The Ministry of Women and Child Development (MWCD) has recently launched an enhanced version of the SHe-Box portal (https://shebox.wcd.gov.in/)  to improve compliance under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH Act).

This upgraded platform now serves as a centralized repository for complaint management and Internal Committee (IC) details across organizations in India.

Its purpose can be understood through several key objectives and features:

• Single‑window complaint filing: It enables any woman—whether in the public or private sector, including formal, informal, or unorganized work—to register complaints of workplace sexual harassment online
• Secure & confidential handling: The portal masks the identity of the complainant—only the IC/LC Chairperson can see complaint details—to preserve confidentiality
• Direct delivery to Internal/Local Committees (IC/LC): Complaints registered in the portal are routed automatically to the relevant Internal committee of the complainants workplace. If a workplace committee is not registered, the portal notifies nodal officers to ensure timely registration
• Complaint tracking: Complainants receive a tracking ID and can monitor the status of their complaint in real-time online
• Centralized monitoring & data repository: The portal maintains records of all ICs/LCs and complaint statistics across India, allowing government authorities to track filings, disposal, and pending cases
• Enhancing employer accountability: Employers must register their IC details, upload compliance reports, and ensure timely committee action to fulfill PoSH obligations

Salient Features

• Digital access across sectors: Available to women in public, private, organized, and unorganized sectors
• Bi-/multilingual support: Provides resources and compliance information in Hindi and English; regional-language support remains limited
• Time-bound inquiry enforcement: PoSH mandates the IC/LC investigate and resolve a complaint within 90 days, enforced via the portal’s monitoring dashboards
• Employer compliance management: Organizations upload annual PoSH compliance reports, training records, and IC member details via the portal

⚖️ Supreme Court Direction on Mandatory Disclosure

In the case of Aureliano Fernandes Vs State of Goa & Ors, the Hon’ble Supreme Court directed that all establishments with more than 10 employees must ensure their Internal Committee (IC) and Nodal Officer details are uploaded to the SHe-Box portal, in line with the requirements of the POSH Act. 

🏢 What’s New for Private Sector Organizations?

With the recent update, private organizations can now register on the SHe-Box portal. While registration is not currently mandatory, it is strongly recommended as a proactive compliance measure and to ensure readiness for future regulatory expectations. 

📝 How to Register on the SHe-Box Portal: Step-by-Step

1. Visit the SHe-Box Portal
2. Select “Private Head Office Registration”
3. Fill in all required details including:

3. • Nodal Officer’s name and contact
   • Presiding Officer/Legal Officer/Compliance Officer details

4. Upload the necessary organizational documents
5. Submit the form

Private-Head-Office-User-Manual – The reference guide (User Manual) to register on the SHe-Box portal.

📩 What Happens After Registration?

• A “Registration Successful” notification will appear on the screen.
• You will receive an acknowledgment email confirming your submission.
• Within 7–10 working days, login credentials will be shared via email.

🔄 Post-Login: Key Action Points

Once you receive login access:

1. Update the Internal Committee (IC) details for your head office.
2. If your organization has branch offices, navigate to the ‘Workplace’ section in the portal and:

2. • Add each branch office
   • Upload branch-specific IC details separately

Keeping this information up to date ensures complete and transparent compliance with POSH Act requirements.

In Summary:

Frequently asked questions:

1)Why Should You Register?

Even though registration is not mandatory yet, it’s a best practice that helps your organization:

• Ensure regulatory alignment
• Strengthen POSH governance
• Enhance trust and transparency
• Be prepared for audits and inspections
• Facilitate seamless online complaint management through the SHe-Box portal.
  
• Maintain a centralized digital record of your Internal Committee and workplace details.

For more details please refer here – https://www.pib.gov.in/PressReleasePage.aspx

Should all companies, institutions, factories etc. register? 

2) Is it mandatory to register? 

In which all states is it mandatory to register? 

The organization may nominate any authorized employee (typically HR, Compliance, Legal, or Administration) as the SHe-Box Nodal Officer.

The Nodal Officer is responsible for:

• Coordinating SHe-Box registration
  
• Updating workplace and IC details
  
• Maintaining information on the portal
  
• Coordinating complaints received through the portal
  

The Nodal Officer does not have to be an Internal Committee member, and many organizations prefer appointing an HR or Compliance representative.

Yes.

