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Direction: Read the following passage carefully and answer the questions given below:The absence of an enabling and safe working environment is one of the factors for the poor participation of women in the labour force. It is generally believed that most women do not complain of sexual harassment and the current redress mechanism is either non-existent or ineffective. They are more vulnerable to exploitation by their employer as they can be easily threatened with their job continuity for indecent favours. Unless the mindset of treating men and women as equals is developed at an early stage of character formation during childhood, the stereotyped power relation between the two would be difficult to change later. It would not be out of context to mention here a theory of criminology known as ‘nature versus nurture’. It says that both genetics and the environment affect an individual’s development. While genes may decide certain features of one’s personality at birth, it is social conditioning and the environment of the family and early schooling which matter the most during the growth of children. Unless both parents respect each other and treat their girl and boy child on a par in all respects, they grow up learning this inequality as a normal phenomenon, which may even lead to the development of criminal tendencies in men. Therefore, the beginning has to be made at home.Similarly, providing a safe work environment is the responsibility of the employer. The employer needs to ensure that the working environment is safe and women friendly. However, it has been observed that whenever allegations of sexual harassment are levelled against superior authorities, instead of getting the complaint inquired into expeditiously under the law, i.e., the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal), Act, 2013, the accused either resorts to multiple attempts at litigation to stall the due process or attempts to bring disrepute to the victim on flimsy grounds. The situation becomes more complex when the accused himself is at the helm of affairs, as in the examples given above. Therefore, it is essential to fix goals to improve the workplace environment for women. The short-term goals may include providing the requisite women friendly infrastructure, the constitution of internal complaint committees, and the spreading of awareness about the law and procedure of grievance redress. Medium term goals may include the increase of female participation in the labour force, improvement of tooth-to-tail ratio, and providing incentives to prevent dropouts such as paid maternity leave. However, in the long-run, it is essential to address the deep-rooted structural and cultural violence which puts women in a disadvantageous position. Unless society as a whole works incessantly to bring about the required changes in the existing sociocultural and economic structures to eliminate indirect violence, root and branch, the status quo may not change.Q.How does the lack of a secure and supportive work environment impact womens engagement in the workforce?a)The lack of a secure and supportive work environment has no impact on womens workforce participation.b)The absence of a secure and supportive work environment results in a reduction in womens workforce participation.c)The lack of a secure and supportive work environment has a neutral effect on womens workforce participation.d)The absence of a secure and supportive work environment enhances womens workforce participation.Correct answer is option 'B'. Can you explain this answer? for CLAT 2025 is part of CLAT preparation. The Question and answers have been prepared according to the CLAT exam syllabus. Information about Direction: Read the following passage carefully and answer the questions given below:The absence of an enabling and safe working environment is one of the factors for the poor participation of women in the labour force. It is generally believed that most women do not complain of sexual harassment and the current redress mechanism is either non-existent or ineffective. They are more vulnerable to exploitation by their employer as they can be easily threatened with their job continuity for indecent favours. Unless the mindset of treating men and women as equals is developed at an early stage of character formation during childhood, the stereotyped power relation between the two would be difficult to change later. It would not be out of context to mention here a theory of criminology known as ‘nature versus nurture’. It says that both genetics and the environment affect an individual’s development. While genes may decide certain features of one’s personality at birth, it is social conditioning and the environment of the family and early schooling which matter the most during the growth of children. Unless both parents respect each other and treat their girl and boy child on a par in all respects, they grow up learning this inequality as a normal phenomenon, which may even lead to the development of criminal tendencies in men. Therefore, the beginning has to be made at home.Similarly, providing a safe work environment is the responsibility of the employer. The employer needs to ensure that the working environment is safe and women friendly. However, it has been observed that whenever allegations of sexual harassment are levelled against superior authorities, instead of getting the complaint inquired into expeditiously under the law, i.e., the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal), Act, 2013, the accused either resorts to multiple attempts at litigation to stall the due process or attempts to bring disrepute to the victim on flimsy grounds. The situation becomes more complex when the accused himself is at the helm of affairs, as in the examples given above. Therefore, it is essential to fix goals to improve the workplace environment for women. The short-term goals may include providing the requisite women friendly infrastructure, the constitution of internal complaint committees, and the spreading of awareness about the law and procedure of grievance redress. Medium term goals may include the increase of female participation in the labour force, improvement of tooth-to-tail ratio, and providing incentives to prevent dropouts such as paid maternity leave. However, in the long-run, it is essential to address the deep-rooted structural and cultural violence which puts women in a disadvantageous position. Unless society as a whole works incessantly to bring about the required changes in the existing sociocultural and economic structures to eliminate indirect violence, root and branch, the status quo may not change.Q.How does the lack of a secure and supportive work environment impact womens engagement in the workforce?a)The lack of a secure and supportive work environment has no impact on womens workforce participation.b)The absence of a secure and supportive work environment results in a reduction in womens workforce participation.c)The lack of a secure and supportive work environment has a neutral effect on womens workforce participation.d)The absence of a secure and supportive work environment enhances womens workforce participation.Correct answer is option 'B'. Can you explain this answer? covers all topics & solutions for CLAT 2025 Exam. Find important