Safecity Sat, 23 Sep 2017 19:46:44 +0000 en-US hourly 1 Sexual Violence: A Global Pandemic /16th- 22nd September Fri, 22 Sep 2017 17:21:12 +0000          Sexual Violence: A Global Pandemic

Written by Nikunj Morarka
Policy and Legal Team

Sexual violence is a global pandemic. One in three women experience sexual or physical violence – most likely from their intimate partner, according to a report from the World Health Organization. There is an urgent need to increase sensitisation regarding sexual violence and the awareness of consent and sexual violence amongst persons at large. In this series, we examine sexual violence and related issues that have come up in the news, on a weekly basis, published every Saturday. This is an attempt to improve awareness regarding incidents of sexual violence and related matters, so that we, as a society can take steps towards collective action to reduce its incidence. It is an effort to ensure that we acknowledge the rampant sexual violence that exists, lest we forget.

This issue looks at news from the 16th-22nd September, 2017.


Bill O’Reilly smears sexual harassment complainant

Bill O’Reilly, the former top Fox News host who was fired amid allegations of sexual harassment and an advertiser boycott, denied allegations of harassment and defended himself in an interview with Matt Lauer this Tuesday. He tried to smear one of the women who alleged harassment by claiming that she was arrested for a filing a false case. He was on the show to sell his new book. Whether his new book sells as well as his previous books will tell us whether partisan news consumers are willing to easily forgive the crimes of their beloved anchors.

Multiple sexual harassment accusations against railway engineer

A female railway employee working in the Tiruchirappalli railway division has lodged a complaint of sexual harassment against the Senior Section Engineer. She alleged that he would make her do household chores and also asked her for sexual favours. 18 of the female employees under the engineer have signed a letter claiming sexual harassment. The complaint has been forwarded to the railway board.

Sexual harassment probe cancelled by High court

An investigation into a judge accused of sexually harassing a female lawyer was cancelled by the Gujarat High court on the grounds of delay in inquiry by other judges. The judge was given the benefit of laws and guidelines that came into effect after the complaint.

Failure of the National Commission for Women

The National Commission for Women (NCW) has been pulled up by the Central Information Commission (CIC) for not being a “responsible employer” and not fulfilling its role defined by Section 10 of the National Commission for Women Act, 1990 by not acting on a complaint of sexual harassment filed by an employee from a minority community against a senior officer. The Act states that the NCW should “investigate and examine all matters relating to the safeguards provided for women under the constitution and other law” and “take up the cases of violation of the provisions of the constitution and of other laws relating to women with the appropriate authorities”. It later came to light that another woman had alleged sexual harassment by the same officer.

Uber’s license not renewed in London amid sexual harassment concerns

Uber’s license in London hasn’t been renewed and one of the main reasons is the company’s poor handling of cases of sexual harassment by its drivers. Uber apparently was lax in reporting to the police and once continued to employ a driver accused of harassment and fired him only after he sexually harassed a passenger again.


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In case you like this new series, hate it, or think there are stories that we should be covering but have missed out on, please email us at We look forward to your inputs and feedback!

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Emerging Leaders : Edwin Basil Mathew Thu, 21 Sep 2017 05:52:57 +0000 Safecity is celebrating the journey of people who have emerged as leaders as our campaigns progressed in their communities through our blog series “Safecity Emerging Leaders“. Read the inspiring stories of these individuals who are passionate about making their neighbourhoods safer with Safecity and have taken action in their own special ways.

Safecity Emerging Leader : Edwin Basil Mathew

My name is Edwin Basil Mathew. I’m volunteering with the Data Analytics group at Safecity. Also, I’m working as a full-time Consultant at Fractal Analytics. Before this, I completed B.Tech in Electrical and Electronics Engineering from Delhi Technological University. My main interest lies in understanding principles of learning that yield insights from raw data and deploying them to boost business growth.

I came to know about Safecity through a college senior, when I told her about my interest in non-profits that realize the power of data for solving common problems in our society. That is when she referred me to Safecity. I looked it up online and was impressed by its motivation to tackle gender-based violence.

Like most responsible citizens, I wanted to give back to the society we grew up in, but in my own way. And Safecity gave me the perfect outlet to work on solving one of the serious problems that plague our world – that of harassment of women and other disadvantaged communities – a problem that’s very very real and relevant in the present age. At the same time, I got to sharpen my technical skill-set by exploring effective channels to leverage data for problem-solving with the brilliant team at Safecity. It also let me put my thinking resources to a good, selfless cause and therefore maintain a happy conscience.