The portal now allows organizations to edit Head Office details, including changing the Nodal Officer.

Navigate to:

Workplace & IC Management → Edit Head Office

You can update:

• Nodal Officer name
  
• Designation
  
• Mobile number
  
• Email ID
  
• Address
  

After saving the changes, the updated information becomes effective.

Yes.

If the Nodal Officer’s registered email ID is updated:

• the new email ID becomes the login username
  
• the existing password remains unchanged
  

The Nodal Officer should thereafter log in using the updated email address.

No.

Each Nodal Officer should have a unique email ID.

The portal generally does not permit the same email address to be used for multiple Nodal Officer roles.

The Head Office is registered first.

Thereafter, every branch/workplace should be added under Workplace Details, along with its respective Internal Committee (where applicable).

9. I have registered but haven’t received login credentials.

After verification by the District Nodal Officer, login credentials are generally sent to the registered Nodal Officer email.

If credentials are not received:

• use the Forgot Password option
  
• check spam/junk folders
  
• contact the District Nodal Officer or SHe-Box technical support if required.
  

10. Who receives complaints filed on SHe-Box?

A complaint submitted through SHe-Box is routed to the appropriate Internal Committee based on the registered workplace. The Presiding Officer can access and manage the complaint through the Presiding Officer login.

11. Does the Presiding Officer receive a separate login?

Yes.

Once the IC is registered, the Presiding Officer receives separate login credentials to access complaints assigned to the Internal Committee. This login is different from the Nodal Officer login.

Yes. The SHe-Box portal now allows organizations to edit the details of their registered Internal Committee (IC) after registration.

You can update information such as:

• Presiding Officer details
  
• Internal Committee members
  
• External Member details
  
• Member contact information
  
• Member designation (where applicable)
  

To make changes, log in to the SHe-Box portal and navigate to Workplace & IC Management, select the relevant workplace, and use the Edit IC option to update the committee details.

It is advisable to update the portal promptly whenever there is a change in the constitution of the Internal Committee to ensure that the information remains accurate and compliant with the PoSH Act.

Note: Any changes made should reflect the current Internal Committee formally constituted by the employer through an official order or notification. The portal should always mirror the latest valid IC composition.

The post Everything You Need to Know About the New SHe-Box Portal Update appeared first on Prevention of Sexual Harassment, Inclusive Diversity, Employee Assistance Program | CecureUs | Chennai.

A recent case in the High Court of Karnataka has exposed the harsh consequences of workplace harassment faced by an LGBTQ+ individual. The loss of 35-year-old Vivek Raj has prompted a serious look at the current legal framework, especially the PoSH Act of 2013. It has become clear that the law needs a significant update to ensure the protection of everyone, no matter their gender identity or sexual orientation.

LGBTQ+ Discrimination in The Labour Market

Marina Maria Gorsuch, Assistant Professor at St. Catherine University, studied workplace dynamics for the LGBTQ+ community, exploring if gay women face challenges similar to heterosexual counterparts. Using fictional resumes with LGBTQ+ indicators, the study found that while straight women received favorable ratings, a discriminatory effect emerged when LGBTQ+ indicators were present. Male respondents exhibited a clear negative bias, especially against gay men. Interestingly, women showed a smaller, statistically insignificant negative response, highlighting nuanced challenges within the LGBTQ+ spectrum.

The plight of the LGBTQ+ community in India is not far off from the east. The case of Vivek Raj is proof enough.

Reflecting on a Decade: Is the PoSH Act Enough?

It’s been ten years since the Sexual Harassment of Women at Workplace Act was put into action in 201It’s time we take a closer look at how effective it has been. While it was a good step towards a safer work environment, the challenges of 2022, especially post-pandemic, show its limitations. The law, designed for women, unintentionally overlooks that anyone, regardless of gender, can be a victim of sexual harassment.

A Glaring Omission in Coverage

The PoSH Act, 2013, has been a commendable step toward fostering a secure work environment. However, the law requires a transformative update to address the dynamic intersectionality prevalent in today’s fluid professional arenas.

Every office today harbors members of the LGBTQ+ community who often find themselves subjected to various forms of harassment, ranging from intrusive personal questions to exposure to explicit content. The realization strikes that the existing legislation, while well-intentioned, focuses solely on protecting women, inadvertently overlooking the fact that any individual, regardless of gender, can fall victim to sexual harassment.

