This article may sound like a rant against the whole society. However, it may reflect the underlying element of anger, frustration, and helplessness that women feel at the workplace concerning their safety.

On the one hand, reports suggest that India requires more participation from women in the workforce. On the other hand, and more appalling, the BSE 30 companies recorded 932 complaints by women of harassment at the workplace in FY24, up from 664 in FY23.

India faces increasing concerns about women’s safety due to rising incidents of harassment, violence, and rape. The main concern is workplace safety. There are many government policies and initiatives to improve women’s safety. These include the Nirbhaya Fund, One Stop Centres, 181 Women Helpline, Nirbhaya Squad, Meri Saheli, Himmat App, Safetipin App, Raksha App, Nirbhaya App, GPS Trackers, Panic Button on Phones, and Affordable GPS Necklaces. And YET, In 2024, India ranks 128th out of 177 countries in women’s safety, highlighting the urgent need for reform.

So, where are women safe?

India must urgently address the issue of boosting women’s workforce participation to unlock a $14 trillion contribution to its economy, according to a report by The/Nudge Institute.

The current female labor force participation rate (LFPR) stands at 37%, but to achieve the desired economic impact, India needs to nearly double its LFPR to 70% by fiscal year 2047.

The report highlights the critical role of women in achieving India’s $30 trillion economy by 2047, stating that an additional 400 million women must join the workforce to contribute the targeted $14 trillion.

However, with only 110 million projected female entrants by then, integrating an additional 145 million women becomes imperative.

The report suggests policy reforms, skill development programs, and changing mindsets to address gender equality, job security, and sectoral disparities.

Additionally, the COVID-19 pandemic has exacerbated existing challenges, forcing many rural females back into work due to income loss or job loss by primary earners.

Concerns of women in the workplace:

43% of women experienced non-inclusive behaviors like harassment or microaggressions. Nearly half had concerns about their safety at work or safety while travelling to work, according to a Deloitte 2024 Women @ Work report.

India’s largest companies have reported a 40.4 per cent surge in sexual harassment complaints during FY24, indicating an emerging trend towards enhanced corporate transparency.

Data from Complykaro, an advisory firm specializing in the Prevention of Sexual Harassment of Women at Workplace (POSH) compliance, shows 268 more cases filed compared to the previous financial year.

The increase is attributed to growing awareness among women professionals regarding the POSH law and also efforts by companies to foster a culture that supports reporting such incidents.

The majority of complaints are from the banking and technology sectors, both of which have a younger workforce and a higher proportion of female employees.

How to stop this menace?

Applying the HEMA report, which is paving the path for improving the treatment of Malayalam actresses in the film industry, can be one of the pivots. I believe that the film industry pan India must take comparable measures that transcend regional boundaries.

The same is also applicable to the business sector. The `Me Too’ Movement which started with a bang, saw heads roll, but could not continue. It is now a distant memory of one more women’s lib movement, now subsided to the periphery of a male-dominated, hierarchical, patronizing society. One in which women are not even safe at home, in their neighborhood, or with `trustworthy’ relatives.

Our take:

We don’t hold the moral compass.

We can take a slight banter in our stride. We are women. But do men know, when and where to stop?

I guess women will have to take the baton: Be proud of who you are; we are not inferior to anybody—be it a homemaker or a working woman.

Define boundaries with men including husband, son, male relatives and friends about what is and what is not acceptable (after all, the first lesson in discipline always starts at home)

Nobody is born entitled. You have to earn the respect.

The lessons must be repeated in educational institutions.

It is important to be sensitive towards both: young boys and girls.

No man is born misogynistic; let’s not transform decent human beings into demons or devils as they grow.

Let’s start fair and transparent communication at home; nothing is a taboo.

Let’s have fair and transparent corporate policies.

Let’s sensitize the men and women in khakhi, especially the ones registering the case

I am not a feminist. I believe in equal rights and equal opportunities for all. But I am certainly against Misogyny—the long-standing sexism that maintains patriarchal social roles by denying women the same social status as men.

Otherwise, there is no point in talking about DEI and sustainability, if we can’t make women feel safe.