definitions, questions, meanings, examples, exercises and tests below for Direction: Read the following passage carefully and answer the questions given below:The absence of an enabling and safe working environment is one of the factors for the poor participation of women in the labour force. It is generally believed that most women do not complain of sexual harassment and the current redress mechanism is either non-existent or ineffective. They are more vulnerable to exploitation by their employer as they can be easily threatened with their job continuity for indecent favours. Unless the mindset of treating men and women as equals is developed at an early stage of character formation during childhood, the stereotyped power relation between the two would be difficult to change later. It would not be out of context to mention here a theory of criminology known as ‘nature versus nurture’. It says that both genetics and the environment affect an individual’s development. While genes may decide certain features of one’s personality at birth, it is social conditioning and the environment of the family and early schooling which matter the most during the growth of children. Unless both parents respect each other and treat their girl and boy child on a par in all respects, they grow up learning this inequality as a normal phenomenon, which may even lead to the development of criminal tendencies in men. Therefore, the beginning has to be made at home.Similarly, providing a safe work environment is the responsibility of the employer. The employer needs to ensure that the working environment is safe and women friendly. However, it has been observed that whenever allegations of sexual harassment are levelled against superior authorities, instead of getting the complaint inquired into expeditiously under the law, i.e., the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal), Act, 2013, the accused either resorts to multiple attempts at litigation to stall the due process or attempts to bring disrepute to the victim on flimsy grounds. The situation becomes more complex when the accused himself is at the helm of affairs, as in the examples given above. Therefore, it is essential to fix goals to improve the workplace environment for women. The short-term goals may include providing the requisite women friendly infrastructure, the constitution of internal complaint committees, and the spreading of awareness about the law and procedure of grievance redress. Medium term goals may include the increase of female participation in the labour force, improvement of tooth-to-tail ratio, and providing incentives to prevent dropouts such as paid maternity leave. However, in the long-run, it is essential to address the deep-rooted structural and cultural violence which puts women in a disadvantageous position. Unless society as a whole works incessantly to bring about the required changes in the existing sociocultural and economic structures to eliminate indirect violence, root and branch, the status quo may not change.Q.How does the lack of a secure and supportive work environment impact womens engagement in the workforce?a)The lack of a secure and supportive work environment has no impact on womens workforce participation.b)The absence of a secure and supportive work environment results in a reduction in womens workforce participation.c)The lack of a secure and supportive work environment has a neutral effect on womens workforce participation.d)The absence of a secure and supportive work environment enhances womens workforce participation.Correct answer is option 'B'. Can you explain this answer?.

Solutions for Direction: Read the following passage carefully and answer the questions given below:The absence of an enabling and safe working environment is one of the factors for the poor participation of women in the labour force. It is generally believed that most women do not complain of sexual harassment and the current redress mechanism is either non-existent or ineffective. They are more vulnerable to exploitation by their employer as they can be easily threatened with their job continuity for indecent favours. Unless the mindset of treating men and women as equals is developed at an early stage of character formation during childhood, the stereotyped power relation between the two would be difficult to change later. It would not be out of context to mention here a theory of criminology known as ‘nature versus nurture’. It says that both genetics and the environment affect an individual’s development. While genes may decide certain features of one’s personality at birth, it is social conditioning and the environment of the family and early schooling which matter the most during the growth of children. Unless both parents respect each other and treat their girl and boy child on a par in all respects, they grow up learning this inequality as a normal phenomenon, which may even lead to the development of criminal tendencies in men. Therefore, the beginning has to be made at home.Similarly, providing a safe work environment is the responsibility of the employer. The employer needs to ensure that the working environment is safe and women friendly. However, it has been observed that whenever allegations of sexual harassment are levelled against superior authorities, instead of getting the complaint inquired into expeditiously under the law, i.e., the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal), Act, 2013, the accused either resorts to multiple attempts at litigation to stall the due process or attempts to bring disrepute to the victim on flimsy grounds. The situation becomes more complex when the accused himself is at the helm of affairs, as in the examples given above. Therefore, it is essential to fix goals to improve the workplace environment for women. The short-term goals may include providing the requisite women friendly infrastructure, the constitution of internal complaint committees, and the spreading of awareness about the law and procedure of grievance redress. Medium term goals may include the increase of female participation in the labour force, improvement of tooth-to-tail ratio, and providing incentives to prevent dropouts such as paid maternity leave. However, in the long-run, it is essential to address the deep-rooted structural and cultural violence which puts women in a disadvantageous position. Unless society as a whole works incessantly to bring about the required changes in the existing sociocultural and economic structures to eliminate indirect violence, root and branch, the status quo may not change.Q.How does the lack of a secure and supportive work environment impact womens engagement in the workforce?a)The lack of a secure and supportive work environment has no impact on womens workforce participation.b)The absence of a secure and supportive work environment results in a reduction in womens workforce participation.c)The lack of a secure and supportive work environment has a neutral effect on womens workforce participation.d)The absence of a secure and supportive work environment enhances womens workforce participation.Correct answer is option 'B'. Can you explain this answer? in English & in Hindi are available as part of our courses for CLAT. Download more important topics, notes, lectures and mock test series for CLAT Exam by signing up for free.

