Women's Safety at Workplace

In an era of remarkable progress and innovation, it is troubling to see how the treatment of women has not advanced as swiftly. The perception of women continues to be stereotyped and ingrained in society about "acceptable behavior,” and the workplace is no exception to this perception.

Despite policy reforms and growing awareness, women still encounter innumerable challenges that threaten their sense of security and well-being at work. Policies alone haven’t been enough to ensure women’s safety at workplace.

As women break barriers and rise to influential positions across several sectors, organizations must recognize the challenges surrounding them, mainly catering to their safety.

This blog will delve into those pressing issues and offer solutions to foster a supportive environment that ensures their safety.

Men and boys, we show our manhood through the way we treat our women. Our colleagues, our wives, our sisters, our mothers.
– Archbishop Desmond Tutu

Safety Challenges Faced by Women in the Workplace

Women in the workplace encounter challenges beyond the typical concerns of physical safety, impacting both their physical and mental well-being.

So, to address these problems, it is essential to understand the specific challenges. This section will discuss the obstacles and help you know how many different aspects challenge safety at work for women.

Physical Safety

1. Sexual Harassment

As per reports by NCRB, the victim count for workplace sexual harassment against women has increased from 402 in 2018 to 422 in 2022

The statistics testify to the alarming state of women’s safety at work. Sexual harassment continues to be a haunting issue in workplaces, which is exponentially on the rise. How can companies expect women employees to thrive when their fundamental right to safety is compromised?

Harassment has been one of the central factors contributing to emotional trauma and a significant decline in productivity, given how hostile the work environment becomes. Organizations that fail to take measures against the behaviors by allowing them to persist actively endorse toxic culture. Simply having superficial policies without effective and thorough implementation does nothing to safeguard the interests of women.

The failure to take a stand highlights their indifference to maintaining a secure workplace for women.

2. Physical Assault

Women are more susceptible to physical assaults, particularly in industries like retail, healthcare, and service sectors. The increasing number of violent cases against women raises questions about whether the organizations are doing enough to create a safe space for women or address their risks. Such inaction on their part is unacceptable and requires urgent attention.

Despite the implementation of safety measures and policies against violence and harassment, the fact that they continue to rise shows that people have waned off their morals and have disregard for the consequences of their actions.

This is where leadership must step in, introducing stricter policies and imposing harsher penalties on those who continue to engage in violent behavior or commit crimes against women.

3. Lack of Proper Safety Equipment

Safety equipment is mainly designed for male workers in industries predominated by men, such as construction, mining, or manufacturing. As a result, women are pushed to deal with hazardous materials and use poorly fitting gear, subjecting them to a higher risk of injury. Work-related injuries demonstrate how women’s physical safety is the slightest concern for the authorities, exposing their negligence.

This gender disparity shown on the part of authorities by putting women’s lives at risk hints at an alarming question of whether women’s safety is less important than men’s and work efficiency. Have women’s lives been reduced to such a lower slab?

Psychological Safety

4. Discrimination and Harassment

Irrespective of how progressive workplaces are, gender discrimination is still rampant everywhere. Women have consistently been facing subtle and overt forms of bias in their daily interactions, during promotions, and through microaggressions.

This discrimination and harassment goes beyond hurting feelings superficially. It pierces like a deep wound that impacts mental health by increasing stress, anxiety, and job dissatisfaction. For businesses, the cost is high absenteeism, turnover, and disengagement. The lack of psychological safety can churn negative consequences not only for those directly impacted but also for the entire workplace, eroding the organization’s culture.

5. Bullying and Intimidation

Bullying and intimidation are acts of outright harassment that poison the work environment with its toxicity, creating an oppressive atmosphere. Women often find themselves subjected to bullying and intimidation by male colleagues who leverage the power dynamics to satiate their hunger for domination. Such behaviors have profound consequences in the workplace. As a result, it lowers morale and impacts the company culture in a way that causes collaboration to suffer.

6. Limited Opportunities for Advancement

It is no secret that women have been barred from prospects and opportunities owing to their gender. While career advancement opportunities should be based on merit, not personal agenda or gender-biased, women find hurdles preventing them from channeling their full potential.

