This document contains information from a manufacturing segment meeting held in Pune on September 21st, including: 1. A list of 14 participating organizations in the meeting. 2. A list of 23 key sector-specific challenges related to sexual harassment, such as women not sharing experiences, lack of awareness among male employees, and challenges with contract and rural workers. 3. A table outlining potential work plan activities to address these challenges, their timelines, and tracking methodologies. 4. Additional suggestions for support from the forum, including sharing best practices, training for internal complaints committees, and providing counseling resources.

1. Manufacturing Segment
21st September’13
Pune

2. List of Participating Institutions
Ser No
Organisation Name
1
Bajaj Auto
2
Cummins India Ltd.
Mather & Platt
3
Sandvik
Thermax
4
Vishay Components
Ajaysycon Pvt. Ltd.
5
Force Motors
KOEL
6
Tata International
Remishaw Technology
7
Alfa Laval
Bridgestone India Ltd.
8
Krishna Manti
Harman International
9
Endurance Technologies
Burchkhardt Comparison
10
Weikfield
TATA Motors
11
Forbes Marshall
Elantas Beck
12
Praj Industries
Delval Flow Controls
13
Gaetweld Steel Greating Pvt. Ltd.
K K Nag Ltd.
14
Magneti Marrell
IVRCL Ltd.
Ser No
Organisation Name
Sumantrana
2

3. Key Sector Specific Challenges
1. Women employees do not share their own experiences related to sexual harassment –
speaking up about the issues and challenges
2. Creating Awareness that you need to record complaints
3. On Shop Floor – Creating an environment for Trainees/CWK workers
4. During Onboarding creating awareness about ICC
5. While you communicate policies to your employees, need to involve CWK employees
6. Male dominated sector/Traditional set ups
7. Challenges of having a very young workforce from rural areas
8. Sensitization and communication
9. Creating an environment wherein women employees have a trust in the system
10. Personal behavior/Code of Conduct
11. Diversity representation
12. Leadership buy in and Lack of policies and processes
13. Lack of developmental forums
14. Lack of awareness among the male population
15. Change in the mindsets of male and female
16. Corrective Action against the complaints
17. Confidentiality of the complaint
18. Getting female employees in the organizations
19. Post event counseling
20. Fear Factor
21. Address needs of branch office people
22. Unionized and non-unionized workforce – uniform application of policies
23. Same application of acts
3

4. Work Plan – Must do Activity
Activity
Timeline (Range)
Tracking Methodology
Creating an ICC
Creating awareness
program around not only
the content but the
consequences as well
Preparing organization for
a diverse workforce
Display at common places
Leadership
communication/Top
driven
Provide enabling ways e.g.
focus group, affinity
groups, women
champions
Create confidence in the
environment
Inquiry should be time
4

5. Work Plan – Must do Activity
Activity
Timeline (Range)
Tracking Methodology
Create a help line
Communication during
onboarding
Defining a tolerance level
Provide channels/creating
whistleblower policies
Carry learning at our
homes
5

6. Work Plan – Great to Do Activity
Activity
Timeline ( Range)
Tracking Methodology
Cross-company ICC
Communication
about the action
taken and in local
languages
Take help of
automation
6

7. Support from & to this forum
1. NGO List
2. Support from Govt
3. Training for ICC
4. Use all developmental forums to create awareness
5. Sharing of best practices across the sector
6. Create a list of Empaneled women who can contribute to ICC panel
7. Forum should provide a platform for people to come and share their
experiences/best practices
8. Forum to provide a resource list – Self Defense groups, counselors
7