Here you can find the meaning of Direction: Read the following passage carefully and answer the questions given below:The absence of an enabling and safe working environment is one of the factors for the poor participation of women in the labour force. It is generally believed that most women do not complain of sexual harassment and the current redress mechanism is either non-existent or ineffective. They are more vulnerable to exploitation by their employer as they can be easily threatened with their job continuity for indecent favours. Unless the mindset of treating men and women as equals is developed at an early stage of character formation during childhood, the stereotyped power relation between the two would be difficult to change later. It would not be out of context to mention here a theory of criminology known as ‘nature versus nurture’. It says that both genetics and the environment affect an individual’s development. While genes may decide certain features of one’s personality at birth, it is social conditioning and the environment of the family and early schooling which matter the most during the growth of children. Unless both parents respect each other and treat their girl and boy child on a par in all respects, they grow up learning this inequality as a normal phenomenon, which may even lead to the development of criminal tendencies in men. Therefore, the beginning has to be made at home.Similarly, providing a safe work environment is the responsibility of the employer. The employer needs to ensure that the working environment is safe and women friendly. However, it has been observed that whenever allegations of sexual harassment are levelled against superior authorities, instead of getting the complaint inquired into expeditiously under the law, i.e., the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal), Act, 2013, the accused either resorts to multiple attempts at litigation to stall the due process or attempts to bring disrepute to the victim on flimsy grounds. The situation becomes more complex when the accused himself is at the helm of affairs, as in the examples given above. Therefore, it is essential to fix goals to improve the workplace environment for women. The short-term goals may include providing the requisite women friendly infrastructure, the constitution of internal complaint committees, and the spreading of awareness about the law and procedure of grievance redress. Medium term goals may include the increase of female participation in the labour force, improvement of tooth-to-tail ratio, and providing incentives to prevent dropouts such as paid maternity leave. However, in the long-run, it is essential to address the deep-rooted structural and cultural violence which puts women in a disadvantageous position. Unless society as a whole works incessantly to bring about the required changes in the existing sociocultural and economic structures to eliminate indirect violence, root and branch, the status quo may not change.Q.How does the lack of a secure and supportive work environment impact womens engagement in the workforce?a)The lack of a secure and supportive work environment has no impact on womens workforce participation.b)The absence of a secure and supportive work environment results in a reduction in womens workforce participation.c)The lack of a secure and supportive work environment has a neutral effect on womens workforce participation.d)The absence of a secure and supportive work environment enhances womens workforce participation.Correct answer is option 'B'. Can you explain this answer? defined & explained in the simplest way possible. Besides giving the explanation of Direction: Read the following passage carefully and answer the questions given below:The absence of an enabling and safe working environment is one of the factors for the poor participation of women in the labour force. It is generally believed that most women do not complain of sexual harassment and the current redress mechanism is either non-existent or ineffective. They are more vulnerable to exploitation by their employer as they can be easily threatened with their job continuity for indecent favours. Unless the mindset of treating men and women as equals is developed at an early stage of character formation during childhood, the stereotyped power relation between the two would be difficult to change later. It would not be out of context to mention here a theory of criminology known as ‘nature versus nurture’. It says that both genetics and the environment affect an individual’s development. While genes may decide certain features of one’s personality at birth, it is social conditioning and the environment of the family and early schooling which matter the most during the growth of children. Unless both parents respect each other and treat their girl and boy child on a par in all respects, they grow up learning this inequality as a normal phenomenon, which may even lead to the development of criminal tendencies in men. Therefore, the beginning has to be made at home.Similarly, providing a safe work environment is the responsibility of the employer. The employer needs to ensure that the working environment is safe and women friendly. However, it has been observed that whenever allegations of sexual harassment are levelled against superior authorities, instead of getting the complaint inquired into expeditiously under the law, i.e., the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal), Act, 2013, the accused either resorts to multiple attempts at litigation to stall the due process or attempts to bring disrepute to the victim on flimsy grounds. The situation becomes more complex when the accused himself is at the helm of affairs, as in the examples given above. Therefore, it is essential to fix goals to improve the workplace environment for women. The short-term goals may include providing the requisite women friendly infrastructure, the constitution of internal complaint committees, and the spreading of