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Franklin Joseph Article > Breaking the Silence on Sexual Harassment and Eve-Teasing: Corporate Strategies for Female Employee Protection

Understanding Sexual Harassment and Eve-Teasing: Definitions and Impact on Workplace Safety

Sexual harassment and eve-teasing represent significant workplace safety concerns affecting female employees across professional environments. Sexual harassment encompasses unwanted sexual advances, requests for sexual favours, and offensive language or physical conduct that creates hostile work atmospheres. These inappropriate behaviours occur in multiple settings including offices, public transportation, and educational institutions. Importantly, sexual harassment extends beyond visible actions to include hidden violations such as vulgar remarks, inappropriate emails, suggestive jokes, and unwanted attention, all contributing to compromised employee safety and reduced workplace productivity.

Eve-teasing, a term prevalent in South Asian contexts, describes public harassment and intimidation primarily targeting women. It includes staring, catcalling, unwanted physical contact, and intrusive behaviour frequently occurring in crowded areas. The seemingly casual terminology masks profound emotional and psychological damage inflicted upon victims. Both sexual harassment and eve-teasing perpetuate gender stereotypes, objectify individuals, and maintain power imbalances that undermine women’s professional confidence and organisational belonging.

Cultural context significantly influences how these behaviours are perceived and addressed. In some communities, certain eve-teasing forms remain socially tolerated, resulting in minimal offender consequences and victim silence. Conversely, jurisdictions with stringent workplace safety regulations and gender safety programs enable employees to report incidents with reduced fear of retaliation. Understanding these expressions within specific cultural frameworks proves essential for organisations committed to creating inclusive professional environments where all employees feel secure and valued.

Addressing sexual harassment and eve-teasing in corporate settings requires comprehensive Power to Women Corporate Self-Defence Workshops for Professional Female Employees that combine awareness education with practical self defence capabilities. These specialised corporate wellness training programmes go beyond conventional harassment prevention training to empower women with psychological resilience and practical response strategies.

The Stigma Surrounding Victims: Breaking Barriers to Reporting in Corporate Environments

Substantial stigma surrounding sexual harassment and eve-teasing victims creates formidable barriers preventing incident reporting and support seeking within organisations. This stigma manifests through victim-blaming attitudes that assign responsibility to those experiencing harassment rather than offenders, perpetuating feelings of shame, isolation, and diminished professional self-worth. Social expectations regarding appropriate female employee behaviour and responses to unwanted advances create atmospheres where victims question whether reporting incidents constitutes appropriate professional conduct.

The internalisation of societal criticism causes many female employees to doubt personal confidence and professional value after experiencing harassment. Victims frequently hesitate coming forward due to fears of disbelief, blame assignment, or professional retaliation from colleagues or supervisors. Many victims experience profound isolation, believing their experiences are unique rather than recognising widespread harassment patterns affecting numerous female professionals. Persistent misconceptions blaming victims’ clothing, behaviour, or demeanour for provoking harassment reinforce victim-blaming cultures that discourage reporting.

These false beliefs create organisational climates where victims receive defensive responses rather than validation, support, and appropriate corrective action. The widespread stigma surrounding sexual harassment extends beyond individual emotional impacts to influence organisational standards, discouraging open discussion of critical workplace safety issues. Victims frequently remain silent, internalising trauma and allowing harassment patterns to continue unchecked, ultimately damaging both individual wellbeing and organisational culture.

Organisations can begin dismantling this stigma by implementing comprehensive Power to Women Corporate Self-Defence Workshops for Empowered Workplace Cultures that normalise victim support and offender accountability. Through women’s empowerment workshops and employee safety training that specifically addresses victim-blaming myths, organisations create psychologically safe environments where female employees feel genuinely supported in reporting incidents and accessing necessary assistance.

Cultural Norms and Gender Roles: How Traditional Attitudes Enable Workplace Harassment

Social norms and established gender roles profoundly influence sexual harassment and eve-teasing prevalence within organisations and broader society. Patriarchal systems governing expected behaviour based on gender frequently normalise unacceptable conduct toward female employees, creating organisational cultures where harassment remains tolerated or minimised. These deeply ingrained social norms reinforce the concept that men must demonstrate dominance and control, occasionally manifesting through harassment that diminishes women’s professional autonomy and workplace confidence.