At Safecity, I’ve performed social media analytics by extracting data from Facebook, Twitter and Instagram through dedicated API’s, followed by transforming the data to get actionable numbers. In one project, I had to determine and analyze Facebook post scheduling effects on social media page reach and engagement metrics (which is feedback for us that indicates how popular we have been among fans/followers online) through a statistical hypothesis test. In other words, I had to find if scheduling several posts together fared better than making posts when and where content is available. Post extraction of data through Facebook Graph API Explorer via an access token, we engineered the features to a form suitable for analysis. I had a roadblock though, that the exact dates on which auto-scheduling was active were unavailable. We overcame that by clustering posts lying in close vicinity along the timeline together and treating them as one post and performing an A/B test to confirm the hypothesis. In another project, we used an unsupervised learning algorithm with Levenshtein distance as a metric to automatically correct incorrectly spelled incident titles in crowd-sourced survey responses and classify the incidents correctly. Therein, we also performed batch reverse geocoding of incident sites’ latitude-longitude coordinates to corresponding PIN codes, in order to aggregate the incidents which occurred near to each other.

The insights we derived through data came as an eye-opener to the gross reality of the egregious harassment incidents across India, Kenya, Cameroon and Nepal. Volunteering here exposed to me the pervasive issue of gender inequality at its core and let me take actions instead of being a mute spectator.

For me, I would term the experience at Safecity as gratifying in terms of letting me do pro bono service, as well as didactic in instituting the value of distributing my time most effectively through the daily wave of commitments.

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Inequality in the corporate world Wed, 20 Sep 2017 05:00:17 +0000

Pulkit Bhasin is currently in 11th grade. He thoroughly enjoys reading, writing, and playing cricket. He has volunteered at other organizations as well where he has taken up a plethora of roles from database management to teaching underprivileged children. He relishes the opportunity of public speaking and has participated in various debating competitions. He holds some experience in computer programming as well.

Inequality in the corporate world

Whether it is employment, educational, or social opportunities, women have always failed to receive equality, in terms of social, economical, and influential power, as their male counterparts. Such sexism is prevalent in the professional world, where women struggle to succeed and rise to the top, due to the glass ceiling that our society imposes on them. Our society fails to understand the political, social, and economic stability that shall arise from a woman’s empathetic and sharp inter-conflict resolution ability, combined with formidability, arising from power in administration. As a result, women have always been considered inferior, and have been handed menial jobs, as opposed to the more productive, and influential jobs that a man possesses, in order to try and retain dominance in the professional world.   

Unequal Opportunities

The issue of gender inequality is not limited to small corporations in Less Economically Developed Companies (LEDCs) and developing countries, but is prevalent in large multinational corporations across the globe. Although the percentage of women partaking in the workforce has increased over the past decade in the technological and financial hubs of the world- Silicon Valley and Wall Street respectively, it is a shame that women are still employed in the non-technological and non-administrative sectors of the respective industries, limiting the influence they possess on the supply of the service the corporation is providing. Inequality women face in corporations is not just limited to job opportunities, but it also extends to a wage gap and prevalence of sexual harassment which women face on a regular basis.

Arti Khanijo, a parent to a two-year old, was asked inappropriate questions about future family plans during a job interview by a “renowned MNC”, showing the stereotypical image prospective employers possess. “If that wasn’t enough, they went on to ask if I was planning to have kids in the next two years. I didn’t want to join a company that takes such promises from an employee before joining,” she says firmly. 

The CEO of the Indian subsidiary of a global IT corporation explained how he found that his male colleagues were told to go for meetings after 6 pm that would often go on late into the night. This practice can’t be formally called harassment or even discrimination (at least in India) but it is, since it leaves out women professionals who often need to go home to their children or to household duties. So a rule was set: no meetings after 6.30 pm – and the gulf was bridged. Sure, working from home is an option for the multi-tasking women these days but the advantage of face-to-face meetings remains unmatched. 

Wage Gap

The degree of the problem intensifies and becomes more evident as we further narrow down the wage gap on the basis of classification of women in accordance to race, age, and location. In the state of Utah in the United States of America, each women earns a mere $0.55 for each dollar earned by a white man. Furthermore, in the United States, black women, Hispanic women, and Native American women earn less than 50% of what men earn. Moreover, the gap has widened over the last 10 years between men and women above the age of 65 years. 