A decade since the enactment of the law, the need for change resonates louder than ever. The post-pandemic workplace dynamics have given rise to myriad intersectionality that demand immediate attention. The existing legislation’s gender-specific focus raises concerns about its discriminatory nature, emphasizing the need for a more inclusive and progressive approach.

The Call to Action: Businesses as Agents of Change

The current law neglects to protect men and members of the LGBTQ+ community.

The call to action is clear—develop a gender-neutral policy that safeguards all employees, irrespective of gender identity.

Implementing Zero Tolerance for Harassment Through CoC

The policy must be a beacon of intolerance for sexual harassment, empowering every employee to report instances in alignment with robust policies.

Companies must integrate this commitment into their Code of Conduct (CoC), fostering a culture of zero tolerance for sexual harassment irrespective or in a deeper sense, especially of gender, sexual orientation, and gender identity.

The fundamental rights of all employees must be respected, transcending discrimination based on gender identity. The Indian Constitution guarantees the right to life, equality, and prohibits discrimination through Articles 14, 15, and 21.

Creating a Sensitized Workplace: Collective Responsibility

The reimagined workplace should not only protect its employees but also sensitize them to the importance of shielding their colleagues from harassment. This collective responsibility, viewed as a human right, aligns with the ongoing initiatives surrounding mental health, fitness, and inclusivity across diverse backgrounds. This can start by understanding the terms:

Gender Identity

Definition: Gender identity refers to an individual’s deeply-felt internal sense of their own gender. It is an intrinsic understanding of being male, female, or another gender, which may or may not align with the sex assigned at birth.

Characteristics: It is a personal and subjective aspect of one’s identity, forming the basis of how an individual perceives themselves in terms of gender, regardless of societal expectations.

Sexual Orientation:

Definition: Sexual orientation relates to an individual’s romantic or sexual attraction to people of the opposite gender, the same gender, or both genders. It is a consistent pattern of emotional, romantic, and/or sexual attractions.

Diversity: Sexual orientation exists on a spectrum, including but not limited to heterosexuality, homosexuality, bisexuality, and pansexuality. People may identify with a specific sexual orientation based on the genders to which they are attracted.

Gender Expression:

Definition: Gender expression encompasses how a person outwardly presents their gender through appearance, clothing, grooming, and behavior. It reflects an individual’s interpretation and outward manifestation of their gender identity.

Cultural Variations: Gender expression is culturally influenced and can vary significantly across different societies and historical periods. It includes visible attributes such as clothing choices, hairstyle, and mannerisms.

Understanding these terms is crucial for effective communication, promoting respect for individual identities, and ensuring compliance with legal frameworks aimed at preventing discrimination based on gender identity or sexual orientation.

Revolutionizing the Sexual Harassment Act

The revolution envisioned in rewriting the Sexual Harassment Act heralds a future where companies prioritize the well-being of all employees, fostering a better workspace. The ripple effects extend beyond corporate boundaries, contributing to increased growth not only for businesses but for humanity as a whole. As more companies adopt progressive policies, the workspace becomes a bastion of happiness, reflecting the true spirit of inclusivity and progress.

Sensitivity to Language Changes

The language around gender, sexual orientation, and related concepts continues to evolve. Being sensitive to these changes and using inclusive language fosters an environment that respects the diverse experiences and identities within the broader community.

Gossiping or making fun of a co-worker’s gender identity, sexual orientation, or gender expression is a form of harassment. While the POSH Act does not provide direct protection to the LGBTQ+ community, some progressive organizations have taken steps to extend inclusivity and protection to all employees.

Here are some ways in which organizations can contribute to protecting the LGBTQ+ community:

Inclusive Policies

Forward-thinking organizations should choose to develop and implement inclusive policies that explicitly mention protection against harassment based on gender identity or sexual orientation. These policies can ensure a more comprehensive approach to preventing and addressing all forms of harassment, including those faced by LGBTQ+ individuals.

Internal Committees (IC) Inclusivity

Organizations can ensure that their Internal Committees (IC) responsible for handling harassment complaints are well-trained and sensitive to the concerns of LGBTQ+ employees. The IC can be educated on the unique challenges faced by individuals from the LGBTQ+ community and be equipped to address complaints without bias.