awareness about the law and procedure of grievance redress. Medium term goals may include the increase of female participation in the labour force, improvement of tooth-to-tail ratio, and providing incentives to prevent dropouts such as paid maternity leave. However, in the long-run, it is essential to address the deep-rooted structural and cultural violence which puts women in a disadvantageous position. Unless society as a whole works incessantly to bring about the required changes in the existing sociocultural and economic structures to eliminate indirect violence, root and branch, the status quo may not change.Q.How does the lack of a secure and supportive work environment impact womens engagement in the workforce?a)The lack of a secure and supportive work environment has no impact on womens workforce participation.b)The absence of a secure and supportive work environment results in a reduction in womens workforce participation.c)The lack of a secure and supportive work environment has a neutral effect on womens workforce participation.d)The absence of a secure and supportive work environment enhances womens workforce participation.Correct answer is option 'B'. Can you explain this answer?, a detailed solution for Direction: Read the following passage carefully and answer the questions given below:The absence of an enabling and safe working environment is one of the factors for the poor participation of women in the labour force. It is generally believed that most women do not complain of sexual harassment and the current redress mechanism is either non-existent or ineffective. They are more vulnerable to exploitation by their employer as they can be easily threatened with their job continuity for indecent favours. Unless the mindset of treating men and women as equals is developed at an early stage of character formation during childhood, the stereotyped power relation between the two would be difficult to change later. It would not be out of context to mention here a theory of criminology known as ‘nature versus nurture’. It says that both genetics and the environment affect an individual’s development. While genes may decide certain features of one’s personality at birth, it is social conditioning and the environment of the family and early schooling which matter the most during the growth of children. Unless both parents respect each other and treat their girl and boy child on a par in all respects, they grow up learning this inequality as a normal phenomenon, which may even lead to the development of criminal tendencies in men. Therefore, the beginning has to be made at home.Similarly, providing a safe work environment is the responsibility of the employer. The employer needs to ensure that the working environment is safe and women friendly. However, it has been observed that whenever allegations of sexual harassment are levelled against superior authorities, instead of getting the complaint inquired into expeditiously under the law, i.e., the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal), Act, 2013, the accused either resorts to multiple attempts at litigation to stall the due process or attempts to bring disrepute to the victim on flimsy grounds. The situation becomes more complex when the accused himself is at the helm of affairs, as in the examples given above. Therefore, it is essential to fix goals to improve the workplace environment for women. The short-term goals may include providing the requisite women friendly infrastructure, the constitution of internal complaint committees, and the spreading of awareness about the law and procedure of grievance redress. Medium term goals may include the increase of female participation in the labour force, improvement of tooth-to-tail ratio, and providing incentives to prevent dropouts such as paid maternity leave. However, in the long-run, it is essential to address the deep-rooted structural and cultural violence which puts women in a disadvantageous position. Unless society as a whole works incessantly to bring about the required changes in the existing sociocultural and economic structures to eliminate indirect violence, root and branch, the status quo may not change.Q.How does the lack of a secure and supportive work environment impact womens engagement in the workforce?a)The lack of a secure and supportive work environment has no impact on womens workforce participation.b)The absence of a secure and supportive work environment results in a reduction in womens workforce participation.c)The lack of a secure and supportive work environment has a neutral effect on womens workforce participation.d)The absence of a secure and supportive work environment enhances womens workforce participation.Correct answer is option 'B'. Can you explain this answer? has been provided alongside types of Direction: Read the following passage carefully and answer the questions given below:The absence of an enabling and safe working environment is one of the factors for the poor participation of women in the labour force. It is generally believed that most women do not complain of sexual harassment and the current redress mechanism is either non-existent or ineffective. They are more vulnerable to exploitation by their employer as they can be easily threatened with their job continuity for indecent favours. Unless the mindset of treating men and women as equals is developed at an early stage of character formation during childhood, the stereotyped power relation between the two would be difficult to change later. It would not be out of context to mention here a theory of criminology known as ‘nature versus nurture’. It says that both genetics and the environment affect an individual’s development. While genes may decide certain features of one’s personality at birth, it is social conditioning and the environment of the family and early schooling which matter the most during the growth of children. Unless both parents respect each other and treat their girl and boy child on a par in all