5 Ways to Ensure Women's Safety in Workplace

Approaches to creating awareness and solutions for safe workplace spaces rather than just ensuring basic women’s safety in physical locations.

She is constantly on edge, her senses heightened, her mind racing. While focus and drive for work are non-negotiables to her, she finds it difficult to relax with every muffled conversation, seemingly magnified to her mind. Every interaction, every glance fraught with uncertainty. Unafraid to speak up but hesitant of her opinions being dismissed or labelled as difficult, stuck in the loop of inhibitions. And so, she keeps her head down, delivering what is expected of her without seeking what the workplace has to rightfully do for her in exchange… 

How did reading this make you feel? Were you able to relate to it yourself or thought of someone you know feels like this on the daily? And no, the onus of a woman’s safety in the workplace is not on her alone. Women’s safety awareness and solutions to it are the responsibility of every stakeholder who is part of the system.

Irrespective of the organisation, the scale, and the platform, spaces that bring out such associations to any person(s), especially women, are without a doubt: UNSAFE. Beyond just raising alarm bells about safety in the workplace, it should make us question the kind of spaces we accommodate that normalise a place of work which makes one feel this vulnerable for all the wrong reasons.

Now, I have been “lucky” to have worked at places that were as accommodating as possible and continue to evolve with the times. But again, it is unfortunate that we have to view them as “privileges”. The subtle shifts necessary to adapt to the needs and basic prerequisites to ensure safety – literally and as a sense of environment – is the need of the hour, both data and people around us are testament to it.

When talking about women’s safety, we have been conditioned to address it primarily only from a sexual abuse angle. Now, according to a study by the International Labour Organisation (ILO), 1 in 3 women have experienced sexual harassment or violence at work. [ILO, 2021] So it is understandable given the society we navigate today, but it becomes reductive and strips off the nuance needed to ensure a SAFE SPACE at work, rather than just safety  — Beyond sexual harassment, women are also at risk of physical and psychological violence in the workplace. This can include threats, intimidation, and assault. [WHO, 2020]

So, let’s start with the actual, acceptable definition: “A safe workplace for women is a work environment where they feel secure, respected, and free from harassment, discrimination, and physical harm — so they can thrive without fear.” 

Safe spaces are more than mere physical locations. It is also about what it does in terms of psychological well-being, where individuals can feel secure, valued, and respected. For women, these spaces are particularly crucial, given the pervasive threat of gender-based violence and discrimination. However, creating such a space requires more than just good intentions. 

It demands a concerted effort from all stakeholders – from top management to individual employees – and it all begins with small, subtle mindset changes building up to achievable policies and actions.

1. Mutual respect is the crux of the culture, in work or otherwise

"Respect is the cornerstone of any relationship, whether it's personal or professional" - Indira Gandhi, India’s first woman prime minister.

To even imagine any workplace as anything close to “healthy”, it needs to have an environment where everyone, regardless of gender, is treated with dignity, mutual respect, and courtesy. This means that everyone, from the CEO to the newest intern, must be held accountable for their behaviour. Respectful interactions, both verbal and nonverbal, should become the norm.

This includes shunning any form or hints of sexist remarks, of course, but also subtly yet firmly establishing that strict policies against harassment and discrimination will come into force if need be. The awareness around the Sexual Harassment of Women at Workplace Act, 2013 (commonly known as POSH Act) must be commonplace. 

2. Clear and enforceable policies, on paper and in practice

"We need to create a world where policies and practices are aligned with our values" - Malala Yousafzai, a Nobel Peace Prize laureate and an international symbol of the fight for girls’ education.

We addressed the POSH Act, but just having clear policies in place is not enough; these policies must be rigorously enforced at the right time and with full transparency. 

Point to note: As per NCRB, the victim count for workplace sexual harassment against women has increased from 402 in 2018 to 422 in 2022. This is extra cause for concern because it is well-established that women under-report crimes against them due to fear of repercussions, inadequate awareness, and societal biases. (ISDM, 2024)

The right processes in terms of policy implementation include having well-defined procedures for reporting incidents of harassment or discrimination, ensuring that complaints are taken seriously, and providing support to survivors. Setting the right precedent can make progress two-fold as women will feel safer and also be confident to come out with the issues they are facing. 

3. In action: More on the technicalities of the process

"Good policy is good politics" - Margaret Thatcher, Britain’s first female prime minister

Irrespective of the approach, all complaints must be taken seriously with prompt, impartial investigations – this is very telling about how inclusive and well-represented the HR and top management are in any given place. Confidentiality and protection for complainants goes without saying but it shouldn’t just stop with the process alone. Resources and facilities must be extended to provide access to counselling, legal assistance, or other support services for victims of harassment or discrimination. 

While these are legal obligations, what makes a real difference is when they are treated as moral imperatives.

4. Workshops, training, and awareness building

"The best way to predict the future is to create it" - Eleanor Roosevelt, longest serving First Lady of the US

We go into this with the presumption that most of your organisations/workplaces are increasingly inclusive and have made space for diverse sets of people to work together. Even then, assuming knowledge and disregarding lack of awareness as a real problem must be actively avoided. Thus, training employees on gender sensitivity, harassment prevention, and bystander intervention is crucial. 

Such programs when treated as a mandate can help to raise awareness about the issue of gender-based violence, challenge harmful stereotypes, and equip employees with the tools they need to create a safer workplace. Again, they should also be tailored to the specific needs of the organisation and the demographics of the workforce.

5. Spotlight on the role of men, other allies

“The fight for women's safety is a collective responsibility” - Arundhati Roy, Indian author, Man Booker Prize winner and activist.

A diverse and inclusive workplace is one where everyone feels valued and respected. Further, a workplace becomes more equitable and just when everyone is held accountable, even more so for those who come from privilege and have the luxury of being oblivious to ground realities – men.

One of the most powerful ways men – our biggest, potential allies – can contribute is by speaking up. Also called bystander intervention, because their voices can serve as a deterrent to discriminatory or harassing acts. By calling out inappropriate comments or actions, they send a clear message that such behaviour will not be tolerated. This not only protects women but also creates a culture of accountability for everyone in the workplace.

Education is another crucial aspect – about gender dynamics, unconscious bias, and the experiences of women in the workplace. By understanding these issues, they can become more aware of their own biases and how they might contribute to a hostile environment. Additionally, this knowledge can equip them to challenge harmful stereotypes and advocate for policies even further.

While we champion men speaking up, it shouldn’t come at the cost of speaking over and above the voices that need to be heard. So, a supportive environment includes them actively listening to women's experiences and concerns. This not only fosters a sense of trust and collaboration but makes it a more positive and inclusive space for everyone.

A call to action, for change:  Women’s safety in the workplace is non-negotiable. She cannot keep looking over her back. She should not be, not more than what any man has to. It's time to break down the barriers that have held women back for so long, at work first and otherwise, and build a future where everyone can thrive. Beyond basic women’s safety, let’s build a conversation on what it takes to envision spaces as truly safe for all.

Also, for those of you who want to learn more about the POSH Act, here’s a resource I found helpful: https://www.indianbarassociation.org/wp-content/uploads/2016/08/what-is-POSH.pdf

References: 

https://womensafetywing.telangana.gov.in/sahas/about-workplace-safety/

https://www.isdm.org.in/blog/its-womens-day-but-on-ground-little-has-changed#

https://pasternaklaw.com/sexual-harassment-in-the-workplace-statistics/

https://www.dianova.org/news/a-silent-colleague-violence-against-women-in-the-workplace/