Training and Awareness Programs

Conducting regular training and awareness programs that include information on diversity, inclusion, and LGBTQ+ issues can foster a more understanding and supportive workplace. Sensitizing employees to the experiences of LGBTQ+ individuals can contribute to a more respectful and accepting environment.

Non-Discrimination Policies

Organizations can implement explicit non-discrimination policies that encompass gender identity and sexual orientation. Such policies send a clear message that discrimination or harassment based on LGBTQ+ status will not be tolerated.

Supportive Work Environment

Creating a supportive and inclusive work environment involves fostering a culture where diversity is celebrated and all employees feel valued and respected. Open communication channels and support systems can contribute to a workplace where LGBTQ+ individuals feel safe.

Advocacy and Allyship

Encouraging allyship within the organization helps create a network of support for LGBTQ+ employees. Organizations can actively participate in LGBTQ+ advocacy initiatives and events to showcase their commitment to inclusivity.

Tata Steel: Leading the Way

Tata Steel emerges as a beacon among employee-friendly companies, consistently introducing policies that enhance the well-being of its workforce. Recognized as the Top Employer for LGBTQ+ inclusion by the India Workplace Equality Index in 2020, Tata Steel stands as a prominent ally of the LGBTQ+ community. Offering perks such as Mediclaim insurance covering partners irrespective of gender and sexuality, leave for new parents, and a robust Diversity & Inclusion program, Tata Steel’s commitment to workplace diversity is evident.

Protecting LGBTQ+: A Moral and Business Imperative

The journey toward safeguarding LGBTQ+ rights under the Sexual Harassment Act is both a moral and business imperative. While individual organizations can take steps to create an inclusive environment, legal frameworks, including the POSH Act, may need to evolve to explicitly address the protection of LGBTQ+ individuals from workplace harassment.

As we navigate this landscape, let’s remember that creating an inclusive work environment benefits everyone, leading to a more equitable and prosperous future.

If you are advocating to create a safe space for the LGBTQ+ community in your workplace, this Starter kit can be of great help.

Please reach out to us for any queries on Protection Of LGBTQ+.

For more blogs and articles, visit our official website. Contact us for workshops and queries related to POSH, EAP (Employee Assistance Program,) and Diversity and Inclusion.

The post Protection Of LGBTQ+ Under The Sexual Harassment Act appeared first on Prevention of Sexual Harassment, Inclusive Diversity, Employee Assistance Program | CecureUs | Chennai.

Talking about diversity at work can make people react in different ways. Some wonder if it’s still an important topic and suggest hiring based only on skills. Others agree that diversity matters but might focus on those who easily fit into the company culture.

Why is the discourse on workplace diversity still relevant?

From a business perspective, it significantly impacts revenue, creativity, and talent acquisition. Diverse teams, studies show, not only earn more but also foster innovation and better decision-making. In a competitive talent landscape, embracing diversity becomes a strategic move to access a broader pool of skilled professionals. Moreover, driving social change begins in workplaces, where power and influence shape progress.

We have never been more connected than we are today. Even with remote work, organizations can tap into talent regardless of geographical boundaries.

Yet, achieving diversity is not as automatic as we thought it would be.

Many companies inadvertently harbor invisible barriers that hinder a diverse influx. I think the real essence lies in inclusion—how genuinely welcomed diverse individuals feel.

This article is for those who acknowledge and recognize diversity and its benefits but are wondering how to take meaningful action towards it in the workplace.

A Shift Towards a Learning-and-Effectiveness Paradigm

Connecting diversity with financial success oversimplifies. Shifting to a “learning-and-effectiveness paradigm” focuses on using diverse experiences for innovation. Just mere diversity doesn’t automatically make a company effective. It’s crucial to reshape practices, promote a learning culture, value perspectives, and avoid a one-size-fits-all approach.

To benefit from diversity, address issues, set clear goals, and hold people accountable. This approach helps organizations unleash workforce potential, driving innovation and ensuring success in our diverse world. Shift from focusing on demographic diversity to leveraging diverse experiences.

Inclusion is not a strategy to help people fit into the systems and structures that already exist. It is about reshaping those systems and structures to make space for everyone.

The learning-and-effectiveness paradigm embodies this reshaping, emphasizing the need for organizations to evolve beyond superficial diversity initiatives and embed inclusivity into their DNA.

Continuous Action and Conscious Effort

Just having diversity without changing how things work in the organization doesn’t work well.