Companies lacking the power to promote women to leadership lose out on the diverse perspectives and innovative ideas that drive success. Such gender biases only contribute to decreased job satisfaction, reduced engagement, and high turnover.

Other Challenges

7. Work-life Balance

Women have always been associated with fulfilling all the roles that come their way, from managing domestic responsibilities to fulfilling their professional roles. Having to cater to multiple responsibilities, women struggle to maintain a healthy work-life balance, resulting in stress, burnout, and disengagement. Organizations must recognize that expecting women to handle dual roles without adequate support is not feasible. Providing flexibility and support systems is essential for fostering a balanced, productive, safe, and healthy workplace.

8. Pregnancy and Maternity Leave

Pregnancy is a celebration of life and not any hurdle to a career. But why are women made to perceive that motherhood is not compatible with career growth? This is because the workplaces make them feel that way. Women continue to face discrimination during pregnancy or upon returning from maternity leave.

As per the research, the following findings reveal:

• Nearly 1 in 10 said their treatment by colleagues changed negatively, increasing to 16% by a manager
• 15% were held back from a promotion, and more than 1 in 5 were not given the same opportunities as before

The very idea of providing inadequate maternity leave policies demonstrates how less concerned organizations are about women’s pivotal moment. Additionally, they face subtle biases and are also overlooked for promotions.

An organization that fails to extend support to new mothers isn’t just old-fashioned, but it is about driving away valuable talent. Companies must learn to respect and support their talents if they want them to thrive in their workplace.

9. Lack of Support Systems

There has always been a dearth of workplace support systems to address safety concerns and other challenges women face. This absence of support can have negative consequences on women, leaving them to tackle discrimination, harassment, or career stagnation all alone.

Organizations must realize that simply implementing policies is not enough to solve issues. Instead, transparent and accessible channels must be established where women can voice their concerns and receive actionable support.

10. Implementing Clear Policies and Procedures to Prevent and Address Harassment and Discrimination

One of the biggest challenges the organizations face is not the absence of policies but their ineffective implementation. There’s a big difference between enlisting policies on paper and implementing them effectively. Too often, these policies never really move beyond papers; even if they are enforced, people do not abide by them or misunderstand them.

This gap between policy and the actual practice creates a culture where women employees feel uncertain about their rights and are often skeptical of the results if they report crimes.

Additionally, many businesses struggle to update these policies to meet the evolving workplace dynamics and behaviors. There is also the challenge of ensuring that the policies are comprehensive and accessible to diverse teams, catering to different requirements.

11. Providing Training for Employees on Workplace Safety, Harassment Prevention

Training programs oriented towards employee safety are another challenge that falls short of their objectives. In several cases, organizations offer one-size-fits-all training, overlooking the differing requirements and mainly checking the box of requirements rather than having a genuine interest in educating employees. This approach fosters a sense of indifference among employees, who may not take these sessions seriously.

In addition, most training programs fail to sufficiently engage or tackle real-world scenarios that employees may encounter. Without proper training, employees lack the necessary skills to recognize harassment or unsafe behaviors.

12. Creating a Culture of Respect and Inclusivity in the Workplace

Shaping a culture of respect and inclusivity is way more complicated than it is perceived to be. Many organizations tend to preach inclusivity, but they fall short in addressing the issues of inequality, discrimination, and harassment.

In many workplaces dominated by traditional hierarchies, gender imbalances, and informal networks, women frequently face exclusion from decision-making processes, mentorship opportunities, and social circles.

The real challenge lies in the fact that respect and inclusivity are not something that can be mandated. They need to be ingrained in the organizational culture from the inception and are eventually reflected in everyday interactions and values of the organization.

13. Encouraging Open Communication Between Employees and Management

Clear communication is another aspect that organizations lack in many ways. A significant barrier to open communication is fear. It can be a fear of retaliation, getting misunderstood, and risking career prospects. Irrespective of installing reporting channels, women hesitate to raise their voices about harassment or unsafe working conditions because they do not trust that their complaints will be addressed effectively.

This fear and mistrust brings a big communication gap between employers and women employees, limiting transparency and hindering the organization’s ability to create a supportive and safe work environment.