Sexual Harassment

The issue remains the same when it comes to sexual harassment faced by women in workplaces. Recently, a man working at SoFi- a $4 billion startup reported a case of sexual harassment to help protect a woman from becoming a victim of “lewd, sexual gestures” and “explicit sexual innuendo”. The result of this was the retrenchment of the employee; making a strong statement and the lengths companies are willing to go to in order to protect the image of their corporation.


Such incidents simply pressurize employees into complying with the administration, irrespective of the level of propriety in their language and tasks. It is essential to ensure stricter regulation by HR departments, by making it compulsory to employ women in HR departments to ensure a fairer result. It is imperative that women are given the opportunity to take up stronger administrative and production roles, as their work ethic, intellect, and experience would in fact lead to greater productivity and would help strengthen the economies of countries and lead to socio-political stability. Another solution to this problem is a greater investment by the government into breaking the gender bridge though the introduction of education and training policies designed to increase the productivity of women. This will increase the value women offer to a workforce, thus increasing their bargaining power, and would allow a greater number of women to compete for white-collar professions.

Opinions are of the writer.

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Using Technology for Change Tue, 19 Sep 2017 16:32:37 +0000 Using Technology for Change

by Elsa Marie D’Silva

Curated by Vandita Morarka

You’ve gotten to know our team, we’re bringing you this series so that you can get to know our work better too. We explore the different verticals of our work through the lens of the people leading them.

In today’s connected world, we cannot do without our mobile phones or access to the internet. In fact, we feel lost and uneasy without our devices and totally cut off from the world without the internet. In such a scenario, we should use technology to our advantage to address pressing social issues. Safecity is a great example of leveraging technology to address sexual violence in public spaces.

We launched Safecity as a response to a horrific gangrape of a young woman on a bus in New Delhi in December 2012. This particular incident blew the lid off the issue and suddenly the conversations put the spotlight on people’s personal experiences. For the first time I openly shared my experiences and heard so many of my friends’ stories. Yet none of us had ever spoken about it before. The shame associated with the incident, the fear of the police, the lack of knowledge about the legislation and the lengthy process for justice were all barriers to reporting thus making the issue “invisible”. There had to be a better way to document our incidents and put the spotlight on the issue.

Taking a cue from Harassmap Egypt, we launched a customised version Safecity which encouraged anonymous reporting of sexual violence. We were primarily concerned with collating these stories from India but soon we had requests from Kenya, Nepal and Cameroon. The stories started flowing in. These stories are then collated as location based trends and visualised on a map as hotspots. Since our launch on 26 Dec 2012 we have collected over 10,000 stories from over 50 cities in India, Kenya, Cameroon, Nepal, Nigeria and Trinidad & Tobago and directly reached over 400,000 people.

The idea is to make this information available in the public domain for anyone to use –

For individuals – to document their experiences, learn from each other, improve situational awareness regarding the location and type of abuse

For communities – to use the data as a starting point for conversation to debate and discuss so that local solutions can be found and to demand from institutional service providers better infrastructure

For Institutions – a new data set that can be used as additional input for decision making.

In countries like India where official data is not freely available, this new dataset is very valuable to make decisions. Even if one had access to the official police crime data, information at the street level or a breakup category wise is not available. And just like we use peer review sites like Trip Advisor, Yelp and many others in making decisions on an everyday basis, Safecity offers you a chance to use your peers’ experiences to make better choices for your personal safety. By representing the information thus collected on a map as hotspots, we are moving the focus away from the “victim” to the location and people can view the issue with a different lens.  

We use the online data that women and girls share to identify factors that lead to behaviour that causes sexual violence and help us think through strategies to find solutions. We partner with other NGOs, citizen and student groups who work in a local community, to create awareness and collect information on sexual violence. The data highlights trends and we then mobilise the community to rally around the issue using the data as the base.

For example, our data helped us identify a hotspot in an urban slum in Delhi. It was on a main road near a tea stall. Men would loiter there while drinking their tea and intimidate women and girls with their constant staring. When asked what they wanted to change about their neighbourhood, the young girls said that they would like the staring to stop. So we organised an art workshop for them and they painted the wall with staring eyes and subtle messaging that loosely translates in English to – Look with your hearts and not with your eyes. The wall mural was so effective that the the loitering and staring stopped and the girls could walk comfortably, with no stress, to school, college or work, without fear of being intimidated by those men. 

