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Sexual Harassment in Kerala’s Film Industry and the Congress Party

The pervasive issue of sexual harassment, long a serious concern for civil society and women's rights advocates, has been thrust back into the harsh glare of public scrutiny by the Justice Hema Commission's comprehensive report on the Malayalam film industry, followed closely by the explosive allegations made by senior Congress party leader Ms. Simi Rosebell John from Kerala against her own party. These revelations have torn away the facade of respectability, exposing the deeply ingrained and abhorrent practice of the "casting couch"—a euphemism for the coercion of aspiring actors, particularly women, into providing sexual favours in exchange for roles or career advancement.

The report's findings have sent shockwaves through Kerala's cultural landscape, shattering the long-held progressive image of Malayalam cinema, which was celebrated for being centred around arguably the only matriarchal society in the country. The report has unveiled a hidden world of systemic abuse, rampant gender discrimination, and unchecked power imbalances that have allowed sexual harassment to flourish for far too long. These revelations have not only reignited fierce debates about workplace safety and gender equality in the entertainment industry but have also highlighted the urgent need for robust safety mechanisms and comprehensive reforms within political parties, particularly those with a national presence.

Sexual Harassment Allegations Extend to Congress Party

The issue of sexual harassment in the workplace has now extended beyond the entertainment industry into the political sphere, following explosive revelations in Kerala. Senior Congress leader Simi Rosebell John has alleged that a "casting couch" culture, similar to that of the Malayalam film industry, is also prevalent within the Congress Party. She claimed that women in the party often have to "impress" male leaders to secure important positions, bypassing merit and experience, and that exploitation is a widespread issue. These allegations, which include accusations against several party leaders such as opposition leader VD Satheesan, have sparked intense debate and criticism on a national level.

In response, the Kerala Pradesh Congress Committee (KPCC) expelled Ms John from the party, citing her remarks as defamatory and an insult to the party's women functionaries. She countered by challenging the party to provide evidence against her allegations, stating that women with dignity cannot work in such an environment. This controversy has drawn attention from other political parties and reignited discussions on the prevalence of sexual harassment across sectors, highlighting the need for effective mechanisms and reforms to address these issues in all organisations, including political parties.

The Role of Internal Complaints Committees (ICCs) in Addressing Workplace Sexual Harassment

Internal Complaints Committees (ICCs) are essential mechanisms established under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, to address and prevent sexual harassment in the workplace. These committees are designed to create safer work environments for women across all sectors by handling complaints, conducting inquiries, recommending actions against perpetrators, and fostering awareness about sexual harassment and employees’ rights.

ICCs are mandated to receive complaints of sexual harassment and conduct fair and impartial inquiries into allegations. Based on their findings, they can recommend appropriate actions, such as written apologies, warnings, withholding promotions or pay rises, termination of employment, or counselling. ICCs also play a crucial role in promoting a safe workplace culture through regular training sessions, workshops, and information dissemination about organisational policies on sexual harassment.

To ensure fairness and representation, ICCs must be composed of a senior-level woman employee as the Presiding Officer, at least two employee members committed to women’s causes or with social work experience, and an external member from an NGO or association dedicated to women's issues. At least half of the committee members must be women. ICCs have powers akin to those of civil courts, including summoning individuals, requiring documents, and receiving evidence on affidavits. They must maintain confidentiality throughout the process to protect the complainant’s privacy and prevent victimisation.

For organisations with ten or more employees, establishing an effective ICC is mandatory, making compliance with these provisions crucial for ensuring a safe and respectful workplace environment¹.