Ultimately, creating a safe and inclusive workplace requires more than compliance. It’s about making an ongoing effort to build a culture of respect and inclusion. And the only way to do that is through consistent engagement—whether through POSH training, town halls, or coffee conversations. It’s about leadership not just understanding…
Let’s start now. Let’s create workplaces where everyone—regardless of gender, background, or identity—feels safe and empowered. Let’s make sure our POSH frameworks aren’t just about compliance but about real, meaningful change. It’s time to look beyond POSH as just a legal requirement and see it for what it truly is—a…
The fear of malicious complaints shouldn't deter you from doing your job. Equip yourself with the right knowledge through POSH trainings, document interactions, and be respectful of boundaries. In the rare event of a malicious complaint, you'll be prepared to handle it professionally and with integrity.
The author expresses concern over how these tactics complicate the core objective of the PoSH Act, which is to ensure swift, fair, and just resolutions in cases of workplace harassment, and laments the shift away from the act’s intent of maintaining simplicity and natural justice.
In the corporate world, the POSH Act is our alarm system, and each of us plays a role in ensuring it functions effectively. By embracing a speak-up culture, we can create workplaces where boundaries are respected, voices are heard, and safety is paramount. Just as the alarm calls in the…
As we look to the future, the journey of POSH will require continuous navigation through the ever-changing skies of workplace dynamics. Just as pilots rely on their instruments and training to guide them through challenging conditions, organizations must lean on robust POSH policies, regular training, and a culture of transparency…
One of the most telling insights from this data is that organizations actively conducting awareness sessions at all levels report more cases. It’s a clear indicator that awareness is directly correlated with an increase in reporting—a sign of trust in the system and a move toward a safer workplace. Breaking…
The Supreme Court's observation is a significant step towards breaking the myth that only women can manage cases of sexual violence effectively. It promotes a balanced and inclusive approach, ensuring that the IC is seen as a neutral and unbiased institution.
Conducting inquiries under the Prevention of Sexual Harassment (POSH) Act requires a delicate balance and a deep understanding of the sensitivities involved. These investigations are not just about maintaining workplace integrity but also about handling the emotions and well-being of everyone involved, including complainants, witnesses, and respondents. This article explores…
So, should HR be part of the Internal Committee? Our recommendation is to steer clear of this arrangement if possible. However, we get it—sometimes organizational structures and staffing realities make it unavoidable. This doesn’t mean your committee is invalid, but it does mean you need to be extra vigilant about…
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