Changing cultures of violence are partly about policies, but it’s also about giving people a voice. By making it easy for people to share their stories and report, and thus transparently showcasing data we can hold institutions accountable. We have several examples where on presenting the data police have changed beat patrol timings and increased patrolling, municipal authorities have fixed street lighting and made safe public toilets available. And together with a partner organisation in Nepal, we pressured the transportation authorities to issue “women only” bus licences.

We have just launched our mobile app on Android and Apple playstores which will make it easy to report and access information to deal with sexual violence. Additional features including posting safety tips, marking places to indicate resources like hospitals and police stations and building a community through events and discussions.

So go ahead download the app, report sexual violence and join our movement in making public spaces safe for all especially women and girls.


Connect with us?

Write in to with feedback and queries and to if you would like to connect on our policy and legal work. You can now download our app on Android and iOS systems – let’s make spaces safer together!

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Celebrating Character Day in Delhi Tue, 19 Sep 2017 11:25:09 +0000 The Character Day celebration in New Delhi on September 13th was loved and enjoyed by all!

The Safecity team of Hansraj College came up with the most interesting way of celebrating oneself -Poetry and Music. They hosted The Open Mic at Shake Shook in Kamla Nagar, New Delhi. More than 12 youth registered for the event.

The event began with a brief introduction of Safecity and its work and went on to the discussion of Character, the theme for the open mic. Without any delay, we jumped to the poems, ghazals, shayaris and guitar notes.

We began with a poetry on ‘Discovery of Your Own Soul‘ by Arpit Bhalla and then a beautiful poem ‘Insaan tu apni umeedo ka mareez hai‘ by another brilliant poet Aayush Khar. Safecity Volunteer Outreach Officer, Aarushee Shukla, shared her wonderful experience of her journey with Safecity and how it has transformed her into a young confident woman.

We had various other pretty poems by Akansha, Abhishek and Simran, Shayaris by Saurabh Rawat and a soulful ghazal by Aekansh.

Even our campus ambassador from Hansraj recited a poem on ‘Existential Crisis‘ and one of the volunteers, Ayushmita, talked about Dissent.

We concluded the session by  clicking pictures, sipping shakes and enjoying the wonderful Thank-you presents made by our volunteer, Manvi.

– Vanshika Deswal (Campus Ambassador)

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Awareness Workshop at KMC College, Delhi Tue, 19 Sep 2017 08:32:33 +0000 Safecity had an awareness workshop in Kirori Mal College, Delhi on 15th September, 2017 which was attended by 50 students.

In the workshop we had a focused discussion on personal safety, gender and sexual harassment. We started the session by distributing balloons to students and asked them to write one social stigma that they have faced/or they believe exists in our society.

Following it we had a rapid fire round wherein we asked the students some questions related to safety like-

  • Who do you feel safe with?
  • Are choices and safety related?
  • Do you feel safe/unsafe depending upon your outfit?

After this interesting discussion on safety we moved on talking about the importance of reporting. We showed few videos and shared statistics with the students to make them aware of the alarming situation. We took a moment to share how our organisation, Safecity, is encouraging people to report the incidents of sexual harassment and thereby breaking the silence.









In the next segment of our workshop, we explained the concept of gender through a gender box. We invited the students to write some masculine and feminine characteristics in a board. Further, through those characteristics we stressed upon the correlation of behaviour, status and the relationship of a person. This helped the students in understanding the different terminologies.

Our last segment of the workshop was focused on talking about sexual harassment. We discussed the types of harassment and through an activity asked the students to guess which offences from those displayed on the screen were punishable. Post that we had a discussion on the UGC guidelines, Zero FIR and Internal Complaints Committee.









Later, we asked the students to burst their balloons thereby taking a pledge to bring a change at their own individual level.

In our last activity, we divided the students in three groups and asked them to summarise the workshop (or a part of it) in whichever way they wanted and we were awe-struck when they presented their learning through a skit and poetry!

It was an amazing experience!

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Working with Corporates for Change Mon, 18 Sep 2017 15:47:57 +0000 Working with Corporates for Change

by Elsa Marie D’Silva

Curated by Vandita Morarka

You’ve gotten to know our team, we’re bringing you this series so that you can get to know our work better too. We explore the different verticals of our work through the lens of the people leading them.

When I started Safecity a few years ago to crowd-source stories of sexual violence, I fully expected a flood of incidents being reported. However, I quickly realized that many women and girls did not fully understand the spectrum of abuse nor were they aware of the legislation that makes this kind of abuse a crime and therefore they were reluctant to report or not aware of their right to report.

