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Complaints Registration Process– A complaint procedure should encourage employees to come forward with allegations of sexual harassment. There should be several people to whom an employee can bring an initial complaint. Human resources officers or other appropriate employer representatives should be designated to investigate complaints. There should also be at least two potential investigators, in the event one is the accused harasser. Additionally, it is a good idea to designate both men and women as investigators, because the complainant might feel more comfortable reporting the conduct to someone of the same sex.
Complaints Channels need to provide different routes that employees can take to file complaints; i.e., contacting the responsible authority for sexual harassment, a supervisor, calling a hotline, complaining through email, etc. Organizations need to focus on the plight of the average individual. A policy is useless unless people use it, and most research indicates that a small fraction of employees ever says or do anything about harassing behavior.
An initiative by the Ministry of Women and Child Development
WCD Minister Smt Maneka Sanjay Gandhi had launched a comprehensive SHe-Box online complaint Management System for women working in both public and private organizations to lodge complaints of sexual harassment at the workplace. The SHe-Box was launched in New Delhi to ensure the effective implementation of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act (the SH Act), 2013.
