Filing, Investigation, and Resolution: Understanding the Trends and Implications
The renowned Indian multinational company, Asian Paints Limited, has recently published its Integrated Annual Report for the financial year 2022-23, which discloses data on the complaints received regarding sexual harassment. According to the Corporate Governance Report that forms part of the annual report, these cases were investigated as per the prescribed procedures, and adequate actions were taken to resolve the issues.
Overview of Sexual Harassment Complaints
The report revealed that the company received a total of five complaints of sexual harassment during FY 2022-23. There was one complaint pending resolution at the end of the year, which remained within the 90-day resolution period as mandated by the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 and the POSH policy.
For comparison, there were three such complaints in the preceding financial year, FY 2021-22, with one unresolved complaint left by the end of the year that also remained within the defined resolution period.
The Company’s Response
Asian Paints Limited has assured that it has adhered strictly to the procedures prescribed for dealing with such complaints. The steps taken to resolve these issues reflect the company’s commitment to fostering a safe and respectful work environment for all its employees.
Additional Employee Complaints
In addition to sexual harassment complaints, the annual report also provided data on other complaints filed by employees and workers. However, the records show no complaints filed under categories like discrimination at the workplace, child labour, forced labour/involuntary labour, wages, or other human rights-related issues during FY 2022-23. This zero-complaint rate, compared to the sexual harassment cases, signifies a much-needed focus on awareness and prevention initiatives regarding workplace harassment.
Summary of Employee Complaints in Asian Paints Limited
| FY 2022-23 | FY 2021-22 | |
|---|---|---|
| Sexual Harassment | ||
| Filed during the year | 5 | 3 |
| Pending resolution at the end of year | 1* | 1* |
| Discrimination at workplace | Nil | Nil |
| Child Labour | Nil | Nil |
| Forced Labour/Involuntary Labour | Nil | Nil |
| Wages | Nil | Nil |
| Other human rights related issues | Nil | Nil |
* The pending case for resolution is not beyond the 90 days – defined period for resolution as per Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 or POSH policy.
The release of this data signifies a significant stride toward corporate transparency and an affirmation of the company’s commitment to providing a safe and non-discriminatory working environment. The increase in sexual harassment complaints from FY 2021-22 to FY 2022-23 may reflect an increase in such incidents or, alternatively, increased awareness and willingness to report such incidents. These possibilities call for an increased focus on training, awareness campaigns, and robust anti-harassment policies.
India CSR offers strategic corporate outreach opportunities to amplify your brand’s CSR, Sustainability, and ESG success stories.
📩 Contact us at: biz@indiacsr.in
Let’s collaborate to amplify your brand’s impact in the CSR and ESG ecosystem.