Diversity is being invited to the party; inclusion is being asked to dance.

This means companies need to do more than just show they have diverse people; they need to change the whole culture. To truly care about diversity, you have to be inclusive. Inclusion needs ongoing effort and intentional actions. It’s not just a workplace thing; it’s a way of life.

Everyone, not just leaders, needs to actively take part in creating an inclusive environment where everyone feels they belong. Reflecting on our actions, biases, and contributions is essential for change and connects our personal and professional lives.

The 10 Step Diversity & Inclusion Blueprint

1. Awareness of Privilege

Recognizing privilege is not just the right thing to do; but a strategic move for creating an inclusive culture. The first step is being aware of privilege, which helps in making everyone feel seen and valued. It’s like investing in the emotional intelligence of the workforce.

The best way to start is by admitting that you have privilege and benefit from it, even if you didn’t ask for it. Nobody expects you to feel guilty, but it’s crucial to acknowledge and understand how it affects your life.

2. Honesty About the Problem

Being honest about diversity issues supports change through transparency. Honest talks help find specific and effective solutions.

To make progress, organizations should face challenges directly and encourage open conversations about diversity.

To understand where your team stands on diversity, start with basic metrics that matter to you. Document things like microaggressions, talk-to-listen ratio, how often someone’s words are “translated”, and who speaks last in meetings.

3. Commitment to Change

Real commitment drives meaningful changes in organizations. It’s not just a one-time promise but an ongoing effort. This strong determination pushes organizations to achieve lasting inclusivity. Accenture tops Refinitiv’s Diversity and Inclusion Index because it consistently works hard to create a sense of belonging and equality.

4. Starting Conversations

Starting conversations is crucial for changing workplace culture. Conversations bring in new ideas and encourage innovation. They help people understand each other, question assumptions, and create a more inclusive environment. If your company doesn’t already value diversity and inclusion, you need to get people ready for it. Begin conversations and highlight situations where privilege is visible. Trying to increase diversity without talking about it can backfire and make the work environment unfriendly.

5. Avoiding Offloading to HR

Understanding that diversity is everyone’s responsibility aligns with industry views. Depending only on HR can narrow down initiatives. Diversity isn’t just HR’s concern; it’s a shared responsibility.

Consider the images and skin tones in your marketing ads. In sales, notice who represents the company at events. Even if you don’t make final hiring decisions, you still have the power to make positive changes.

6. Diversifying Personal Networks

Actively making your personal networks more diverse fits with the idea of broadening your perspectives. Your personal networks are pathways for connecting with diverse talents. The people you know influence how you see the world. Actively adding diversity to your networks not only makes your life more interesting but also helps create a more inclusive workplace.

While changing company policies takes time, you can immediately control the diversity of your personal network. People naturally support those they know, and if everyone in your network is similar to you, nothing really changes. But if you intentionally create a diverse network, you’ll be more willing to help people from various backgrounds.

7. Recruiting in New Places

To attract diverse talent, broaden your recruitment strategies. If you’re involved in hiring, there are easy ways to increase diversity. Attend job fairs, visit college campuses that are rarely visited for recruitment, and advertise in places where people from various backgrounds get information, like newspapers, and websites other than the mainstream ones.

8. Building the Best Team

Choosing candidates based only on qualifications may not always be the best hiring strategy. Sometimes, it’s better to intentionally bring in someone without all the qualifications for a learnable position because their experience can complement your team in a more well-rounded way.

9. Reviewing Written Policies

Checking written policies for fairness aligns with the value of inclusivity. Policies shape organizational culture, and regular reviews make sure they keep up with changing diversity standards.

It’s a significant effort, often involving seeking best practices. Here are a few areas to review (or create) policies:

• Check if benefits exclude any specific groups.
• Differentiate between thoughtful (we thought this would help) and reasonable (required by law) accommodations.
• Consider religious accommodations like diet, prayer times, holy days, and dress.
• Examine floating holiday schedules.
• Evaluate flexible office hours for primary caregivers (working moms, guardians, people care-taking aged persons at home, etc).

10. After-Work Gatherings

Planning after-work events with everyone in mind shows an understanding of diverse preferences. Inclusive gatherings bring the team closer and create a sense of belonging for everyone.

Consider common meeting places and times for office parties. Who usually gets invited? Instead of strict rules, keep things flexible so most people can join in.

