Ensuring Workplace Safety for a Brighter Future

by Team Iamsafeatwork

31-03-2023

Safety

Employment promotes the independence of women. Economic empowerment enables women to financially support their families, improves their sense of “self-worth,” and promotes the growth of a society with equality where men and women are considered equally as partners in a nation’s overall advancement. Women who work make up an important component of society. These factors all contribute to the happiness and health of women. Employers must see to it that every employee’s democratic right to a safe and healthy workplace is protected, especially for female workers. Workplace safety is one of the main issues facing companies globally. Every business and organisation should be dedicated to promoting women’s rights, particularly the right to safety. Promoting gender equality and developing an inclusive workplace depend on protecting women at work. It enables women to take active roles in the workforce without being concerned about harassment, prejudice, or violence. Women’s confidence, morale, and general well-being increase when they feel safe and secure at work. This boosts their output, contentment at work, and professional development.

One of the most critical issues confronting women worldwide in recent years is workplace harassment. As per the data form According to International Labor Organization report 2022, More than one in five working women (nearly 23%) had experienced violence and harassment at work, whether it was physical, psychological, or sexual. In addition to these, the EEOC received a total of 98,411 complaints alleging harassment on any grounds and 27,291 complaints alleging sexual harassment at work between FY 2018 and FY 2021.Considering these,   Organisations have to develop strategies and concepts that work for them in order to protect women at work, and they must have a women harassment policy that varies depending on the type of harassment that individual experiences within the organisation. In India, the 2013 Prevention of Sexual Harassment at the firm Act is effective, which mandates that each firm with ten or more employees establish an  Internal Complaints Committees (ICC) to address sexual harassment in the workplace. In the committee, at least four people should be on the ICC team among which women should make up at least 50% of the membership. The ICC must have a female chairwoman, and at least half of the committee members must have legal or social work experience. A third party member who is a social worker from an NGO dedicated to the cause of women is also required. As a result, these would ensure that workplaces are free from sexual harassment and also promotes confidentiality and safeguards against victimization, ensuring that women are treated with sensitivity and respect throughout the process.

Moreover, In addition to women and persons of different racial, cultural, and religious origins, workplace safety also includes LGBTQ employees and creating an environment that allows them to thrive.  Success in business today depends on ensuring that initiatives to promote diversity, equity, and inclusion in the workplace include those who identify as lesbian, gay, bisexual, transgender, and queer (LGBTQ). Employers who appreciate and encourage LGBTQ employees get the respect and support of not only that community but also of other minority groups who see the initiatives as a sign of a more inclusive workplace as a wholeEven in a workplace where LGBTQ individuals are protected by internal policies, a company’s culture may prevent employees from bringing their complete self to work. According to a LeanIn.org and McKinsey & Co. survey, LGBTQ women are more than twice as likely to believe that they cannot talk about themselves or their lives outside of work as heterosexual, cisgender women. The Centre for American Progress (CAP) conducted a poll of LGBTQ+ and “sexual and gender diverse” people in 2022, and it found that 50% of respondents said they had experienced workplace harassment or discrimination because of their sexual orientation or gender identity in the previous year. For transgender respondents, the figure increased to 70%. Employers should take this into account and make sure that LGBTQ people are included in all anti-harassment, anti-bullying, and non-discrimination policies.  Organisations should foster a culture that recognises employee diversity and demands that each employee be treated equally. However, putting words on paper is insufficient. Leadership must be inclusive and take a zero-tolerance stance against rudeness and incivility at work.

There can be an inclusive workplace where everyone can participate and feel like they belong even if employees do not share the same lifestyle Regardless of how one feels about another’s orientation, gender identity, or gender expression, everyone on the job should be expected to treat them with respect. Organisations should outline acceptable workplace conduct that is in line with their stated views and values on inclusiveness, such as using a person’s preferred name and pronouns and speaking up when they are not being treated with respect. It is not the goal of this approach to alter a worker’s personal ideas; rather, it is to change workplace habits so that they are consistent with the company’s expectations.

Ensuring workplace safety is crucial for creating a brighter future for employees and organizations alike. By prioritizing the well-being of workers, companies can promote good working culture, reduce harm associated with any kind of unacceptable action which may physically of mentally harm women and LGQBT. The companies initiatives for prioritizing workplace safety enhances employee satisfaction, and foster a positive work environment.