Job harassment is still a major challenge in today's workplace, with consequences that are felt by employees and organisations alike. Young women, who frequently struggle with various forms of harassment at work, are one of the most impacted groups.

Young women are faced with the depressing fact that gender-based harassment and discrimination continue to impede their professional development and well-being as they begin their careers and work to leave their mark.

A global survey by the International Labour Organisation (ILO) found that 35 percent of women globally have at some time in their careers experienced sexual harassment at work.

A poll released in Britain found that, two out of every three young women had experienced sexual harassment, bullying, or verbal abuse at work.

The statistics are shocking to say the least. Even with the movement to bring more women into the workforce going strong across the globe, women still have to face aforementioned challenges at work.

We can only get closer to a day when no young woman has to endure the crippling repercussions of professional harassment by igniting conversations, inspiring action, and providing fresh viewpoints. However, it is of primary importance that we investigate the current scenario.

A commonplace Problem that Goes Unreported

According to UK umbrella labour body the Trades Union Congress (TUC), a majority of victims do not disclose events because of concern that they would not be believed or that it will ruin their professional connections and future aspirations.

They made the findings public as part of a campaign to encourage the British government not to reverse course on new regulations meant to safeguard employees from harassment and violence.

In a survey of 1,000 women, the TUC found that three out of five women reported similar events at work; however, among women between the ages of 25 and 34, the percentage rose to two thirds.

The majority of occurrences happened at work, but they might have also happened over the phone, through text messages, emails, social media, or virtual meetings.

According to the poll, these were frequently recurrent episodes rather than single occurrences. The TUC claims that some members of the ruling Conservative party are undermining the new law safeguarding employees.

Paul Nowak, general secretary of the TUC, stated "Every woman should be free from sexual harassment, but every day we hear stories about the extent of sexual harassment in our workplaces."

"We are aware that many women who work in positions where they interact with the public, such as retail employees and GP receptionists, frequently endure abuse from clients and patients.”

Bullying and sexual harassment have no place in contemporary workplaces. The poll indicated that less than one in three women who experienced sexual harassment had told their employer.

The Laws Exist but a Lot is Left to be Desired

In the UK, there are several laws and rules in place to deal with and prevent workplace harassment, including legislation specifically addressing harassment of women. The Protection from Harassment Act of 1997 offers protection from harassment, which is defined as any unwelcome behaviour that violates someone's dignity or results in the creation of an intimidating, hostile, demeaning, humiliating, or unpleasant environment. It also relates to harassment that occurs in settings outside than the workplace.

Workplace harassment may take many different forms, including unwelcome sexual advances, offensive comments, being shut out of opportunities, and gender discrimination. These behaviours damage a young woman's self-esteem and create an uncomfortable work environment, which affects her output, mental health, and general job satisfaction.

Due to their concern for retaliation or damage to their career prospects, young women are frequently discouraged from reporting harassment.

The workplace should be a safe space for all employees. Failing to do so is a grave disservice by organizations and businesses. The need of the hour is establishment of clear rules, robust support networks must be developed, a culture of respect and inclusion must be promoted, education and training must be made available. additionally other measures must be taken to prevent harassment and provide the environment for young women to achieve professionally.

Bringing more women out to join the workforce should be the prerogative of every nation and these solutions must be put in place to make workplaces safe for young working women in the UK and elsewhere as well.