A Study on Prevention of Sexual Harassment of Women at Workplace 2013 Act - Social Work Intervention through Prevention, Prohibition and Redressal with Special Cases Illustration

Sexual Harassment is a form of unwelcome sexual behaviors and taking sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature act that tends to create a hostile environment for women at the workplace. The author is an external committee member for various companies such as manufacturing industries, garment industries, software companies, and handled several sexual harassment incident inquiries. Based on these experiences and during the inquiries employees expressed their experiences such as uncomfortable touching, starring a women continuously, commenting or joking (Sexually colored remarks), sexually explicit pictures or posters, requests for sex, intrusive questions about persons private life or body, unnecessary familiarity, insults or taunts based on sex, sexually explicit physical contact, sexually explicit chats, mails, SMS, facebook, twitter any other social media. Apart from this, in this paper illustrated a case inquiry in detail through social work perspectives. Objectives Transmit the social workers to create a safe working environment for women employees through taking part in ICC external Committee member Impart the sequence of incident inquiry under the POSH ACT 2013 and how to impart awareness sessions and documentation under the act. Social workers can play the role of external member, drafting POSH Policy for the establishment or Social workers can play the role of external member, drafting POSH Policy for the establishment orcompany or any organized or unorganized organization, conducting orientation programs for ICCmembers, providing POSH act prevention, prohibition, and redressal issues. In addition to this,the Social worker plays a foremost role in prevention, prohibition through avoiding such instanceor circumstance occurrence in the organization. Moreover, they play a very crucial role duringthe incident that has already occurred in the redressal process. Since its inception of harassment,incident reporting, inquiry, and resettlement issues will be handled by the social worker of anNGO. In this regard, social worker intrusion is very important to handle the situations and give justification to the aggrieved women.

External Corporate Board Members in Small and Medium-Sized Companies

Very few small and medium-sized companies use external members on their corporate boards. An external member is an individual who does not work in the company and who is not financially dependent on the company. We postulate that external board members are an unused resource in small and medium sized companies, but it is not clear how this resource could be used to its full potential. Thus, the objective of this study is to increase understanding of using external board members in small and medium-sized companies. The study is based on survey responses from 290 small and medium sized companies in Finland. As a result of our study, many positive effects of having an external member in the corporate board could be identified. External board members broaden the views of the company management. External members help the company to get access to a broader network of stakeholders. Having an external member in the board induces more professional practices to the management of the company. This leads to better performance of the board. Boards with an external member more often than other boards had had prescheduled meetings, had received in advance agendas of the meetings and had held meetings dedicated purely to strategic planning. Boards with an external member had especially contributed by supporting top management and by participating in strategy formulation. All in all, board work was experienced to be more successful in companies with external board members.