Nagaland workshop on harassment of women at workplace held in Kma

A one-day state-level workshop on the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, was held on October 31 at the SIRD Auditorium in Kohima. The event was organized by the Nagaland State Commission for Women (NSCW) and supported by the National Commission for Women (NCW).
MLA & advisor, law & justice T.N. Mannen in his speech as special guest, stated that the POSH Act provides a strong legal framework to ensure workplace safety for women against sexual harassment.
He added that the POSH Act is primarily preventive in nature, designed to protect women from misconduct. He noted that while men and women are created to coexist harmoniously, and mutual attraction is natural, this does not justify harassment.
He said in any civilized society, self-control and disciplined behaviour are expected. He however observed that due to instances of misbehaviour, a robust legal framework is necessary, especially in workplaces where sexes interact closely
He added that the penalties under the Act are crucial for ensuring compliance and accountability within organizations and that strict enforcement safeguards victims and deters misconduct by ensuring employers fulfill their duties.
Mannen stated that the POSH Act mandates the formation of Internal Complaints Committees (ICCs) to promptly address complaints, ensuring the safety, dignity, and productivity of women.
He highlighted penalties for non-compliance include fines (starting from Rs. 50,000), written warnings, suspension, or dismissal, depending on the severity of the offense.
He said frivolous complaints are also penalized and serious offenses like molestation, stalking, or assault can lead to criminal complaints under new legal codes: the Nyaya Sanhita 2023, Nagarik Suraksha Sanhita 2023, and Sakshya Adhiniyam 2023.
T.N. Mannen also outlined key challenges in implementing the Act:
 Under-reporting: Many cases go unreported due to fear of retaliation, social stigma, or lack of awareness.
 Non-compliance: Some organizations may not comply with the Act’s requirements, or their ICCs may not function effectively.
 Cultural Barriers: Deep-rooted patriarchal attitudes and power dynamics can hinder effective implementation.
To overcome these challenges, he observed that there is a need for :
 Increase Awareness about the Act and the consequences of harassment.
 Empower Women to be strong and boldly come forward with complaints so they can feel safe and enjoy their right to work.
In his special remarks, secretary Limawabang Jamir emphasized that the workshop is a collective reaffirmation of the shared responsibility to ensure every woman’s right to a workplace that upholds dignity, equality, and respect.
He stated that The Act is rooted in the landmark Vishaka vs. State of Rajasthan (1997) Supreme Court judgment, which declared that gender equality includes protection from sexual harassment and the right to work with dignity. He highlighted that this POSH Act is a crucial legislation that defines sexual harassment and outlines preventive measures, reporting systems, and time-bound redressal mechanisms.