Fashion Industry के 3 काले सच जो कानूनी अप्राध हैं।

महिला मॉडल (Female Professional) को समान पारिश्रमिक (Remuneration/Pay) नहीं देना

Though the male and female perform the similar nature of work and put in the same amount of working hours. The female professional / employee has to go through the discrimination phase. This generally occurs during the introductory stage of the career. Even with an experience of a couple of years, a woman is generally considered to be a low payee in comparison.

According to the Equal Remuneration Act of 1976 (Act 25 of 1976 amended by Act 49 of 1987;

Providing the payment of equal remuneration to men and women
workers and for the prevention of discrimination, on the ground of sex, against
women in the matter of employment; and for matters connected therewith or
incidental thereto.

In the other words, The Act had been legislated to ensure that the salary paid to men and women is the same without any discrimination. Despite the performance of the work taking place at places different than the prescribed workplace. According to this Act, no discrimination shall be made against a woman in regards to recruitment, behavioral, promotion, training, or transfer unless such employment of the woman faces a restriction or interdiction by the law.


कार्यस्थल पर उत्पीड़न (Harassment At The Workplace)

A woman getting harassed at the workplace has been a big concern in India. And fashion industry seems to be prone to it.

The legislative act of Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013; was passed by Lok Sabha in the year 2013.

The Act will make certain that women are protected against sexual harassment at all workplaces, including private and public both. This will contribute to the realization of women’s right to gender equality. Further, benefiting them with freedom of life and equality in terms of working out of the house (conditions). The act collaborates to improve the involvement of women in job tasks. The expected outcome is in support of economic growth and women empowerment.

The incidents with male artist or performer, within the industry, has also become a big concern. Whether a male professional wants it or not; gestures, unusual behaviors should not be made against his will.

Unfortunately, no such ACT has been constituted on harassing men. Except that of 377 of Indian Penal Code for the unnatural offense with male, female, minor, or even an animal. This may lead to severe punishment, including life imprisonment.


एक महिला को मातृत्व लाभ (Maternity Benefits) प्रदान नहीं करना

Be it intentional or not, when a revelation of a model or professional is pregnant. A storm of controversies arises. Whatever the conditions are, it is the employer’s responsibility to provide needed support. The aid in terms of the maternity leave without deducting the revenue. The unfortunates of illness or miscarriage should also be taken into consideration.

Generally, the management level within the fashion industry tries ignoring the person with expectations. Assuming it a kind of interruption or uselessness coming through the expectancies.

Maternity Protection Convention (No. 183) – ILO, has made it justifiable. Articles 4 and 5 mentions that an employer cannot terminate a female during or after her pregnancy for the same reason. For an expected woman to rejoin the work, work continuity will be set after the maternity phase is over.