Answer

Segregation of professions based on gender, though often proposed as a preventive measure against harassment, risks reinforcing stereotypes and gendered roles. Recent regulations, such as gender-specific staffing in tailoring shops and unisex salons, fail to address the root causes of harassment, such as societal attitudes, inequality, and lack of awareness. A more holistic approach focused on systemic changes is essential to achieve gender equality and safety.

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Underlying Issues of Harassment

• Patriarchal Norms: Societal beliefs often portray women as vulnerable and men as aggressors, promoting unequal gender dynamics that perpetuate harassment.
  For instance: Studies by the National Institute of Health reveal that workplace harassment disproportionately affects women due to ingrained patriarchal attitudes.
• Lack of Awareness: Many people, including employers and employees, lack knowledge about workplace harassment laws, leading to unchecked misconduct.
  For example: Only 35% of Indian women workers are aware of the Prevention of Sexual Harassment (PoSH) Act, 2013.
• Weak Enforcement Mechanisms: Inefficient implementation of laws and lack of accountability embolden harassers.
  For example: The Nirbhaya Fund (2013), allocated for women’s safety, remains underutilised due to poor administration.
• Gender Imbalance in Workforce: Underrepresentation of women in certain professions creates male-dominated environments prone to power abuse.
  For example: According to the Economic Survey 2023–2024, the female labour force participation rate (LFPR) has risen but remains at approximately 37%.
• Cultural Stigma: Fear of judgement, victim blaming or retaliation discourages victims from reporting harassment, perpetuating a culture of silence.
  For instance: According to the National Crime Records Bureau (NCRB) data, crimes against women, including sexual harassment, remain grossly underreported due to fear of repercussions, inadequate awareness, and societal biases.

Segregation Reinforcing Stereotypes Instead of Addressing Harassment

• Stereotyping Women as Helpless: Gender segregation implies that women require constant protection, undermining their agency and professionalism.
  For instance: Restricting male tailors from measuring women reinforces notions of women’s dependency for safety.
• Portraying Men as Inherently Unsafe: Such policies generalise men as potential threats, cultivating mistrust and damaging workplace dynamics.
  For instance: Studies suggest that inclusive work environments promote greater respect and collaboration between genders.
• Undermining Gender Equality: Segregation perpetuates unequal opportunities, restricting participation in professions dominated by one gender.
  For example: India’s armed forces historically restricted women from combat roles, reflecting segregation’s impact on professional opportunities. Reforms like NDA induction mark progress, but biases persist.
• Ignoring Systemic Issues: Instead of addressing societal attitudes, segregation targets symptoms while leaving root causes like power imbalance and poor education untouched.
  For instance: The NCRB report (2023) highlighted that a significant proportion of crimes against women under the IPC involved ‘Cruelty by Husband or His Relatives’.
• Economic Disparities: Segregation reduces the customer base for male professionals, disproportionately affecting those from lower-income groups.
  For instance: In smaller towns or villages where unisex salons may not be available, such practices can lead to reduced job opportunities for male barbers.

Way Ahead

• Comprehensive Gender Sensitization: Conduct widespread awareness campaigns focusing on respect, consent, and workplace ethics to address harassment at its roots.
  For example: The PoSH Act, 2013 mandates training sessions, which should be expanded to informal sectors like tailoring and salons.
• Encourage Inclusive Workspaces: Promote mixed-gender staffing in professions to develop mutual understanding and reduce stereotypes.
  For example: Initiatives like UN Women’s HeForShe campaign encourage men and women to collaborate as equals in diverse settings.
• Strengthen Legal Frameworks: Ensure stricter implementation of anti-harassment laws and create robust mechanisms for complaint resolution.
  For instance: Expanding Internal Complaints Committees (ICCs) to informal sectors can protect vulnerable workers.
• Promote Privacy and Safety: Instead of surveillance, prioritise safer infrastructure, such as private fitting rooms and customer-friendly layouts.
• Support Economic Inclusivity: Provide financial and training support to professionals affected by restrictive regulations, ensuring their livelihoods remain secure.
  For instance: Government-funded skill enhancement programs under National Urban Livelihood Mission (NULM, 2013) can help barbers and tailors diversify their clientele.

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Segregation of professions based on gender is a superficial response that reinforces stereotypes while failing to address systemic issues of harassment. By promoting inclusive workspaces, strengthening legal protections, and promoting attitudinal change, India can create a society rooted in equality and respect. Drawing inspiration from global best practices like the HeForShe campaign, India must strive for a future where safety and dignity are inherent, not enforced.

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