SEPT. 1, 2002
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Q&A: Douglas Nielson
Douglas Nielson, Chief Country Officer, Deutsche Bank, India, speaks to BT Online on what the bank has in mind for India, particularly its plans in the asset management arena. Equity research, as Nielson says, will emerge as a key differentiating factor in this business, and that's exactly what Deutsche is working on.


Long Bond Is Back
The government is bringing back the 30-year bond. Will insurers be the only takers?

More Net Specials
Business Today,  August 18, 2002
 
 
A CROSS-SECTION OF POLICIES
Some Indian corporates have a clear policy on sexual harassment; most don't.
SATYAM COMPUTER SERVICES

» Zero tolerance policy
»
No employee shall promise, imply or grant any preferential treatment for engaging in sexual conduct
»
Employees to bring matter to the attention of their supervisor, any member of the Human Resource Department, or any senior manager of the company
»
The company to promptly investigate any allegations in as confidential a manner as possible and take appropriate corrective action
»
Any employee utilising the complaint procedure will be treated courteously. A person knowingly making a false claim shall also be subject to disciplinary action

SPECTRAMIND

» Measures shall be taken to avoid, eliminate and if necessary impose punishment for any act of sexual harassment, which includes unwelcome sexual behaviour

HUGHES ESCORTS COMMUNICATIONS LIMITED

» Sexual Harassment may include sexually oriented "kidding" or "teasing", "practical jokes," even comments on gender specific traits
»
Employees are strongly urged to notify their supervisor, and if appropriate, to contact Chief of Ethics/HRD

GILLETTE

» Sexual harassment includes quid pro quo (this for that) favours and the creation of a hostile environment
»
All supervisors and managers are responsible for ensuring that the workplace environment is free of sexual harassment

CITIGROUP

» If employees believe they are being subjected to harassment or unwelcome behavior, they may use the employee hotline numbers that have been established for this purpose by their business organisation. These numbers may be found in each business' Employee Handbook or other business publications
»
Citigroup prohibits sexual or any other kind of harassment or intimidation, whether committed by or against a supervisor, co-worker, customer, vendor, or visitor

BHARTI TELENET

» Policy applicable to all allegations made against an employee or a third party, irrespective of whether sexual harassment is alleged to have taken place within or outside company premises
» If the complaint is oral, the same shall be put in writing by the recipient and sent to the president of the company for forwarding to the complaint committee
»
The complaints committee will hold a meeting with the complainant within 21 days of receipt of the complaint
»
The president of the company will ask for an annual report giving full account of such activities and forward a copy to the ministry of Human Resource Development


THE AMERICAN STORY
Indian companies could learn from the way USA Inc deals with it.

Even while Indian companies continue to grapple with the contentious issue of sexual harassment, corporates in the United States have set a new benchmark. Paul W. Chellgrren, the Chief Executive Officer of Ashland Inc, a Kentucky-based infrastructure major, had to step down, not because he violated the company's stringent sexual harassment policy. Instead, he was hounded out as he had violated another of the company's policies that bans the dating of subordinates, even if they voluntarily comply.

Under US laws sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964.

With the US Federal government making it mandatory, every company has a clear sexual harassment policy in place. Atlanta-based Coca-Cola defines harassment widely to encompasses "a range of physical or verbal behavior, including e-mail, voicemail messages, and can include, but is not limited to, sexual or ethnic comments or jokes, inappropriate written or pictorial (graphic) materials, discriminatory remarks, religious slurs, racial insults, and sexual advances" that can create a hostile work environment.

Once a charge has been filed, the Human Resources Department is expected to conduct an immediate investigation, while ensuring privacy of all individuals involved. And, in case the investigation substantiates the charges, then appropriate corrective action - including a possible termination of services - follows.

These tough rules notwithstanding, estimates suggest 80 per cent of working women and 15 per cent of their male counterparts in USA Inc. have experienced sexual harassment at work.

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