Combating the Harassment of Women at Workplace: An Analysis of Legislation in Pakistan

R. Ali, Johar Wajahat, M. Jan
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Abstract

The 3 P's, i.e., the security, promotion, and provision of fundamental rights to its people, are widely regarded as the hallmarks of an effective legal system. These 3Ps are enforced in both formal and informal legal structures. Gender-based violence (GBV) at work is the most well-known form of GBV in our culture, which is marked by patriarchy and gender segregation. When harassment occurs in the workplace, it makes a female's working experience unpleasant, harmful, and aggressive. It makes it difficult for her to obtain a legitimate position and respect in the workplace. According to a survey, 77 percent of Pakistani women employed in different occupations are unaware of their human rights in cases of sexual abuse. According to the National Commission on the Status of Women, 50 percent of women interviewed from the public and private sectors had been sexually harassed and were hesitant to report the truth. The Protection against Harassment of Women at Workplace Act of 2010 was enacted in Pakistan's history to protect women from mischief and ensure a safe workplace. It manifested constitutional protections enlisted under Fundamental rights. Non-traditional job structures, such as farm work, domestic and home-based work, are part of Pakistan's socio-economic culture. Even on non-traditional job bases, the Act of 2010 made it possible to directly contact the Office of Ombudsperson or file a criminal complaint. This article aims to examine the current state and efficacy of workplace discrimination legislation.
打击工作场所对妇女的骚扰:巴基斯坦立法分析
“3p”,即保障、促进和提供人民的基本权利,被广泛认为是有效法律制度的标志。这些3p在正式和非正式的法律结构中都得到了执行。在我们的文化中,以父权制和性别隔离为标志的工作场所性别暴力(GBV)是最广为人知的性别暴力形式。当骚扰发生在工作场所时,它会使女性的工作经历变得不愉快、有害和具有攻击性。这使得她很难在职场中获得合法的地位和尊重。根据一项调查,77%从事不同职业的巴基斯坦妇女在性侵犯案件中不知道自己的人权。根据国家妇女地位委员会的调查,在公共和私营部门接受采访的女性中,有50%的人受到过性骚扰,她们不愿说出真相。2010年的《保护工作场所妇女免受骚扰法》是巴基斯坦历史上颁布的,旨在保护妇女免受恶作剧,确保工作场所安全。它体现了宪法对基本权利的保护。非传统的工作结构,如农活、家务和以家庭为基础的工作,是巴基斯坦社会经济文化的一部分。即使是在非传统的工作基础上,《2010年法》也使直接联系监察员办公室或提出刑事申诉成为可能。本文旨在考察工作场所歧视立法的现状和有效性。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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