A one day workshop on experience sharing for women executives in public sector was organised by the National Confederation of Officers Associations of Central Public Sector Undertakings (NCOA) and co- sponsored by UNIFEM. The format of the meeting was to enable women to discuss the problems encountered by them. The meeting concluded with recommendations of concrete programmes to be undertaken by Government, Management, Trade Unions and Women activists.

It was recognised that women executives should organise themselves not only for their own interest but also to provide a protective umbrella for other women employees in the lower categories who are generally more prone to sexual harassment. Women executives should also help non employees like widows of deceased employees , wives of employees in  distress in situations related to the husband’s employment. For example,  cases of employees being kidnapped by militant organisations, lack of communication from husband on tours etc.

Recommendations:

Women’s cell
Government
Government should bring suitable legislation to extend the scheme of setting up women’s cells to all establishments. The application of the scheme should not be restricted to Government, statutory and public sector establishments.
Management
Women’s cells should be set up  at all levels from the Corporate Headquarters to the units of PSUs
Trade Unions
Trade Unions should set up women’s cells at all levels. These should be the counterparts of the women’s cells set up by the Management, so that they could work  in a complementary manner. NCOA should set up  women’s units in all its affiliates. NCOA should take up individual grievances of women executives.

Women activists
The workshop set up a committee to review the experience and  examine the terms of  reference of the women’s cells and suggest modifications, if any. The Committee will seek the support of WIPS and advice of professionals.

Annual Audit
Organisations like the National Commission for Women or WIPS. should conduct an annual audit to see if enterprises are following the law and their own laid down policy in respect of women. The Women parliamentarians should examine the possibility of setting up a Parliamentary committee on Women along the lines of the Official Languages Committee.

Crèche
PSUs should implement the rules and laws relating to setting up Crèche facilities. A crèche facility should be set up at the SCOPE building. NCOA and the Trade Unions should, if necessary,  take affirmative action to see that such facilities are set up at the SCOPE complex.  This will set an example. The crèche facilities should be available to male employees as well as women employees.

Administrative issues
The administrative issues dealt with various aspects of working women executives like transfers, promotions, career growth, shift duties, inter personal relations etc.

Transfers
It was recognised that transfer was an administrative requirement even though it was very disruptive for the employee’s family. The problem was exentuated  due to a) a lack of a formal and laid down transfer policy, b) linking the transfers with promotion, with a punitive clause of denial of promotion in case of not accepting a transfer and c) in some cases, transfer being used for harassment or as a punishment. To that extent it was a common problem for both genders. However, given the role of a women in society and their place in the home, special consideration is required in the case of women executives.
Government
Since the Govt. of India has so far not notified the coverage of the  Central Administrative Tribunals there is a responsibility on the part of the Government to evolve suitable mechanisms for grievance redressal.
Management
a)  Transfers should be delinked from promotions as a matter of routine unless there are specific reasons for so doing.
b)  Unless it is not possible strictly on account of administrative exigencies, a women’s consent should be sought about the place of posting.
c)  The Women’s cell should examine the suitability of a place where a women is being posted, this is particularly important in the matter of postings in rural areas and /or remote places and/ or sensitive areas.
d)  In the case of transfer of women, where the family gets divided, the transfer should be for a limited period. In case of a request transfer, based on the transfer of her husband, such requests should be considered positively and without any loss of seniority.
e)  The Women’s cells should examine a complaint of malafide.
Trade Unions
a)  Trade Unions should examine a complaint from a women employee.
b)  Trade Unions should make an effort to help a women employee in the new place of posting.

Promotions and career growth.
a)  Whenever a women is considered for promotion, the DPC should have a women on the committee.
b)  Management must create conditions to ensure growth and development of women executives so that the present situation of a very few women executives in decision making positions is reversed. The natural handicaps faced by women must be given due recognition and steps taken to enable the women to overcome these handicaps.
c)  The recommendations made by WIPS in this regard should be accepted.

 Training, tours and site work
 Management
Management should create conditions to enable women to discharge their duties effectively. The security and safety of women is and should be the responsibility of the employer. However inability to ensure safety and/or the tendency on the part of the officer concerned to play safe should not be the reason for denying women training, tours and site work. In any case the women executives should be given the first right of refusal.
Trade Unions
NCOA and other Trade Unions should independently or along with WIPS/ NGO’s/ other institutions  organise training and counselling programmes for women employees.
 
Shift Duties
With the deterioration of law and order situation it is becoming increasingly difficult for women to commute  by public transport between sunset and sunrise. Also the threat perception varies from city to city.
Government
Government should examine the problem of commuting of working women and bring in suitable legislation that would ensure that the employer has complete responsibility for the safety and security of women who on account of  nature of work have to commute form their residence to the place of work during odd hours (which would vary from city to city depending on the threat perception) The legislation should provide stiff penalties to prevent employers engaging, for this purpose, private contractors instead of company transport. It has been observed that such contractors do not have full time responsible staff and vehicles in good condition.
Management
Management should, without waiting for a legislation, implement that what is stated in Para. 3.4.1. Management should also review the shift hours so that the transportation is minimised.
Trade Unions
This issue of transportation and security of women and the quality of transport should be included in the agenda for collective bargaining.

Sexual Harassment
Women’s cells should be empowered to examine individual complaints of sexual harassment and recommend disciplinary action against the offender/s. The processing of complaints should follow the principles of natural justice. There should be suitable safeguards to prevent misuse of this facility.

Recent Supreme Court Judgement (Vishaka - Case No WP 666-70/ 1992)
Government
Government should ensure extensive publicity to the  Supreme Court judgement on sexual harassment so that the law is well understood by all and this awareness acts as a deterrent. Government should make suitable amendments to the FR and SR to incorporate the spirit and letter of the judgement.
Management
Management should make suitable amendments to the Conduct rules and Standing orders to incorporate the spirit and letter of the judgement. While making the amendments the women’s cell should be fully involved.
Trade Union
NCOA should examine the possibility of filing a CMP in the Supreme Court to have the coverage of the judgement extended to all sectors and establishments.

Gender sensitisation workshops.
Women’s organisations like National Commission of Women, WIPS (and their counterpart organisations in the Private Sector), UNIFEM, ILO should
- in collaboration with SCOPE (and their counterpart organisations in the Private Sector) organise a workshops for the CEO’s and senior executives.
- in collaboration with NCOA and the Trade Unions organise workshops for Trade Union leaders and activists.