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Justice K. Hema Committee was formed in 2017 by the Kerala government to investigate the women exploitation and discrimination in the Malayalam film industry. Released in August 2024, the report highlights widespread abuse, including sexual harassment, unequal pay, and lack of basic facilities, calling for significant reforms to ensure a safer work environment.

Justice K. Hema Committee Report’s Findings on Exploitation and Discrimination:

• Sexual Harassment: The report found pervasive sexual harassment within the Malayalam film industry, where women often faced demands for sexual favors for roles.
  For instance: In several instances, actresses reported being blacklisted for rejecting advances, indicating a culture of fear and retaliation.
• Unequal Pay and Opportunities: Women in the industry were routinely paid less than their male counterparts for the same work, reflecting deep-rooted gender bias.
  For instance: The disparity is stark in the pay scales of leading male and female actors, despite similar box office performances.
• Lack of Basic Facilities: The report highlighted the absence of basic amenities for women, such as separate toilets and rest areas on film sets, compromising their dignity and comfort.
  For example: In several studios, female artists had to share changing rooms with male counterparts, leading to discomfort and privacy concerns.
• Prevalence of Exploitative Contracts: Many women were bound by unfair contracts that restricted their professional freedom and forced them into accepting unfavourable conditions.
  For instance: Contracts often included clauses that prevented actresses from taking legal action against harassment, thereby silencing victims.
• Exclusion from Decision-Making Roles: Women were largely excluded from leadership and decision-making positions within the industry, perpetuating male dominance.
  For instance: The lack of female directors and producers limits diverse perspectives in filmmaking, reinforcing a male-centric narrative.

Structural Issues within the Film Industry:

• Patriarchal Norms: The industry operates under patriarchal norms that marginalise women and perpetuate male authority, making it challenging for women to assert themselves.
  For instance: Women who speak out against exploitation often face backlash, with their professional reputations being tarnished to deter others.
• Lack of Regulatory Oversight: There is a significant lack of regulatory oversight to enforce workplace safety and gender equality laws, allowing abuses to continue unchecked.
  For instance: The absence of regular audits on workplace conditions means violations of labor laws often go unnoticed.
• Informal Work Culture: The film industry’s reliance on informal agreements rather than formal employment contracts contributes to the vulnerability of female workers.
  For instance: Many women work without official contracts, making it difficult to claim legal protection against exploitation.
• Inadequate Representation in Unions: Film unions and guilds, which could advocate for safer work environments, often lack adequate female representation.
  For instance: Women make up a small percentage of members in most film unions, which affects their ability to influence policies.
• Normalised Harassment: Harassment and exploitation have been normalised to such an extent that many women view these behaviours as occupational hazards.
  For instance: The expectation for women to ‘adjust’ and ‘tolerate’ inappropriate behaviour is widespread, discouraging many from reporting abuse.

Propose Reforms Needed to Ensure a Fair and Secure Work Environment for Women in Indian Cinema:

• Establish Independent Redressal Bodies: Create independent bodies free from industry influence to handle complaints of sexual harassment and workplace discrimination.
  For instance: Such bodies could include members from women’s rights organisations to ensure impartiality and fairness.
• Mandatory Gender Sensitization Programs: Implement regular gender sensitization and anti-harassment training across all levels of the film industry to foster a more respectful work culture.
  For instance: Training programs should be mandatory for all film crew members, from directors to support staff, to instil a zero-tolerance approach to harassment.
• Strengthen Union Representation for Women: Encourage more female representation in film unions to ensure their voices are heard in decision-making processes.
  For instance: Unions can reserve seats for women in leadership roles to advocate for policies that protect female workers.
• Promote Transparency in Hiring and Pay: Establish guidelines for transparent hiring practices and pay parity to eliminate gender-based disparities.
  For instance: Studios could be required to publish salary scales and selection criteria to promote fairness and discourage discriminatory practices.
• Create Safe Work Environments: Mandate the provision of basic facilities like separate restrooms and secure changing areas on all film sets to ensure a safe working environment for women.
  For instance: Government regulations could require all film studios to provide these facilities and conduct regular checks to ensure compliance.

Justice K. Hema Committee report sheds light on the deep-seated issues of exploitation and discrimination in the film industry. Addressing these challenges requires comprehensive reforms, robust legal protections, and a cultural shift towards inclusivity. By 2047, Indian cinema should strive to create a safe and equitable environment that empowers women, fostering creativity and growth for all.

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