Toxic masculinity represents a critical element within these discussions, perpetuating harmful ideologies portraying men as inherently aggressive and sexually assertive whilst minimising women’s fundamental rights to comfortable, respectful professional environments. This cultural narrative discourages female employees from voicing discomfort or opposition, placing inappropriate responsibility upon victims rather than addressing offender accountability. Victim-blaming storytelling, deeply embedded within these gender role frameworks, prevents harassment disclosure by creating expectations that victims will encounter disbelief, professional consequences, or blame for harasser behaviour.

Effectively addressing these patterns requires collective challenge to accepted gender-based standards within organisations. Comprehensive awareness campaigns and CSR women’s safety initiatives promoting positive gender role models create supportive environments where female employees can confidently report harassment without fearing stigmatisation. Gender safety programs specifically designed for corporate environments help reshape organisational attitudes regarding professional conduct expectations and mutual respect.

Implementing Power to Women Corporate Self-Defence Workshops for Gender-Inclusive Organisations provides female employees with psychological empowerment enabling them to challenge harassment whilst building confidence in professional environments. These corporate self defence programmes address the psychological dimensions of toxic masculinity and gender-based harassment, equipping women with assertiveness and boundary-setting capabilities essential for thriving professionally.

Education and Awareness: Empowering Female Employees Through Comprehensive Training

Education and awareness represent foundational elements in combating workplace sexual harassment and eve-teasing effectively. Significant knowledge gaps regarding consent, respect, and personal boundaries contribute substantially to the normalisation of inappropriate conduct within organisations. Establishing comprehensive educational environments where employees understand the importance of consent, mutual respect, and professional boundaries proves crucial for preventing harassment before it occurs.

Organisational initiatives incorporating education on relationship respect, harassment consequences, and victim support create workplace cultures encouraging employee dialogue about inappropriate conduct. Training programmes and workplace safety activities enabling employees to discuss mutual respect and consent standards can effectively shift professional behaviour expectations. Peer-led conversations within organisations often prove particularly impactful, allowing employees to comfortably share concerns and support colleagues experiencing harassment.

Awareness campaigns developed by organisations and professional associations substantially contribute to harassment prevention through workshops, team training sessions, and digital communication. These initiatives reaching diverse employee populations through varied learning approaches effectively educate professionals regarding inappropriate conduct consequences and the importance of workplace intervention. Educational resources provided to management and leadership teams particularly strengthen harassment prevention by developing decision-maker capacity to respond appropriately and supportively to reported incidents.

Breaking ignorance cycles requiring parental and guardian involvement extends beyond organisations into broader communities. Providing adults with information and skills regarding consent, harassment recognition, and victim support breaks intergenerational patterns of silence. Comprehensive Power to Women Corporate Self-Defence Workshops for Educated Safe Organisations combine practical skills training with awareness education, creating lasting cultural transformation within corporate environments. These workplace safety programmes normalise discussions regarding personal boundaries and professional respect, dramatically reducing harassment prevalence whilst building employee confidence.

Media Representation and Workplace Culture: Challenging Harmful Narratives

Media portrayal of sexual harassment and eve-teasing significantly influences organisational perception of these issues and broader societal attitudes. Television programmes, films, and social media frequently depict harassment minimally or inappropriately, sometimes portraying misconduct as amusing or contributing to romantic narratives. These problematic representations normalise harassment, suggesting inappropriate behaviour represents acceptable professional or social interaction rather than serious violations of individual dignity and professional safety.

Popular entertainment occasionally employs sexual harassment as narrative devices for comedic effect or romantic undercurrent, inadvertently suggesting inappropriate conduct constitutes acceptable behaviour. When media glamorises or trivialises harassment, audiences develop reduced sensitivity to conduct seriousness, and workplace cultures reflect these normalised attitudes. Insufficient critical representation of victim experiences means societal understanding of harassment impact remains disconnected from actual survivor trauma, maintaining silence cultures surrounding these important workplace safety issues.

Conversely, social media has become powerful platforms for challenging harassment normalisation through awareness campaigns, victim testimonies, and educational content. Online discussions highlighting real consequences of inappropriate conduct and victim experiences generate public awareness and promote empathy. However, digital platforms also present challenges including misinformation spread and potential victim harassment when individuals share experiences. Despite complexities, strategic social media usage effectively highlights harassment seriousness and victim support importance.

Organisational media and communication strategies profoundly influence workplace culture regarding harassment acceptability. Companies implementing Power to Women Corporate Self-Defence Workshops for Culturally Aware Organisations complement training programmes with strategic internal communications challenging harassment normalisation and emphasising organisational commitment to female employee protection. These comprehensive corporate wellness training initiatives ensure consistent messaging throughout organisations that harassment remains unacceptable and victims receive full institutional support.