Speak Up, Stand Together, Be an Ally

Achieving true diversity and inclusion in the workplace requires a multifaceted approach. If you are in a marginalized group, admittedly nothing will likely change without the actions of someone in power. But that doesn’t mean you should stop speaking up and asking to be heard as this often bring the issues to the public awareness.

Also recognize that most people exist in both privileged and marginalized groups, depending on the type of diversity, and can still find a way to be an ally of other groups.

Here’s a Handbook on Diversity and Inclusion by CecureUs to help you get started. This is designed specifically for recruiters. Reach out to us for more DEI resources.

Please reach out to us for any queries on Diversity And Inclusion In The Workplace.

For more blogs and articles, visit our official website. Contact us for workshops and queries related to POSH, EAP (Employee Assistance Program,) and Diversity and Inclusion.

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During a recent Gender workshop with one of the Tata groups, our research led to the below finding.

The importance of gender diversity in the workplace has grown recently, with many firms making a concerted effort to foster a more welcoming atmosphere. We will explore their efforts to achieve gender parity and diversity in this blog post by looking at the data that shows their development.

With an increase in women over the years definitely, the company’s overall growth has been growing.

The Status of Women

Board of Directors: The Tata Group’s Board of Directors featured a notable representation of women as of my last update in 2022. The presence of female directors on the boards of several Tata companies contributes to the diversity of leadership. The percentage may differ between the various Tata subsidiaries.

Workforce composition: Tata, Mahindra, Hero, Asian Paints, Apollo Tyres etc have improved the proportion of women in its workforce overall. Women have been actively recruited at all levels, from entry-level jobs to senior management positions.

Leadership Roles: The firms have established goals to increase the proportion of women in leadership positions. To attain a more balanced ratio in historically male-dominated industries, they have been increasing the proportion of women in top management positions.

Analyzing the Data to Determine Progress

Even though the precise numbers could alter in the future, the firm’s dedication to disclosing its gender diversity initiatives must be emphasized. Their consistent release of reports and updates offers valuable insights into their progress, enabling stakeholders to monitor their progress towards advancing gender equality.

The women’s percentage increased in 2023 compared to 2019 at Tata Steel from 7% to 8.4%, Tata Motors from 5.78% to 7.64%, Mahindra and Mahindra Ltd. from 3.5% to 4.3%, Hero MotoCorp from 4.23% to 4.83%, Asian Paints from 6.93% to 8.19%, and Apollo Tyres from 0.84% to 1.03%.

Difficulties and Continual Work

Creating a supportive work environment, addressing unconscious bias, and promoting work-life balance are just a few of the difficulties associated with promoting gender diversity. The firms are aware of these difficulties and are still funding projects to get past them.

Equal Pay: They have continuously stressed the value of paying workers equally for work done, working to close the gender pay gap in the company.

Initiatives for Diversity and Inclusion: They have launched several initiatives to promote an inclusive work environment, including networking opportunities for female employees, diversity training, and mentorship programs.

Flexible Work Arrangements: To assist women in advancing their careers, the groups have implemented flexible work arrangements because they recognize the importance of work-life balance.

The Tata Group’s and other manufacturing firm’s commitment to gender diversity are demonstrated by their continuous efforts to enhance the representation of women in their workforce and their dedication to transparency. Their initiatives offer a solid foundation for ongoing progress in achieving a balanced gender ratio at all organizational levels, even though the specific statistics may have changed since my last update. They demonstrate their dedication to gender equality by leading by example and regularly updating their advancements. This encourages other businesses to take similar steps to establish diverse and inclusive workplaces.

Please reach out to us for any queries on Gender Inclusion Strategies.

For more blogs and articles, visit our official website. Contact us for workshops and queries related to POSH, EAP (Employee Assistance Program,) and Diversity and Inclusion.

The post Gender Diversity Progress at Manufacturing Firms: A Closer Look with Statistics appeared first on Prevention of Sexual Harassment, Inclusive Diversity, Employee Assistance Program | CecureUs | Chennai.

Wellness encompasses physical, emotional, mental, and financial well-being. Financial wellness is a state of financial well-being. It is not only about paying your bills, paying debts, saving and investing. It is also managing day-to-day finances and having a plan in place.

According to Isabelle Coetzee, financial wellness means having control over your money, regardless of how much or how little you make.