So when the Government of India introduced The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 or the POSH Act as it is popularly known, I was thrilled. I recall so many incidents in my 20 year career in the aviation industry that would qualify as sexual harassment under this Act yet we didn’t have a terminology for it at the time.

Today, we have a very powerful legislation that clearly spells out what constitutes sexual harassment, the contributing factors to it, the responsibilities of the employer and employees, the definition of the aggrieved woman and the redressal procedure which includes having an internal policy, an investigation committee and a clear process for investigation. Non compliance of this Act can invite a penalty or even suspension of the business licence.

Whilst many question the limitation of the Act to only address the needs of a woman, the introduction to the Act clearly states the reasoning for it.

“An Act to provide protection against sexual harassment of women at workplace and for the prevention and redressal of complaints of sexual harassment and for matters connected therewith or incidental thereto.

WHEREAS sexual harassment results in violation of the fundamental rights of a woman to equality under articles 14 and 15 of the Constitution of India and her right to life and to live with dignity under article 21 of the Constitution and right to practice any profession or to carry on any occupation, trade or business which includes a right to a safe environment free from sexual harassment;

AND WHEREAS the protection against sexual harassment and the right to work with dignity are universally recognised human rights by international conventions and instruments such as Convention on the Elimination of all Forms of Discrimination against Women, which has been ratified on the 25th June, 1993 by the Government of India;

AND WHEREAS it is expedient to make provisions for giving effect to the said Convention for protection of women against sexual harassment at workplace.”

Safecity has been conducting workshops at several corporates for the past few years creating awareness amongst employees on the POSH Act and their own responsibilities, training the Internal Complaints Committees on how to conduct investigations and switch roles from peers to judges with empathy, and raising gender sensitivity amongst all so that policies and procedures can truly be inclusive at the workplace. We also consult as a neutral member on the investigation panel and ensure the proceedings are fair and just to all parties.

Our modules are interactive, participatory and tuned to the needs of the organisation. We have conducted workshops for groups that have comprised – all men, all women, new inductees, senior management, lower level employees and mid level managers. Our corporates have ranged from PSUs to advertising agencies to car companies to hospitality and media organisations. Thus far, we have had over 5000 people attend our workshops in English and Hindi and it has been well received.

Some of the feedback we have received are:

  • It was a very interesting and open conversation. Improved my knowledge.
  • It was good, very openly discussed, boosted our morale to raise voice against sexual harassment in any of its little form.
  • It is very important to have these kind of workshops.
  • Clarified few of the unknown facts about the law.
  • Got to know about our rights, responsibilities and understanding of sexual harassment, the act and consent. it was extremely helpful and knowledgeable

I am very pleased with the progress made and the willingness of corporates to be more open in addressing sexual violence and making their workplaces more inclusive. Truly this will go a long way in levelling the playing field for women in their careers and help them advance up the corporate ladder.

Our app is a tool towards facilitating more dialogue and spearheading more such action in our workplaces as well.


Connect with us?

Write in to with feedback and queries and to if you would like to connect on our policy and legal work. You can now download our app on Android and iOS systems – let’s make spaces safer together!

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Tools for Community Change Sun, 17 Sep 2017 16:27:11 +0000 On 15th September, a very active tweetchat was hosted by Sharda Vishwanathan @visharda on the Tools for Community Change with its focus on GBV.

The chat revolved around ways to address and mitigate Gender Based Violence (GBV). Most public are aware of violence and its different types but very few knew what GBV is. Hence, this tweetchat was a way of spreading awareness among the masses plus the discussions help in coming up with unbelievable individual perspective and solutions. This discussion helped the participants understand that creation of a conflict free environment is the key to the reducing GBV.

A Tweetchat by Sharda!

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Awareness about Sexual Harassment in Public Spaces Sat, 16 Sep 2017 09:27:53 +0000 As sexual harassment faced by women is on the rise, it is the need of the hour to spread awareness about what is sexual harassment and what are the laws and regulations as well as the corrective action to be taken to protect themselves from such harassment.

The CWDC Association of Tolani College of Commerce in collaboration with Red Dot Foundation – Safecity organised a Workshop on “Gender Sensitisation and awareness about Sexual Harassment in public places” conducted by Ashwini Syed in the AV (Audio-visual) lab on 12th September, 2017 where 40 students were present.

The workshop started with questions like – What makes you feel safe? What makes you feel unsafe? and What precautions do you take to stay safe? This session worked like an ice-breaker to get the audience to talk about sexual harassment which is not openly discussed in our society.