Bystander Responsibility: Creating Cultures of Active Intervention in Workplaces

Bystanders occupy critical yet frequently overlooked positions within sexual harassment incidents and eve-teasing situations. Individuals witnessing inappropriate conduct but choosing not to intervene or remaining silent significantly influence harassment prevalence and victim support access. Numerous factors contribute to bystander inaction, including fear of personal consequences, indifference regarding incident seriousness, or insufficient harassment recognition capability. Employees frequently worry about social ostracisation from colleagues or potential offender retaliation when considering intervention.

Fear intensifies substantially in power-imbalanced situations where offenders maintain organisational authority, significantly reducing colleague willingness to provide victim support. Desensitisation represents another substantial bystander inaction factor, with employees becoming emotionally numb to harassment prevalence and underestimating incident seriousness. This normalisation of inappropriate conduct further discourages intervention, creating permissive organisational environments where harassment continues unchecked. Additionally, harassment recognition difficulties mean many potential bystanders misinterpret situations, failing to acknowledge incident seriousness or recognising necessity for action.

Bystander intervention significance cannot be overstated, however. Colleagues addressing harassment immediately demonstrate victim support whilst establishing organisational cultures rejecting inappropriate conduct. Active bystander behaviour creates workplace atmospheres where female employees feel protected and valued, reducing harassment perpetuation. Organisations committed to female employee protection must actively cultivate bystander intervention through comprehensive training emphasising individual responsibility for maintaining respectful professional environments.

Implementing Power to Women Corporate Self-Defence Workshops for Intervention Ready Teams equips all employees with harassment recognition capabilities and confident intervention strategies. These employee safety training programmes develop bystander confidence and capability through practical scenarios, peer discussion, and psychological empowerment addressing intervention fears. By building cultures where all organisational members feel empowered supporting female colleagues, companies transform workplace safety fundamentally.

Legal Frameworks and Organisational Responsibility: Supporting Victims Through Formal Systems

Comprehensive legal structures addressing sexual harassment and eve-teasing have been implemented internationally, recognising these behaviours represent serious human rights violations requiring rigorous legal remedies. Different jurisdictions employ varied legislative approaches; for instance, India provides extensive workplace protection through the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, whilst numerous countries incorporate harassment protections within broader employment discrimination legislation. These legal frameworks establish clear offender accountability and victim support obligations for organisations.

However, legal structure effectiveness varies substantially based on implementation rigour and enforcement consistency. Organisations frequently establish strong policies yet fail implementing them consistently, leaving victims vulnerable to retaliation or dismissal concerns. Many female employees remain hesitant reporting harassment despite legal protections due to persistent social stigma, victim-blaming concerns, fear of professional retaliation, and anxieties regarding investigation processes. Legal reporting processes frequently extend over lengthy timeframes, psychologically burdening claimants whilst they await outcomes.

Organisational support systems prove essential for facilitating legal process navigation and victim recovery. Many companies have established confidential reporting channels, internal investigation procedures, and counselling referral services helping harassed employees access necessary assistance. Professional advocacy organisations provide victims with resources enabling law navigation and legal system comprehension. Crucially, supportive communities offer safe spaces where victims can discuss experiences, develop solidarity, and build collective safety strategies.

Organisations implementing comprehensive Power to Women Corporate Self-Defence Workshops for Legally Compliant Safe Organisations strengthen formal harassment response systems whilst building prevention capability. These workplace safety programmes educate employees regarding legal rights, complaint procedures, and available support services, increasing reporting confidence. By combining legal compliance frameworks with proactive women’s empowerment initiatives, organisations create comprehensive victim protection environments addressing both immediate support needs and longer-term prevention strategies.

Employee Stories: Real Experiences of Sexual Harassment and Path to Empowerment

Victims of workplace sexual harassment and eve-teasing frequently hesitate sharing personal stories due to social stigma, professional concerns, and anticipated disbelief. One significant account involves a young professional named Maya, who experienced unwanted verbal and physical advances from colleagues throughout her early career. Despite clear discomfort, Maya remained silent due to concerns regarding supervisor perceptions and workplace relationships. Her silence enabled continued harassment, resulting in anxiety, workplace avoidance behaviours, and diminished professional confidence. Institutionalised silence surrounding her experience reinforced harmful patterns, normalising inappropriate conduct for colleagues observing unaddressed incidents.

