Workplace Sexual Harassment in Salon Industry
Do Indian salons and beauty brands have #MeToo stories to tell? Yes, but only on the grapevine. Lack of awareness and fear of repercussions silence most victims but how much longer? — By Isha Gakhar & Rakhi Jerly
In 2018, the #MeToo Movement took the world by storm and shattered years of silence from victims of workplace sexual harassment and the global society’s general apathy to the issue. From politics to Hollywood, voices irrespective of gender finally rose up in unison to condemn the exploitation that has become so ingrained in the corridors of power that it is almost considered a part of any professional’s journey to the top. It is to be stressed here that while working women are more likely to experience misconduct from their superiors or colleagues, revelations made by several male models, American actor Terry Crews, and Bollywood’s own Ayushmann Khurrana, prove that no one is immune to exploitation.
While celebrities were at the forefront of the #MeToo movement — globally and in India — it was soon clear that workplace sexual harassment is not just the entertainment industry’s challenge. Which led us to question the scenario in our own salon and beauty industry, where human interaction is a quintessential part of every job role. However, our efforts to engage top brands in shedding light on the topic were almost futile; while many people in the industry were aware of its importance, none were quite comfortable with tackling the issue on the record. The lack of an official body to oversee the challenges faced by Indian beauty professionals and salon employees complicates our research further. There are no set guidelines or rules that beauty brands or salon owners can follow in case of a complaint being raised.
Out of the many brand heads and entrepreneurs who were approached for this report, Samir Srivastav, CEO – Jean-Claude Biguine stepped up to share his take on workplace sexual harassment and detailed the processes that JCB has in place to address any incidence that comes to light.
What is your take on workplace sexual harassment in the salon industry?
Like all industries, workplace harassment is an emerging and ongoing issue for the salon and beauty industry as well. As the line of work is extremely people-centric, there are more ways than ever for inter-personal issues to be misinterpreted or get out of hand. However, at Jean-Claude Biguine, we have a zero-tolerance policy towards workplace discrimination and harassment. We strive to create a safe workplace for all.
Have you come across any such incident or accusations — even through the grapevine?
Yes, I have heard of such instances.
What steps can the industry take to avoid workplace sexual harassment?
Many a time, sexual harassment goes unrecognized because women are not aware of what it constitutes and what its implications are – directly or indirectly! Every organization must set up a safe and effective platform for women to come forward and seek assistance & solace. The best thing would be to ensure that all women feel supported while also keeping them informed and educated about this.
Are there any rules/guidelines in place to protect your employees from such incidents?
We ensure that a lot of emphasis is given to educating our employees, irrespective of gender, on this very subject. We conduct training programs to help them understand primarily what sexual harassment at work is and how one can voice their opinion. We have set up a stringent redressal forum for women to come forward and seek assistance.
We have also enforced The Prevention of Sexual Harassment (POSH) at the workplace Act which is certified and recognized by the government, which helps further this cause and aid women seeking justice while also monitoring the correct working of this mechanism through an external body.
What are the facilities provided to your staff, especially women, to ensure a safe work environment?
We have set up a meaningful employee engagement platform called the ‘Friday Forum’ where all our employees get together for some offline recreation. We also have a monthly Town Hall Meeting in Mumbai and Bengaluru which is presided by the seniors of the organization. Through this platform, we get all our employees together to promote and instil a healthy work culture while also building a sense of community.
If an employee files a complaint, what are the first steps taken to address it and handle the situation effectively?
We have set up an exclusive HR Helpline for our employees to voice their grievances. We also offer multiple avenues through which employees can raise a complaint and when we do receive any such grievances, we focus on the below guidelines:
- Keep an open mind
- Don’t pre-judge the situation or make assumptions
- Take every harassment complaint seriously
- Treat the complainant with both respect and compassion
- Don’t brush off the complaint or downplay it
- Encourages employees to come forward when they experience harassment at work
- Maintain confidentiality
- Many victims fear retaliation from their harasser, so address those fears and make them feel safe and secure.
Are you a Victim of Workplace Sexual Harassment?
One of the major reasons for misconduct going unreported is the lack of awareness among employees. Here’s how you can identify unacceptable behaviour and take action to help irradicate this problem.
Sexual Harassment includes:
- Physical contact or advances
- Demand for sexual favours
- Showing or Sharing pornography
- Verbal remarks or non-verbal conduct of sexual nature
Know the Law
Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 came into force from 9 December 2013. The Act creates a mechanism for redressal of complaints and also provides safeguards against false or malicious charges. The Committee is required to complete the inquiry within a time period of 90 days. The inquiry process under the Act should be confidential with a penalty of INR5000 if it is breached. Penalties for sexual harassment offenses range from one to three years of imprisonment and/or a fine. Additionally, with sexual harassment being a crime, employers are obligated to report offenses.
