The workplace landscape in India has witnessed a significant increase in the number of sexual harassment complaints over the past five years. An analysis of annual reports by ETHRWorld reveals that complaints in India’s top 10 private companies by market capitalization have surged by 79% from FY20 to FY24. This data underscores both growing awareness about workplace rights and persistent challenges in creating safer workplaces.
Alarming Statistics
In FY20, 281 complaints were reported, which almost doubled to 503 in FY24. Leading the list were ICICI Bank with 133 complaints and Tata Consultancy Services (TCS) with 110 complaints in FY24. However, not all complaints imply substantiated cases, as companies increasingly encourage reporting of all incidents, no matter how minor they may appear.
Sector-Wise Analysis
The IT and banking sectors reported the highest number of complaints in FY24:
TCS registered 110 complaints, with 17 cases pending resolution.
HCL Technologies reported an 866% rise, from 9 complaints in FY20 to 87 in FY24, with 11 pending cases.
Infosys noted 64 complaints, 13 of which remain unresolved.
In the banking sector:
ICICI Bank resolved all 133 complaints, a 155% increase from FY20.
HDFC Bank saw 77 complaints, 12 of which remain unresolved, representing a 48% increase since FY20.
Despite the rise in absolute numbers, many companies highlighted that the percentage of complaints relative to their female workforce has decreased. This indicates both an increase in trust among employees to report incidents and the effectiveness of ongoing awareness programs.
Companies’ Initiatives and Responses
Organizations have ramped up efforts to address and prevent workplace harassment:
ICICI Bank attributed the high reporting rates to a culture encouraging employees to fearlessly report incidents. Of the 133 complaints in FY24, 59 were substantiated.
HDFC Bank emphasized its focus on creating a supportive workplace and highlighted a 250% increase in gender diversity efforts over the last four years.
Infosys maintained lower complaint growth, citing continuous POSH awareness programs and training initiatives.
Hindustan Unilever (HUL) reported just seven complaints in FY24, reflecting the positive strides made through inclusive training, robust reporting channels, and strong leadership commitment.
Resolution Rates
Resolution rates have remained steady over the years. In FY24, 89% of complaints were resolved, compared to 93.5% in FY20. Companies like Bharti Airtel, ICICI Bank, ITC, and L&T reported no pending cases in most years, demonstrating robust internal mechanisms.
Growing Awareness: A Silver Lining
The rise in complaints is attributed to growing awareness among employees. For instance, TCS reported a 28% increase in complaints due to awareness initiatives. Smita Bharti, Executive Director of Sakshi, emphasized the need to view the POSH Act as a preventive mechanism rather than just a redressal tool. She advocated for regular training, awareness programs, and skilled internal committees to drive organizational cultural change.
Harpreet Singh Saluja, President of NITES, viewed the rising numbers as a double-edged sword. While it reflects growing confidence among employees to report inappropriate behavior, it also highlights persistent gaps in workplace safety. “These complaints should serve as an opportunity for companies to strengthen their policies and foster a zero-tolerance culture,” he added.
The Way Forward
The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 (POSH Act) mandates organizations with 10 or more employees to form an Internal Complaints Committee (ICC) and disclose the number of complaints filed and resolved annually. While rising complaints point to increased trust and awareness, they also serve as a reminder for organizations to prioritize prevention through:
Proactive training and sensitization programs.
Transparent reporting mechanisms.
Robust internal systems to address complaints.
As workplace dynamics evolve, India Inc must continue to focus on creating safe, inclusive, and respectful environments where every employee feels empowered to work without fear.
Source: ETHRWorld.
