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Workplace Harassment: A Calamity Still To Resolve

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The working women class of our society is still the victim of workplace harassment which holds them back from incredible opportunities.


The shifting global paradigm has led to change in workplace norms and social lifestyles. More women are actively engaging at the workplace to secure an authoritative and superior position in the historical time. Nevertheless, today these successful young women are subject to workplace harassment in many forms. The current global force participation for females is 57.4 per cent, irrespective. There still thrives a vast difference in workplace value, reputation and position for women. From an economic perspective, reducing the gender gap encourages the GDP; however, it has further fueled the other form of harassment daily.

Harassment can be categorised into ten kinds, i.e., discriminatory, personal, physical, power, psychological, cyberbullying, retaliation, employer, verbal, and sexual, which equally affects working-class women.

However, the only common known harassment to people, especially women, is sexual harassment, which is a misconception. Women have reported that their active engagement and freedom of choice have further restricted language use, workplace behaviour, and corporate meeting. Females are yet still objectified, which withholds them from more incredible opportunities.

Justice Alam noticed that anyone, especially females, is subject to molestation and other forms of harassment in culture and society. Hence, he explained the true meaning of the word harassment, which was ordinarily understood. 

Pakistan Penal Code, 1860 Section 509 looks at society insults and criminalised sexual harassment at workplace or public place to be punishable up to 3 years or with a fine up to Rs500,000, or both.

Pakistan is a signatory in few international platforms to advocate women rights at each stage; however, its practical implementation is missing. Henceforth, scholars and advocates recommend intense interventions to train all workplace females and scrutinise the factors instigating these workplace harassments. These women should be guided using real-life situations within a safe and supportive working environment. Moreover, the legislature should not only draft women right policies but also strictly implement at the same time to secure the future of outgrowing females.

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