SHe-Box Portal

Syllabus: GS1/Society

Context

• The Ministry of Women and Child Development recently launched the SHe-Box portal.

About

• It is an online system designed to help in better implementation of various provisions of ‘The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013’ (SH Act).
• It will provide a publicly available centralised repository of information related to Internal Committees (ICs) and Local Committees (LCs) constituted at various workplaces, across the country.

Key Features of the SHe-Box Portal:

• Nodal Officer: It provides for designating a nodal officer for every workplace who is required to ensure updation of data/ information on a regular basis for real time monitoring of complaints.
• Filing of  Complaint: A complaint on the portal can be filed by an aggrieved woman or any other person on behalf of the complainant. 
• Monitoring: It has a monitoring dashboard for Nodal Officers at the Centre / State/ UT level and District level, to see the number of cases filed, disposed and pending.
• Confidentiality: The portal is so designed that it masks the details of the complainant to maintain confidentiality.
  • Except the Chairperson of the IC/ LC, no other person is able to see the details or nature of the complaint registered.

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013” (SH Act) 

Key Provisions Include:

• Definition of Sexual Harassment: Unwelcome physical contact, sexual advances, demands for sexual favors, Sexual remarks, and any other inappropriate behavior.
• Internal Complaints Committee (ICC): Every organization with more than 10 employees to establish an Internal Complaints Committee (ICC).
  • The committee must be led by a woman and should include at least one external member, such as an expert on women’s issues or an NGO representative.
• Complaint Mechanism: Women can file complaints within three months, and the ICC must resolve them within 90 days.
• Confidentiality: Complaints and investigations must be kept confidential.
• Employer Responsibility: Employers must take preventive measures, conduct training, and act on complaints.
• Redressal: If harassment is proven, disciplinary action is taken against the offender, and compensation can be awarded to the victim.
• No Retaliation: Retaliation against the complainant or witnesses is prohibited. Any retaliation or victimization can be treated as a separate violation under the law.
• Penalties: Failure to comply with the provisions of the SH Act can result in penalties for employers.

Significance

• Empowerment of Women: The Act plays an important role in empowering women by giving them a legal recourse against sexual harassment at work.
• Safe Workplaces: It fosters the creation of safe and respectful work environments, encouraging women to participate more actively in the workforce.

Challenges

• Lack of awareness: Many employees are unaware of their rights and the mechanisms available for redressal.
• Underreporting: There is still a degree of underreporting, primarily due to fear of retaliation or lack of trust in the system.
• Ineffective Implementation: In some organizations, the creation of the Internal Complaints Committees and their functioning is not up to the required standards.

Conclusion

• The SH Act, 2013 is a critical step toward creating a safer and more respectful work environment for women in India. 
• While the Act lays down comprehensive provisions to address sexual harassment, its successful implementation requires awareness, training, and commitment from employers and employees to ensure that workplaces are free from harassment.
• The SHe-Box portal represents a significant step forward in ensuring safer workplaces and providing aggrieved women with a reliable mechanism for addressing their grievances.

Source: PIB