Another powerful testimony comes from Ravi, a male employee who witnessed colleague harassment and chose to intervene despite social pressure. His decision to challenge inappropriate conduct publicly resulted in both personal and professional criticism from colleagues, yet demonstrated critical importance of bystander engagement. Ravi’s experience highlighted how intervention risks deter many potential supporters, allowing harassment cultures to persist unchecked. His courage, whilst initially generating workplace tension, ultimately contributed to organisational attitude shifts regarding harassment acceptability.

These accounts illustrate harassment psychological consequences extending beyond immediate incidents to encompass depression, anxiety, hypervigilance, and professional disengagement. Victims frequently internalise trauma alongside social blame, creating compounded psychological burdens affecting professional performance and personal wellbeing. Sharing narratives transforms silence cycles by demonstrating harassment prevalence, normalising victim experiences, and encouraging collective organisational response.

Employee experiences highlight critical necessity for Power to Women Corporate Self-Defence Workshops for Trauma Informed Recovery that combine practical skills with psychological support facilitating victim healing. These women’s self defence for corporates programmes create safe discussion spaces enabling experience sharing, reducing isolation, and building mutual support networks. For individuals seeking accelerated skill development and confidence building, Krav Maga 1:1 Fast-Track Training provides personalised instruction addressing specific harassment scenarios and recovery needs.

Promoting Open Dialogue: Building Supportive Workplace Conversation Cultures

Establishing organisational cultures supporting open harassment discussions represents essential workplace safety development requiring deliberate, consistent effort. Creating safe communication spaces where employees comfortably share concerns and experiences depends on institutional commitment to confidentiality, non-retaliation, and victim support. Organisational policies explicitly prohibiting retaliation against reporters and establishing clear complaint procedures help create psychological safety encouraging incident disclosure.

Scheduled training sessions and workshops addressing harassment, consent, and respectful workplace conduct substantially increase employee dialogue capability and confidence. These educational initiatives provide shared vocabulary and conceptual frameworks enabling employees to discuss difficult topics comfortably. Workplace discussions incorporating real scenarios and interactive components prove particularly effective, developing practical communication skills alongside theoretical knowledge. Leadership participation in training sessions signals organisational commitment to harassment prevention, encouraging broader employee engagement.

Customised approaches prove necessary for different organisational contexts. Incorporating harassment prevention content within orientation programmes educates new employees regarding organisational standards and available support immediately. Team meetings and departmental training sessions enable peer discussion reinforcing shared responsibility for workplace respect. Anonymous feedback mechanisms and confidential reporting options provide employees with reporting alternatives when direct conversation feels unsafe or uncomfortable.

Ally development represents equally critical dialogue promotion element. Employees not directly experiencing harassment but committed to workplace safety require education and encouragement for active support provision. Allies demonstrate listening, affirm victim experiences, challenge inappropriate workplace conduct, and connect colleagues with support resources. Organisations developing strong ally networks create environments where harassment becomes unacceptable and victims feel protected by entire employee communities.

Comprehensive Power to Women Corporate Self-Defence Workshops for Dialogue Driven Organisations establish foundations for open harassment discussions by developing psychological empowerment enabling confident communication regarding safety concerns. These women’s empowerment workshops combine harassment awareness education with practical dialogue skills, creating workplaces where conversations regarding inappropriate conduct occur naturally and supportively. Additionally, these CSR women’s safety initiatives often integrate peer support training enabling employees to effectively support colleagues experiencing harassment.

Comprehensive Workplace Solutions: Integrating Training and Prevention Strategies

Addressing sexual harassment and eve-teasing effectively requires integrated approaches combining legal compliance, awareness education, victim support, and practical self defence capabilities. Individual organisational initiatives prove insufficient without comprehensive frameworks addressing multiple prevention and response dimensions simultaneously. Organisations committed to female employee protection must implement multi-layered strategies addressing harassment causes, supporting victims, and building prevention cultures.

Legal compliance frameworks establish minimum standards, but organisations achieving genuine workplace safety cultures extend beyond legal requirements to implement proactive prevention measures. Comprehensive awareness campaigns educating all employees regarding harassment definitions, consequences, and reporting procedures create shared understanding regarding unacceptable conduct. Victim support systems providing confidential reporting, investigation, counselling referral, and long-term recovery assistance ensure affected employees receive necessary help.

Practical self defence capabilities represent often-overlooked but essential harassment prevention components. Female employees trained in assertiveness, boundary-setting, and threat response demonstrate increased confidence and reduced vulnerability to harassment. These practical skills, combined with psychological empowerment addressing socialised reluctance to advocate personally, create comprehensive female employee protection extending beyond organisational policy into genuine individual capability.