respects, they grow up learning this inequality as a normal phenomenon, which may even lead to the development of criminal tendencies in men. Therefore, the beginning has to be made at home.Similarly, providing a safe work environment is the responsibility of the employer. The employer needs to ensure that the working environment is safe and women friendly. However, it has been observed that whenever allegations of sexual harassment are levelled against superior authorities, instead of getting the complaint inquired into expeditiously under the law, i.e., the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal), Act, 2013, the accused either resorts to multiple attempts at litigation to stall the due process or attempts to bring disrepute to the victim on flimsy grounds. The situation becomes more complex when the accused himself is at the helm of affairs, as in the examples given above. Therefore, it is essential to fix goals to improve the workplace environment for women. The short-term goals may include providing the requisite women friendly infrastructure, the constitution of internal complaint committees, and the spreading of awareness about the law and procedure of grievance redress. Medium term goals may include the increase of female participation in the labour force, improvement of tooth-to-tail ratio, and providing incentives to prevent dropouts such as paid maternity leave. However, in the long-run, it is essential to address the deep-rooted structural and cultural violence which puts women in a disadvantageous position. Unless society as a whole works incessantly to bring about the required changes in the existing sociocultural and economic structures to eliminate indirect violence, root and branch, the status quo may not change.Q.How does the lack of a secure and supportive work environment impact womens engagement in the workforce?a)The lack of a secure and supportive work environment has no impact on womens workforce participation.b)The absence of a secure and supportive work environment results in a reduction in womens workforce participation.c)The lack of a secure and supportive work environment has a neutral effect on womens workforce participation.d)The absence of a secure and supportive work environment enhances womens workforce participation.Correct answer is option 'B'. Can you explain this answer? theory, EduRev gives you an ample number of questions to practice Direction: Read the following passage carefully and answer the questions given below:The absence of an enabling and safe working environment is one of the factors for the poor participation of women in the labour force. It is generally believed that most women do not complain of sexual harassment and the current redress mechanism is either non-existent or ineffective. They are more vulnerable to exploitation by their employer as they can be easily threatened with their job continuity for indecent favours. Unless the mindset of treating men and women as equals is developed at an early stage of character formation during childhood, the stereotyped power relation between the two would be difficult to change later. It would not be out of context to mention here a theory of criminology known as ‘nature versus nurture’. It says that both genetics and the environment affect an individual’s development. While genes may decide certain features of one’s personality at birth, it is social conditioning and the environment of the family and early schooling which matter the most during the growth of children. Unless both parents respect each other and treat their girl and boy child on a par in all respects, they grow up learning this inequality as a normal phenomenon, which may even lead to the development of criminal tendencies in men. Therefore, the beginning has to be made at home.Similarly, providing a safe work environment is the responsibility of the employer. The employer needs to ensure that the working environment is safe and women friendly. However, it has been observed that whenever allegations of sexual harassment are levelled against superior authorities, instead of getting the complaint inquired into expeditiously under the law, i.e., the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal), Act, 2013, the accused either resorts to multiple attempts at litigation to stall the due process or attempts to bring disrepute to the victim on flimsy grounds. The situation becomes more complex when the accused himself is at the helm of affairs, as in the examples given above. Therefore, it is essential to fix goals to improve the workplace environment for women. The short-term goals may include providing the requisite women friendly infrastructure, the constitution of internal complaint committees, and the spreading of awareness about the law and procedure of grievance redress. Medium term goals may include the increase of female participation in the labour force, improvement of tooth-to-tail ratio, and providing incentives to prevent dropouts such as paid maternity leave. However, in the long-run, it is essential to address the deep-rooted structural and cultural violence which puts women in a disadvantageous position. Unless society as a whole works incessantly to bring about the required changes in the existing sociocultural and economic structures to eliminate indirect violence, root and branch, the status quo may not change.Q.How does the lack of a secure and supportive work environment impact womens engagement in the workforce?a)The lack of a secure and supportive work environment has no impact on womens workforce participation.b)The absence of a secure and supportive work environment results in a reduction in womens workforce participation.c)The lack of a secure and supportive work environment has a neutral effect on womens workforce participation.d)The absence of a secure and supportive work environment enhances womens workforce participation.Correct answer is option 'B'. Can you explain this answer? tests, examples and also practice CLAT tests.