Recently LinkedIn Post by Nitika Kumari, an employee of HSBC’s Hyderabad branch, has ignited a significant conversation about workplace poisoning and harassment. Kumari, who has been associated with HSBC for more than a year, shared her dangerous experiences, including terror attacks and other mental health issues due to a hostile work environment. She is currently serving her notice period and has decided to leave the organization. In his detailed post, he described several incidents, due to which it was decided to resign him.
Ethnicly insensitive comment: ‘A Chamat Marenge, Bihar Pahch Jogi’
On April 22, 2024, Kumari experienced a particularly shocking incident, where a colleague made an ethnicly insensitive and threatening remarks. He quoted the colleague, saying, “Ek chamat mare, Bihar Pahuch Jogi,” which “I will slap you very hard, you will go back to Bihar.” This comment is not only derogatory, but also a deep-dominated cultural insensitivity. Despite reporting this to his manager, no significant action was taken. In a later team meeting, he was asked to consider the comment only as a “hatred comment”.
Inadequate HR reaction to harassment complaints
Kumari claimed that after the incident, she filed a posh (prevention of sexual harassment) with the HR team. However, her hopes for a rapid resolution collapsed, when on 3 May, weeks later, she received an email, which was without any adequate update on the tasks asked to feed the incident. This deficiency of proper response from the HR department added his disappointment and feelings of helplessness.
Further events of harassment and object
In another disturbing example, Kumari alleged that a colleague made a highly objective comment about her. The colleague allegedly said, “Tmhare jaisi ladki hum aaj tk ni dekhe hai, akele pura uk team ka naam kharab krk rkhi hai,” Jo “she has never seen a girl like me; I have ruined his team’s name; . “When questioned about his comment, the colleague justified his behavior,” Tmhare Alawa Kisi UK’s team’s ladki ko hm ni dkhe hai sigarette pite huye, ” Any girl had never seen any girl to smoke cigarettes. To add to the outrage, Kumari also observed the same colleague to be engaged in unhealthy behavior by eating tobacco and spitting inside the office premises.
Public outrage and support
Kumari’s LinkedIn Post quickly went viral, attracting the wave of support and resentment from the public. Many users expressed solidarity with her, praising her courage to speak. A user commented, “Girl, you have courage and patience. Not everyone has.” Another user wrote, “It is good for you to stand for yourself. Working on such a low behavior HSBC failure is not your fault.
There were also several calls for HSBC to take decisive action. A concerned commentator said, “Good work Nikita, the person must be expelled from the company to set an example. HSBC please look at the matter. This is not acceptable, torture is being done. ,
Widespread implication of workplace oppression
Nitika Kumari’s case highlights the widespread issue of workplace harassment and frequent reactions from corporate human resource departments. His experience highlights the need to establish and implement strong policies against harassment and discrimination for organizations, ensuring a safe and respectable task environment for all employees.
HSBC’s response and corporate accountability required
Since the post continues to receive traction, there is increasing pressure on HSBC to address allegations and take concrete steps to improve its workplace culture. Corporate accountability is important in such scenarios to restore the employee trust and maintain the reputation of the organization. HSBC needs to be fully examined and implemented the necessary changes to prevent future events.
Psychological effect of workplace harassment
The psychological effects of workplace oppression cannot be understood. Employees subject to such environment often experience stress, anxiety and depression, which can greatly affect their personal and professional life. Kumari’s account of suffering from panic attack gives a reminder of serious consequences that may be on workplace toxicity on mental health.
Alerted and inclusive workplace
Creating a safe and inclusive workplace should be a priority for all organizations. It not only includes clear policies and procedures, but also promotes the culture of respect and sympathy. Employers should ensure that all employees know about the company’s stand on harassment and discrimination and they feel safe to report any event without fears of vengeance.
The role of social media in raising voices
The use of LinkedIn’s Kumari to share its story reflects the power of social media in increasing voices and focusing on important issues. Social media platforms can serve as a powerful tool for raising awareness, taking support and accountability from organizations.
conclusion
Nitika Kumari’s case in HSBC is a poignant example of the challenges faced by employees in the toxic work environment and is an immediate need for corporate accountability. Since his story resonates with many, this workplace is a call for organizations to take oppression seriously and to apply effective measures to ensure a safe and respectable environment for all employees. Works.
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