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Bina Paul’s answer to the Justice Hema Committee report is to move beyond shock and debate and build systems that prevent harassment and exploitation. Her proposed response combines workplace protections and complaint routes with changes to contracts, pay, schedules, unions and women’s participation in policy decisions. These are proposals she described in 2024, not confirmation that the measures are in place today.
Why the Hema Committee was formed
The Women in Cinema Collective (WCC) formed in 2017 after a widely reported assault on a Malayalam actor. The collective petitioned Kerala Chief Minister Pinarayi Vijayan to establish a committee examining gender discrimination and sexual harassment in Malayalam cinema. The three-member panel was chaired by former Kerala High Court judge K. Hema, with actor T. Sarada and retired government official K. B. Valsalakumari as members. It submitted its report to the state government on December 31, 2019. A redacted version was made public on August 19, 2024; news coverage said passages and pages were withheld to protect privacy. Scroll and Onmanorama describe the committee’s formation and release.
The problems extend beyond harassment
Coverage of the report describes concerns about poor working conditions, inadequate facilities, missing formal contracts, pay and discrimination, as well as concentrated power over workers’ careers. Reuters’ summary includes a lack of women’s toilets and changing rooms on sets, irregular pay and wage gaps, and reported demands for sexual favours in exchange for work. Reuters’ August 2024 report places those issues in the wider debate.
Because the public version is redacted, it should not be treated as a complete account of every detail discussed by the committee. In particular, withheld portions do not establish publicly the identities or full circumstances of people mentioned there. Reports of allegations are not findings of guilt against particular individuals.
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What Paul says should happen next
Paul, a film editor and WCC founding member, told Scroll that there is no single route for people who have experienced harm: “There’s no black and white, there’s no prescription.” She says those affected should be supported in choosing what recourse they want to pursue. Alongside individual choice, she argues for prevention systems that make recurrence less likely.
Make workplace protections usable
Paul calls for implementation of workplace sexual-harassment protections and gender-sensitisation. For protections to work in practice, she says the industry needs clear processes: how a production registers its internal committee, what happens if that committee fails, and whether standard contract and work-schedule templates are available. Her point is not only to have rules, but to make responsibilities and next steps legible to workers and productions. As she put it, “These are the kinds of things that you can do yourself as an industry.” Scroll’s interview with Paul outlines these proposals.
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Provide an independent route for industry disputes
Paul also supports a tribunal of the kind suggested by Justice Hema, offering a route for industry-related issues beyond the internal processes of an individual production. This is distinct from the industry-run procedures she says productions can establish themselves: her proposals include both practical internal systems and a broader forum. The interviews do not set out a detailed tribunal design or establish that one has been created.
Change the conditions that leave workers vulnerable
In a separate interview, Paul calls for round-the-clock helplines for women, transparent pay and work schedules, unions that include and protect women, dialogue between government and industry stakeholders, and more women in policy decisions. These proposals address the conditions around work as well as routes for reporting harm. Reuters’ interview coverage reports her calls for these changes.
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How Paul’s proposals relate to the committee’s recommendations
Paul’s proposals should not be confused with the committee’s reported recommendations, or with enacted policy. Onmanorama’s summary of the committee’s suggestions includes laws to address problems in the industry, a tribunal for industry-related issues, equal pay for female artists, toilets on sets, safe accommodation for women, and measures addressing fan-club abuse and hiring drivers with criminal backgrounds. Those are recommendations as reported by the outlet; the summary does not show that they became law or were implemented.
The remedies discussed by Paul and the committee can be understood across three linked questions: how to prevent harm, where a worker can seek redress, and whether the basic terms of work distribute power more fairly. Neither the interviews nor the summaries establish a ranking among the proposed measures. Paul’s message to Reuters was direct: “This must act as a wake-up call.” She added, “This is not enough,” pointing to the need for action beyond the release and public discussion of the report.
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What is—and is not—established about implementation
The cited interviews and news summaries describe the report’s 2024 context and Paul’s proposed remedies. They do not verify which measures have been adopted or how they are working in 2026. Readers should therefore distinguish calls for reform from confirmed changes: the existence of a recommendation or proposal alone does not demonstrate an operational helpline, functioning complaint process, tribunal, or revised industry-wide work standard.
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