Kolkata rape case: Reactive approach cannot strike at the root of gender violence

The Kolkata rape case and similar incidents have led to the creation of various institutional frameworks and legal guidelines in India to address sexual harassment and violence. The Vishakha Guidelines, formed after the Bhanwari Devi case. Nirbhaya episode brought the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH Act). This act mandates that workplaces, both in the public and private sectors, establish Internal Complaints Committees (ICCs) to handle cases of sexual harassment. Now, the constitution of a Special Task Force (STF) by the Supreme Court.

The response to sexual harassment or violence against women in the workplace often comes after the fact, rather than through proactive prevention. This reactive approach can feel inadequate and frustrating because it suggests that significant change only occurs after a tragedy or high-profile case.

Deep-rooted patriarchal attitudes in society often minimize the importance of proactive measures for women's safety. Prevention isn’t prioritized because the issue isn’t always seen as urgent until it directly impacts public opinion. 

Victims may be hesitant to report incidents due to fear of stigma, retaliation, or lack of faith in the justice system. This silence can make it seem like the problem is less pervasive than it actually is, leading to less focus on prevention. Create a culture where reporting harassment is normalized and victims are supported rather than stigmatized. This can be facilitated by anonymous reporting tools and strong support systems.

Even when laws like the POSH Act are in place, the lack of consistent monitoring and enforcement means that many workplaces do not fully comply with these laws.

For real change to occur, India must move beyond reacting to individual incidents and focus on creating a proactive, preventive culture regarding workplace safety. This requires a coordinated effort between the government, judiciary, organizations, and society at large. Only then can we hope to create an environment where women feel safe and respected at work, free from the fear of harassment or violence.

The ultimate goal is a cultural and systemic shift where such measures are no longer reactive but are part of a proactive, ingrained system of respect and safety. This requires sustained effort in:

• Education and Awareness- Ongoing education and training on gender sensitivity and the importance of these guidelines.

• Effective Implementation- Ensuring that laws like the POSH Act are not just on paper but are actively enforced and followed.

• Cultural Change- Shifting societal norms and attitudes toward gender and violence, which is the most challenging and long-term aspect.

• Accountability- Holding institutions accountable for lapses and ensuring transparency in the handling of such cases.