Power to Women Corporate Self-Defence Workshops for Comprehensive Harassment Prevention represent holistic solutions addressing harassment prevention, victim support, and employee empowerment simultaneously. These specialised corporate training programmes combine practical Krav Maga self defence techniques with psychological leadership development, stress resilience coaching, and crisis management instruction specifically designed for professional female employees. Workshop participants develop harassment recognition capability, confident intervention skills, and practical response strategies addressing both verbal harassment and physical threats.

For female professionals requiring intensive skill development and personalised attention, Krav Maga 1:1 Fast-Track Training provides customised instruction addressing individual harassment scenarios, physical capabilities, and specific workplace safety concerns. This individualised approach enables accelerated learning and confidence development for busy professionals unable to participate in group workshops.

Organisations implementing comprehensive workplace safety programmes combining legal compliance, education, victim support, and practical empowerment training create cultures where sexual harassment becomes genuinely unacceptable. Female employees gain confidence, support, and capability protecting themselves whilst organisations benefit from reduced harassment incidents, improved retention, and enhanced professional cultures.

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Krav Maga Self Defence Training Impact on Solo Travel Safety: Professional Women's Transformation Through Corporate Empowerment Workshop Read Franklin Joseph Corporate Women Empowerment / Self Defence ArticlesCall 9886769281 for Corporate Women's Safety Programmes PROLOGUE by Specialist Guruji Franklin Joseph Specialist Guruji Franklin Joseph, who is also the Specialist & Founder of Franklin Joseph Power to Women Corporate Self-Defence Workshops for ...

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Monday, 11th of July 2022 / Mr. Franklin Joseph / Reviews

About Specialist Franklin Joseph

FRANKLIN JOSEPH

Social Entrepreneur, C.E.O. & Specialist

Indian Institute of Strategic Threat Intelligence Analysis and Combat Tactical Science

Guruji Franklin Joseph is one of the few people in the self-defense world with a thorough mastery of both fighting science and Krav Maga Self Defense techniques. He is a renowned expert in Israeli military Krav Maga self-defense, having studied the art for more than 20 years. Under the direction of renowned national and international Krav Maga instructors, Guruji Franklin Joseph has refined his skills while immersing himself in the teachings and principles of Krav Maga Self Defense. His persistent pursuit of surpassing the technical components of Krav Maga Self Defense has involved countless hours of research and analysis into a variety of crime scenarios, victim case studies, participant feedback from his workshops, regular academy members, etc.

An Unmatched Specialist

What really sets Guruji Franklin Joseph apart is his unwavering dedication to expanding his knowledge of the field of self-defense and learning new psychological and tactical techniques. He understands that true mastery necessitates a never-ending thirst for knowledge and experimentation particularly when it comes to increasing the effectiveness of Krav Maga techniques. Because of his warrior mindset, he is able to provide priceless counsel and understanding to anyone wishing to strengthen their capacity for self-defense. You're embarking on a voyage of self-determination with Guruji Franklin Joseph, which will equip you with the mental, physical, and tactical toughness to take on any obstacle in real life, rather than just learning new abilities.

• Devoted Mentor ~

  An Exclusive, Energetic, and Distinctive Tactical Training Approach for Krav Maga Self Defense for Men, Women, and Children.

• Dynamic Instructor ~

  Emphasizes stronger underlying psychological foundations for empowering people.

• Enthusiastic Ambassador ~

  Encouraging self-defense as a means to foster Wellness Education, particularly for women, girls in schools and colleges, and kids.

A Legacy of Two Decades of Achievement

The community at large has come to know Guruji Franklin Joseph for his many unique psychological skill sets and his persistent commitment to imparting great Krav Maga Israeli Military Self Defense abilities to others. The dedication of Guruji Franklin Joseph to his profession is demonstrated not only by the depth of his training but also by his un-conventional instructing style, which combines psychological and tactical teaching. Over the course of two decades, he has trained a wide range of people, stressing the universal applicability of Krav Maga Self Defense & additional Psychological Skills as an effective self-defense system. These people have included security professionals, intelligence agents, military personnel, police officers, working professionals i.e., doctors, lawyers, surgeons etc., corporate men & women, school-aged or college-aged youth, etc.

