The All India Bank Employees’ Association (AIBEA), one of the largest trade unions representing bank employees in India, has written a strongly worded letter to the Indian Banks’ Association (IBA) highlighting shocking incidents of harassment and ill-treatment of women employees in the banking sector. The letter, dated 21st February 2025, comes in the wake of two deeply disturbing incidents that have exposed the insensitivity, lack of accountability, and systemic failures in the banking system.
Background: Rising Concerns for Women Employees
With the increasing number of women employees in the banking sector—more than 50% of new recruits are women—the AIBEA has been advocating for better working conditions and dignity for women employees. Recently, on 8th and 9th February 2025, the AIBEA organized an exclusive All India Convention of Women Bank Employees in Chennai, attended by nearly 700 women employees from across the country, including representatives from public sector banks, regional rural banks (RRBs), cooperative banks, foreign banks, and new-generation private banks.
The convention highlighted the challenges faced by women employees and called for greater sensitivity and accountability from bank managements. However, recent incidents have shown that much remains to be done to ensure a safe and respectful work environment for women in the banking sector.
Shocking Incident at Union Bank of India, Ahmedabad
On 12th February 2025, a Deputy Regional Head of Union Bank of India in Ahmedabad was accused of brazenly ill-treating two women officers. The incident, described as “inhuman, uncivilized, and barbaric,” has sparked outrage among bank employees and unions.
The AIBEA has strongly condemned the behavior of the official and demanded severe disciplinary action against him. In its letter to the IBA, the AIBEA stated, “It is highly condemnable, and we are sure that the top management of the bank will do the needful.” Click here to read this news in detail.
Tragic Denial of Sick Leave at Bank of Baroda, Chennai
In another heart-wrenching incident, a lady officer from Bank of Baroda’s Chennai Zone lost her delicate pregnancy after her sick leave application was denied, despite being supported by proper medical certificates. The officer’s emotional letter, dated 15th February 2025, has raised serious questions about the accountability of the leave-sanctioning authorities.
The AIBEA has demanded action against the official responsible for this tragic denial, stating, “Who is accountable and punishable for this crime where this young lady officer lost her expected child? We feel action should be taken on the official who declined the leave.” Click here to read this news in detail.
Systemic Issues with Leave Sanctioning
The AIBEA also highlighted systemic issues with leave sanctioning in banks. During the negotiations for the 12th Bipartite Settlement, the union had pointed out that managers were increasingly denying leave on whimsical and high-handed grounds, often resulting in employees being marked absent without pay.
To address this, it was agreed that a provision would be introduced to record the reasons for leave denial. This provision was also included in the Joint Note under Clause 9(i). However, the AIBEA has expressed disappointment that this provision appears to have been ignored, with managers continuing to deny leave without proper justification.
Examples of Insensitivity
- In one instance, a Branch Manager advised a newly married woman employee not to become pregnant, citing staff shortages as a reason for potential leave denial. Although the remark was later withdrawn after union intervention, it reflects the deep-rooted insensitivity in the system.
- Staff shortages in branches are often used as an excuse to deny leave, but the AIBEA argues that this should be factored into manpower planning to ensure employees’ rights are respected.
AIBEA’s Demand for Immediate Action
The AIBEA has urged the IBA to take immediate steps to address these issues and ensure a safe and respectful work environment for women employees. Specifically, the union has demanded:
- Broad Guidelines for Banks:
The IBA should issue guidelines to ensure that no woman employee is harassed, pressured, or ill-treated in any manner. - Strict Action Against Violators:
Officials who violate these guidelines and compromise the dignity of women employees must face strict disciplinary action. - Sensitization of Leave-Sanctioning Authorities:
Leave-sanctioning authorities must be sensitized to handle leave applications judiciously and with empathy. - Manpower Planning:
Banks must factor in leave incidence and entitlements while planning branch manpower to avoid staff shortages being used as an excuse to deny leave.
A Call for Accountability and Change
The AIBEA’s letter serves as a wake-up call for the banking sector to address these systemic issues and ensure a safe, respectful, and supportive work environment for all employees, especially women. With more than 50% of new recruits being women, it is imperative for banks to adopt a more considerate and sensitive approach to uphold the dignity and rights of women employees.
The AIBEA has also called for a broader discussion on these issues, urging the IBA to work closely with banks and unions to implement meaningful changes.
Conclusion
The incidents highlighted by the AIBEA are a stark reminder of the challenges faced by women employees in the banking sector. While the sector has made significant progress in terms of gender diversity, there is an urgent need to address issues of harassment, insensitivity, and systemic failures.
The AIBEA’s letter is a call to action for the banking sector to prioritize the well-being and dignity of its employees. As the situation unfolds, stakeholders will be closely watching how the IBA and individual banks respond to these concerns.