Then the speaker dealt with gender and sex terminologies and discussed in depth the difference between both the terms. Clarity was also given on the point that sexual harassment is not only faced by girls and women but also very often by men and children as well.

In the workshop different types of sexual harassment faced by women were discussed. The three forms were :

  1. Verbal – Commenting, Catcalls, Sexual invites, etc.
  2. Non-Verbal – Staring, Ogling, Taking pics, Indecent gestures.
  3. Physical – Touching, Groping, Stalking, Sexual Assault, Rape.

The audience became aware about different laws which protect women from sexual harassment. Sec. 354A/B/C/D, Sec. 294, Sec. 509, Sec. 375. Sec. 376 etc. were dealt with and insights into these laws were given to the audience. The Protection of Children from Sexual Offences Act (POSCO) 2012 and Prevention of Sexual Harassment (POSH) Act, 2013 were also mentioned.

The last part of the workshop was relating to the SOLUTION for the aforesaid problem and how Safecity deals with it. Making crowdsourced data useful, Safecity extends help at Individual levels, works with Communities and also involves Institutions like Police. The speaker also mentioned about the Mobile App of Safecity which is to be launced on 21st September, 2017 which will be a ready reckon-er and a platform for getting reports on sexual harassment which are location based.

The workshop was an interactive session where the students could also put forward their thoughts and views. Through this workshop, they became aware that our society needs a change and we all have to take a step to bring the change and act as revolutionaries to make this place free of all kinds of harassment. Though change doesn’t happen overnight the change can begin from us.

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Sexual Violence: A Global Pandemic /9th-15th September Sat, 16 Sep 2017 06:44:33 +0000          Sexual Violence: A Global Pandemic

Written by Nikunj Morarka
Policy and Legal Team

Sexual violence is a global pandemic. One in three women experience sexual or physical violence – most likely from their intimate partner, according to a report from the World Health Organization. There is an urgent need to increase sensitisation regarding sexual violence and the awareness of consent and sexual violence amongst persons at large. In this series, we examine sexual violence and related issues that have come up in the news, on a weekly basis, published every Saturday. This is an attempt to improve awareness regarding incidents of sexual violence and related matters, so that we, as a society can take steps towards collective action to reduce its incidence. It is an effort to ensure that we acknowledge the rampant sexual violence that exists, lest we forget.

This issue looks at news from the 9th to 15th September, 2017.


Medical superintendent sexually harasses officer, on the run

On the 10th of September, a female medical officer at Babu Jagjivan Ram hospital in northwest Delhi accused the hospital’s medical superintendent of sexual harassment. She alleged that the senior doctor would call her inside his room and have vulgar conversations. He also allegedly tried to touch her inappropriately. A case has been filed and the accused is on the run.

Female ONGC employee sexually harassed

A female employee of ONGC Videsh, the overseas investment arm of the government-run Oil and Natural Gas Corporation, who is a company secretary has accused her immediate boss of sexual harassment. In her complaint she alleged inappropriate touching and unreasonable demands by her boss. She claimed that he would make her stand in his office for hours for no reason and make her work at his desk so he could stare at her. The company has opened an investigation and the accused has filed his reply.

Indian harassed in Saudi Arabia comes home

Humeral Begum, the Indian woman who had alleged sexual harassment in Saudi Arabia where she worked as a domestic help for a promised 25,000 rupees a month has returned to India. Humera Begum told ANI that she was beaten up and tortured by her employers in Riyadh. “I was in a lot of trouble there. I was not even given food. They tortured me and beat me up. They didn’t let me talk to my sister back home. They did things like holding my hand when I served them food,” she said, adding, “I want to thank the Indian Embassy, it helped me a lot and brought me here.”

New York University sexual harassment scandal

Seven current and former faculty members of the Brain and Cognitive Sciences Department at the University of Rochester in New York along with a former graduate student have filed complaints against the University with the US government. They allege that Jaeger, a full professor in the department, sexually harassed graduate students and postdoctoral students and created a hostile work environment. They also alleged that the university retaliated against them after clearing the professor of the charges twice.

Studio owner harasses employees

Air Hollywood, an aviation studio and prop house, has been served a sexual harassment suit, alleging that the owner coerced female employees into pornographic shoots and would call them ‘whores’ and would try to hug and kiss them. Air Hollywood is headquartered in Los Angeles  and provides airplane and airport terminal sets for use in feature films and TV shows.


Connect with us?
In case you like this new series, hate it, or think there are stories that we should be covering but have missed out on, please email us at We look forward to your inputs and feedback!

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