Why is financial wellness discussed and why is it important?

Financial wellness is important because it improves our health and well-being. For example, if you have saved enough, you can meet unexpected financial emergencies. In the same way, having a solid retirement plan can assist you in pursuing your passions. Financial wellness is also important because of the following:

Financial insecurity and stress.

In today’s economic recession, inflation and layoffs, employees feel financial insecurity. Financial insecurity causes stress and anxiety. A survey reports that 22% of people feel stress due to their finances.

Genius Consultants conducted a survey and the results are as follows:

57% of the employees worry about their job security based on the current layoff scenario. Job insecurity leads to financial anxiety. It has a range of negative effects. It can cause fear, anxiety, depression, pain, aches, mood swings and sleeplessness. The survey also states that only 2% of the participants have enough financial backup.

Women and financial security

Women need more financial security than men. In India, 90% of working women contribute to household expenses. Yet,67% are dependent on men for financial decisions. Consider a scenario in which Zeta, a software engineer entrusts all her salary, savings, loans and tax to her husband. Her husband passed away due to a heart attack and she felt clueless about the finances handled by her husband. Zeta is in complete financial illiteracy about property details, savings, investments, insurance and loans. While Zeta is grieving, the extra burden of managing finances adds anxiety, stress and insecurity to her life. She feels helpless and guilty for not gathering knowledge about her finances. Zeta might have felt more in control, confident, and empowered if she had known about the asset details. Financial literacy can solve many problems for women. Financial fitness gives women, independence and empowerment. 

Financial literacy

Financial literacy is the basic understanding of the financial concepts. Financial literacy can help them access and use various financial services. Financial literacy in India is only 27%.  80% of women in India struggle with financial literacy. Limited financial knowledge can lead to loss due to debt, bad investments, and scams.

From the above, we can understand the importance of financial wellness. In other words, financial stability provides a sense of security and freedom.

Stages of financial wellness

Isabelle states that there are seven stages to financial wellness to begin with. To achieve a state of well-being, we find ourselves in any one of the stages towards building wellness.

They are:

1. Chaos – Confusion, sudden life events or lack of understanding of finances.
2. Avoidance – Confusion, you know that you need to make changes.
3. Awareness – You are ready to work on your finances, seek help and learn.
4. Stability – Your financial well-being is starting to progress, optimistic.
5. Security – You continue to see your financial progress, feeling confident.
6. Freedom – You are living a comfortable life, and you take care of your present and future.
7. Fulfilment – reaping the benefits of your financial freedom. Even when an emergency strikes you rarely feel a large impact.

How to practice financial wellness?

After finding out the stage you are in, you are going to apply your financial literacy and skills in your life. For this, you should know the basics of financial wellness. They are : Budgeting, Debt Management, Savings, Investment and Insurance.

The goal is financial security and freedom for you and your family. For example, Budgeting is a skill.

Budgeting involves:

1. Creating and sticking to a budget.

2. Managing day-to-day finances.

3. Preparing for financial emergencies.

4. Planning for the future.

Debt

You should know how to use debt as an instrument as this can reduce barriers to savings. Traditional forms of debt are loans and credit cards. Other debts are bonds and securities. The key is to know how to use debt instruments like mortgages and car loans for financial wellness.

Savings and investments

Saving and investment can ensure financial security and peace of mind for retirement. Short-term savings can leave you with cash to cover vacations and home repairs.

Short-term and long-term investments include stocks, PPF, NSC, ULIP, government bonds, Mutual funds ETC.

Protection and Insurance

Insurance or emergency funds can protect you from unexpected emergencies. Insurance can cover losses due to fire, health emergencies etc.

Financial wellness for women

Financial wellness for a woman whether working or a homemaker starts with financial literacy. For example, women should understand that they need to break the barriers, social conditioning and gender role stereotypes with regard to finances. The biggest stereotype is that women are bad with money and women are fragile, need support with finances etc.

Women have the right to financial knowledge and spouses should share financial details. The spouse in turn can encourage and boost her confidence in knowing and handling the finances says financial expert, Anil Parekh. The spouse can provide information in both hard and soft copy formats of the following adds Anil Parekh.

