted to work in the development and social justice space. Since then, she has worked with Teach For India and Care India and is from the founding batch of Indian School of Development Management (ISDM), a one of its kind organisation creating leaders for the development sector through its experiential learning post graduate program.

As a Youth Ki Awaaz Menstrual Health Fellow, Nitisha has started Let’s Talk Period, a campaign to mobilise young people to switch to sustainable period products. She says, “80 lakh women in Delhi use non-biodegradable sanitary products, generate 3000 tonnes of menstrual waste, that takes 500-800 years to decompose; which in turn contributes to the health issues of all menstruators, increased burden of waste management on the city and harmful living environment for all citizens.

Let’s Talk Period aims to change this by

Find out more about her campaign here.

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A former Assistant Secretary with the Ministry of Women and Child Development in West Bengal for three months, Lakshmi Bhavya has been championing the cause of menstrual hygiene in her district. By associating herself with the Lalana Campaign, a holistic menstrual hygiene awareness campaign which is conducted by the Anahat NGO, Lakshmi has been slowly breaking taboos when it comes to periods and menstrual hygiene.

A Gender Rights Activist working with the tribal and marginalized communities in india, Srilekha is a PhD scholar working on understanding body and sexuality among tribal girls, to fill the gaps in research around indigenous women and their stories. Srilekha has worked extensively at the grassroots level with community based organisations, through several advocacy initiatives around Gender, Mental Health, Menstrual Hygiene and Sexual and Reproductive Health Rights (SRHR) for the indigenous in Jharkhand, over the last 6 years.

Srilekha has also contributed to sustainable livelihood projects and legal aid programs for survivors of sex trafficking. She has been conducting research based programs on maternal health, mental health, gender based violence, sex and sexuality. Her interest lies in conducting workshops for young people on life skills, feminism, gender and sexuality, trauma, resilience and interpersonal relationships.

A Guwahati-based college student pursuing her Masters in Tata Institute of Social Sciences, Bidisha started the #BleedwithDignity campaign on the technology platform, demanding that the Government of Assam install
biodegradable sanitary pad vending machines in all government schools across the state. Her petition on has already gathered support from over 90000 people and continues to grow.

Bidisha was selected in’s flagship program ‘She Creates Change’ having run successful online advocacy
campaigns, which were widely recognised. Through the #BleedwithDignity campaign; she organised and celebrated World Menstrual Hygiene Day, 2019 in Guwahati, Assam by hosting a wall mural by collaborating with local organisations. The initiative was widely covered by national and local media, and the mural was later inaugurated by the event’s chief guest Commissioner of Guwahati Municipal Corporation (GMC) Debeswar Malakar, IAS.

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