His most noteworthy victories include :

• Internationally Certified Instructor (Israel).
• Specialist in Israeli Military Krav Maga Self Defense.
• Specialist in Women & Kids Safety & Psychological Empowerment Skills.
• Around 2 decades (20+ years) of professional experience in Self Defense sector.
• Delivered Tedx Talk Speaker – ‘Science of Combat’ by Franklin Joseph [ Watch Franklin Joseph Tedx Talk Video ]
• Social Entrepreneur, Founder & C.E.O. – Indian Institute of Strategic Threat Intelligence Analysis and Combat Tactical Science, Dharwad.
• Worked as an Assistance Instructor at Manesar, Haryana, for the N.S.G. (Black Cat) Anti-Terror Commandos.
• Served as a Senior Instructor at SVPNPA, Hyderabad, for I.P.S., I.A.S., and I.R.S. probationary officers.
• Awarded “Best Service” by Luxury Travel Magazine from London, United Kingdom.
• “Instructor who focuses on both Psychological & Tactical Training” recommendation of Franklin Joseph by Overseas Security Advisory Council, an United States Department of State’s Women Safety Report in 2014.
• For a period of over twenty years, conducted PAN India Corporate Safety & Self Defense Workshops for Men and Women.
• Integrating in training psychological and tactical features such as Pro-active Combat Science, Guerrilla Hit & Run Deception Strategy, Neuro-Behavioral Crisis Management, Warrior Mindset, Fear Counterinsurgency, Pro-Failure Conversion Technique, Psychological Anti-Stress Conditioning, Critical Decision Life Safety Skills, Pain Compliance / Pressure Methodology, Pre-Conflict Situational Awareness, Post-Battle Quick Response, Stealth & Evasive Tactics, Active Warfare Emotional & Critical Balance, Verbal Modulation Instructions, Violence De-Escalation Techniques, Crime Radar Deterrence Manoeuvre, Criminal Profiling / Crime Psychology, Rope & Hammer Combat Fitness, Tyre Bone Rugged Drills, Body & Mind Pain Conditioning, Decrypting Pre-Crime Sequence, Battle Strength Training etc.
• Guest Lecturer with education institutions like National Institute of Technology (NIT) – Tiruchirappalli,Indian Institute of Management Business (IIM) – Bengaluru, Indian Institute of Management Business (IIM) – Tiruchirappalli, SRM Institute of Science and Technology – Chennai, Dayananda Sagar Academy of Technology and Management – Bengaluru, Mithibai College – Mumbai, Mount Carmel College – Bengaluru, SIES College of Arts, Science & Commerce – Mumbai, Rajiv Gandhi Institute of Technology- Mumbai, Kristu Jayanti College – Bengaluru, Christ University – Bengaluru & Jain University – Bengaluru etc. [ Click here Franklin Joseph Clients List ]
• Awarded honorary plaque by Karnataka Government in the ThinkBig 2016 Women Entrepreneurs Convention Exhibition.
• Conducted Workshops for Government organisation like Defence Research Development Organization (D.R.D.O.), Israel Consulate General of South India, Hindustan Aeronautics Limited, Indian Railways, Commissioner of Police Bengaluru, Commissioner of Police Hubballi Dharwad etc. [ Click here Franklin Joseph Clients List ]
• Corporate Clients include Google, Amazon, Yahoo, ITC Gardenia, TATA Interactive Systems, Infosys, Wipro, NASSCOM, Harman, Larsen & Toubro (L&T), Titan, Times of India, HP, Total, General Electric (GE), Logica, APC, Accenture, Goldman Sacs, DELL, CISCO, Syngene, Procter & Gamble (P&G), Firstsource, 3M, Huawei, ESKO, Citrix, Arvind Mills, Karnataka Congress, Standard Chartered, Karle Builders, Fujitsu, IBIS Hotel etc. [ Click here Franklin Joseph Clients List ]
• Discussions broadcasted on 93.5 FM, All India Radio, and other radio stations.
• Published in Newspaper Articles like Times of India, Hindustan Times, DNA, Deccan Herald, Deccan Chronicle, Bangalore Mirror, The New Indian Express etc.
• Highlighted in Magazine Articles such as Tehelka, LiveMint, 080 Bengaluru, TimeOut Bengaluru, Global Post, Bengaluru Pages etc.
• Featured in News Media which includes NDTV TV News Channel, NDTV News Channel, Zee TV News Channel, TV9 News Channel, Swarna TV News Channel, Aaj Tak TV News Channel & Headlines Today TV News Channel etc.

Click here to read Franklin Joseph Full Profile