14. Providing Support Services for Women Who Experience Harassment or Discrimination

Support services such as counseling or legal resources are significant for women facing harassment or discrimination. However, organizations struggle to provide easy access to these services.

These supportive measures are also underutilized because they are either poorly communicated among employees or they are stigmatized to a level that instills fear of shame or tarnishing reputation dominates the mindset of women.

Ways to Improve Women’s Safety in the Workplace

After understanding the challenges in detail, the next step is to address them proactively. Women’s safety should be the priority for every organization, and this requires eliminating unsafe conditions and fostering an environment that allows women to thrive and bloom in their careers. Let us dive deep.

1. Sexual Harassment Policy

As per the Human Rights Watch report, “women around the world are disproportionately impacted by gender-based violence including sexual harassment and assault at work.”

Having a sexual harassment policy is fundamental to any organization. It should clearly define:

• Sexual harassment and its forms
• Explain the zero-tolerance approach
• Educate on inappropriate conduct
• Outline consequences

However, simply having a policy on paper is not enough. It has been a practice among many organizations to draft policies as formalities only to comply with legal regulations. The real challenge lies in ensuring the policies are well-understood, strictly enforced, and regularly updated.

Having said that, a strong sexual harassment policy is one that avoids complex legal jargon and provides clear definitions, processes, and consequences. Effective implementation requires a sincere commitment from leadership to ensure that they create a safe and trustworthy system where women feel secure, knowing that any misconduct will be addressed severely without any prejudice or delay.

2. Create Awareness Among the Employees

It is disturbing to witness how many people remain unaware of women’s safety and its importance in the workplace. Given the rising harassment cases, many still do not prioritize women’s safety at work.

Therefore, it is necessary to raise awareness of harassment, discrimination, and women’s safety, but it needs to be done thoughtfully. Many organizations are prone to conducting generic training sessions that do not resonate with the employees, thus making it ineffective.

Awareness programs should be comprehensive, ongoing, and tailored to specific workplace environments. Employees also need to understand the different forms of harassment, from inappropriate comments to overt behavior.

Training must emphasize that harassment is not solely the victim’s responsibility to combat but everyone’s responsibility. An awareness approach requires companies to foster a workplace culture where colleagues and management immediately identify and address inappropriate behavior.

3. Encourage Women to Express

One of the biggest hurdles while addressing workplace harassment and safety concerns is the fear wrapped around women when having to speak up. Many women hesitate to voice their concerns or report incidents for fear of retaliation, career damage, or dismissal.

This silence is the result of a culture conditioning women to stick to an “acceptable” behavior and discouraging them from becoming expressive. This fails to support open communication and less reporting of incidents.

Having said that, encouraging women to step out of their silent zone and making them express themselves will require more than offering anonymous reporting channels. It demands a transparent and supportive environment with reporting safety, where women feel their voices will be heard and acted upon. Leaders need to cultivate a culture where reporting incidents is not stigmatized but perceived as necessary for improvement.

HR leaders and executives must champion this change, ensuring women feel empowered to express concerns without consequence.

4. Role of an HR

HRs have a major role to play in women’s safety, which is often underestimated. HRs are not limited to enforcing policies alone; they are the architect of a safe and inclusive culture. Yet, the HR department struggles to bridge the gap between policy enforcement and employee trust. As a result, employees are not confident to share their safety issues with them.

To reshape this perception, HR must showcase themselves as visible advocates of women’s safety by ensuring that incidents are tackled with discretion, fairness, and urgency. They must also be proactive in regularly reviewing the workplace environment, conducting surveys, gathering feedback from female employees, and addressing safety concerns before they escalate, all of which will help them develop trust among employees.

5. Internal Complaints Committee (ICC) on Women’s Safety

The Internal Complaints Committee (ICC) is a mandatory body established under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. Its core purpose is to address, prevent, and resolve sexual harassment cases in the workplace, ensuring that women can have a safe and harassment-free environment to work. The ICC is required for any organization comprising ten or more employees, constituted in a way to handle complaints from female employees regarding sexual harassment.

ICC members must be thoroughly trained, not only centering on the legalities of harassment but also with empathetic communication and conflict resolution. Transparency in ICC’s processes holds the key to building trust among employees as it demonstrates that the committee is impartial and committed to upholding safety standards.