1. Details of Savings Bank A/c, FD A/c etc
2. Details of Personal PPF A/c (Public Provident Fund) and PF A/c number, NSC, Post office savings etc.
3. DMAT A/c number and Depository name, Trading A/c number and name if any.
4. Term Insurance policy details.
5. Property details and papers.
6. Details of Investment in Bonds.
7. Loans, Credit card details etc.

Establishing and cultivating financial wellness needs individual persistence. This gets enhanced with govt support and good quality financial services. Improved financial wellness will improve the quality of your life. Financial wellness will make you smart and enjoy the comforts of life.

Please reach out to us for any queries on Empowering Women Through Financial Wellness.

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Women are powerful. Women are awesome. Women have come a long way, whether it is in education, career or any other sector. There has been an incredible increase in the percentage of working women in India over the years. 98% of Indian enterprises have at least one woman in senior management. This is in comparison to 90% globally. At this juncture, it is important to focus more on the well-being of women employees.

What is well-being? 

Well-being is the experience of health, happiness, and prosperity. It also includes high life satisfaction, good mental health, the ability to manage stress and a sense of meaning or purpose in life. Generally, well-being is feeling well.

The five major types of well-being

The five major types of well-being are:

• Emotional well-being is the ability to practice stress management and relaxation techniques, be resilient and self-love.
• Physical well-being is the ability to improve the functioning of your body through healthy living and good exercise habits.
• Social well-being is the ability to communicate, develop a meaningful relationship with others, and maintain a support network that helps you overcome loneliness.
• Workplace well-being is the ability to pursue your interests, values and life purpose to gain meaning, happiness and enrichment professionally.
• Societal well-being is the ability to participate in a thriving community, culture and environment.

Let us know the difficulties women face in the workplace. This will help to fix up the issues relating to achieving optimal well-being.

The challenges faced by working women in India

In this new era, women are transcending boundaries. They are excelling in various sectors on par with men. Women play significant roles in the family as well as in the workplace. As a result, she pays high costs for physical, emotional, and psychological well-being. The major issues that affect Women are

Dual roles of women

Women play dual roles at home and in the workplace. Societal beliefs on the domestic role of working women impose an obstacle to her growth. Also, there are high levels of expectations in the workplace to perform better. Unrealistic expectations and societal conditioning make her stressed. This affects her well-being.

Gender bias and gender discrimination

The common setback faced by women in the workplace is gender bias. Women also face gender discrimination of equal opportunities and access to education. Women face unfair treatment at work due to organizational policies and processes. 55% of Indian working women experience stress because of gender bias and discrimination.

Sexual harassment at the workplace 

Sexual harassment in the workplace is a major concern for the safety of women employees. Sexual harassment complaints have increased by 27% by March,2022. This is in the organized sector. There are many unreported cases in the rural and unorganized sectors.

Gender- pay gap

The gender pay gap is the difference between the average earnings of women and men in the workforce. India has a 25.4% pay difference between men and women. Though there is a notable reduction in the gap. Still, it is high by international standards.

Apart from the above, women face difficulties in the workplace, assaults, and exploitation. All these affect women’s well-being to a greater extent. Also, there is an increase in the mental health issues like depression and anxiety.

What employers can do to increase women’s well-being?

Employee well-being has its connection to higher productivity, dependability and work quality. Hence, their well-being is very important to the organization. To enhance well-being, organizations can plan policies involving the following:

• Reconciliation of work and care,
• Temporary withdrawal of work,
• Leave arrangement,
• Mental health support,
• Internal complaints commission (ICC) to register sexual harassment complaints and
• Professional support.

Know laws related to Women’s protection

• Sexual harassment of women at the workplace (Prevention, Prohibition, and Redressal) Act,2013. This Act seeks to protect women from sexual harassment in their workplace.
• In matters of public employment, Article 16 of the constitution guarantees equal opportunities.
• The maternity benefit bill, of 2016 offers a compensated maternity leave of 26 weeks. This is for the women working in the organised sector.

Apart from the above suggestions, women need to take every other measure to stay healthy. Women can seek professional help in all matters relating to psychological well-being.

To wrap up with the words of Verna Myers on women empowerment, “We are awesome, we are powerful, we are capable. Let’s use the power of each other, the world and the larger society”.

If you are an organization looking to implement EAP support, write to us at connect@cecureus.com. Visit our portal to book an appointment if you are concerned about yourself or a loved one. For more blogs, vlogs, workshop announcements, and event updates, visit our official website , www.cecureus.com.

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