Being proactive, active and reactive is the key to ensure that workplaces are made safer and cordial. Productivity is always at peak when colleagues are respected and appreciated instead of being commented upon or made to feel trapped in a hostile set up.
To do so and ensure posh compliance, following steps can be taken:
Develop clear policy against sexual harassment: the policy should specify clear directions, code of conduct, prohibited behaviours, reporting procedures. Emphasis should be laid on zero occurrence and zero tolerance and highlight the organization’s commitment to address complaints promptly thereby maintaining all confidentiality.
Awareness campaigns: Mandatory employee awareness workshops and campaigns to be organized at regular intervals to provide training on constituents of sexual harassment, its impact and methods to prevent and report it.
Defined reporting channels: creating multiple reporting channels like anonymous hotline, dedicated email address, showcasing details of IC members on common areas helps employees to report incidents of sexual harassment. Encourage employees to report without any fear of retaliation
Prompt and thorough investigation:
- Establish procedures to ensure compliance
- IC members should be trained and impartial to handle investigations
- Appropriate disciplinary actions if allegations are sustained.
Support system for victims: the prime focus should be to maintain the confidentiality of the victim to enable them to live with dignity. Organization needs to ensure that they are protected against any kind of retaliation and offered all kind of support like counselling, legal guidance or access to employee assistance programs.
Speak up: promote a culture to be open about speaking against inappropriate behaviour. Encourage intervention through bystanders and develop supportive environment.
Implement anti retaliation policies: implement and communicate policies clearly and enforce them rigorously to protect employees who speak up as victims or witnesses or bystanders. Everyone in the organization should be empowered to stand against any kind of sexual harassment.
Regular policy reviews: the policy should be reviewed periodically and aligned with changing laws, regulations, best practices and solicited feedbacks and perspectives of employees.
Foster respectful and inclusive culture: promote a culture of respect, inclusivity, and equality throughout the organization. Encourage open dialogue, diversity and mutual respect. Conducting diversity & inclusion trainings to foster awareness, empathy and understanding of different perspectives.
Lead by example: model behaviour to be depicted by all team leaders, managers and top management to set a presidium for others.
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POSH compliance refers to adherence to the Prevention of Sexual Harassment (POSH) Act, 2013, in India. It mandates organizations to create a safe workplace by establishing an Internal Complaints Committee (ICC), conducting awareness programs, and providing a clear procedure for addressing complaints of sexual harassment. Compliance ensures legal protection and promotes a respectful work environment.