6. Leadership Accountability in Women’s Safety

Leadership accountability is central to creating a safe workplace for women. Without the committed backing of leaders, safety policies and initiatives lack the influence needed to drive meaningful cultural change.

CEOs and CHROs need to set the tone and example by publicly committing to women’s safety, addressing reported issues transparently, and taking quick and decisive action while dealing with problems. The sincerity shown in their approach can bring a significant change in ensuring the necessary safety for women.

7. Safe Transportation and Workplace Infrastructure

Physical safety is not simply ensured only within the four walls of an office. There are industries where off-site work and late-night shifts are common, where organizations must arrange safe transportation and secure infrastructure. Providing safe parking areas, well-lit walkways, and secure office buildings cover the basic requirements.

Adding on to that, organizations must provide resources such as transportation services or safety alerts, particularly for employees traveling for work. Ensuring these measures are in place provides employees with the security they need, regardless of where their work takes them.

8. Maternity and Parental Support

Organizations will risk losing talent if a workplace fails to provide adequate support for pregnancy and maternity. The lack of facilities will only lead to workplace stress and early exits.

This is where HR leaders must take their stand to advocate for comprehensive maternity and parental policies covering extended leave, flexible hours, and access to childcare services. Such support will make women feel safer and calmer, where women will have something less to fret over and feel supported to embrace pregnancy without any hassle.

This not only improves employee retention but fosters a work environment where women feel genuinely supported through all stages of their careers.

9. Providing Mental Health Support for Women

Women who experience harassment and feel unsafe at work often suffer from stress, anxiety, and trauma. This leaves an overall impact on their well-being and, eventually, performance. Organizations must intervene before things take a sour turn. They must provide mental health support through counseling services, employee assistance programs, or access to external mental health professionals to maintain their mental well-being.

Also, designing a dedicated mental health resource helps address issues like harassment and workplace trauma and is vital for recovery. Employees feel supported in overcoming these challenges and fostering a healthier workplace.

10. Gender Pay Equality and Fair Treatment

The inequality that persists on a gender basis gives way to several other disparities, making women feel undervalued and unsafe.

Gender pay disparity is one of the significant factors that majorly contributes to systemic biases and shaping a culture devoid of women’s respect and value. When women are not fairly paid, there is a direct lack of respect for their contributions among their counterparts. This lack of respect then seeps into other areas like workplace behavior, impacting their sense of safety and inclusion.

Therefore, ensuring equal and fair pay for the same work is not only a legal obligation but a moral imperative, underscoring a commitment to respect and inclusivity. Conducting regular pay audits and establishing transparent salary structures are essential steps to get rid of any form of gender-based discrepancies. This fosters an environment where every employee’s contributions are equally valued.

Recommended Resource: 13 Ways to Promote Gender Equality in the Workplace

Conclusion

After garnering a comprehensive understanding of the challenges and corrective actions around women’s safety, it is essential to monitor and address any unsafe conditions within the workplace actively.

As HR professionals and organizational leaders, you must prioritize women’s workplace safety by creating an environment free from biases and stereotypes and allowing women to prosper in their respective roles.

Recommended Resource: 10 Ways of Celebrating International Women's Day At Work

FAQs

How can companies address and prevent subtle forms of discrimination?

Organizations can tackle subtle discrimination by promoting open communication, conducting bias training, and implementing mentorship programs. Regularly assessing workplace culture through surveys and feedback, along with continuous DEI (Diversity, Equity, and Inclusion) efforts, are essential for identifying and addressing implicit biases that impact women.

How do organizations support women who need to work remotely or in hybrid roles due to safety concerns?

Flexible work options, including remote and hybrid models, can enhance safety by reducing the need to travel to potentially unsafe locations. Organizations should support women in these roles by providing the necessary resources for remote work, clear communication, and access to technology that enables safe collaboration. Flexibility can also extend to adapting hours to meet safety needs, such as avoiding travel during late hours.

This article is written by Riha Jaishi, a Content Writer at Vantage Circle. Apart from being an active and keen writer, she is generally found reading books and articles, feasting her eyes on food videos, and binging on her favorite shows and discussing them. For any related queries, contact editor@vantagecircle.com