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Corporate Responsibility Under the POSH Act: Best Practices for Organizations.

As organizations strive to create inclusive and safe workplaces, corporate responsibility under the Prevention of Sexual Harassment ( POSH ) Act, 2013, has become more critical than ever. Beyond legal compliance, companies must foster a culture of dignity, respect, and zero tolerance for harassment. Understanding Corporate Responsibility While the POSH Act mandates compliance measures such as Internal Complaints Committees (ICCs) and awareness programs, true corporate responsibility extends beyond legal obligations: • Proactive Prevention – Organizations must create preventive policies that discourage harassment rather than just responding to complaints. • Support for Victims – Providing access to counseling and legal assistance strengthens employees’ trust in the redressal system. • Transparent Complaint Mechanisms – A clear, well-communicated grievance process ensures employees feel safe reporting incidents. Best Practices for POSH Compliance To effectively implement POSH guide...
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POSH Act at 10: Evaluating a Decade of Workplace Safety Progress

The Prevention of Sexual Harassment (POSH) Act, 2013, marked a significant milestone in India’s efforts to create safer workplaces. A decade later, it is crucial to assess the Act’s impact, achievements, and areas that still require improvement. Achievements of the POSH Act Over the past ten years, the POSH Act has led to several positive developments: 1. Increased Awareness – Organizations now conduct regular training sessions to educate employees about workplace harassment. 2. Implementation of Internal Complaints Committees (ICCs) – Companies with more than ten employees are required to set up ICCs, ensuring a formal mechanism for redressal. 3. Legal Precedents and Judicial Oversight – Courts have actively interpreted and enforced the POSH Act, strengthening its implementation. 4. Corporate Accountability – Many organizations now integrate POSH compliance into their workplace policies, making it a part of their corporate governance frameworks. Challenges That Persist Despite...
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Workplace Harassment: Landscape of Technology and Workplace Harassment

The integration of technology into our professional lives has brought about numerous benefits, but it has also opened new avenues for workplace harassment. This article delves into the intricate relationship between technology and harassment, shedding light on the various dimensions of cyberbullying, online harassment, and the role of social media in addressing workplace misconduct. The Rise of Cyberbullying in the Workplace: As our workspaces become increasingly digital, so does the potential for cyberbullying. Online platforms and communication tools, once heralded for enhancing collaboration, have become breeding grounds for harassment. Cyberbullying in the workplace can take various forms, including offensive emails, malicious instant messages, or even the dissemination of harmful content through company networks. The anonymity afforded by digital communication often emboldens perpetrators, making it challenging for victims to identify and report their harassers. Companies are now...
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Filing a Complaint under the POSH Act: Procedure and Timelines

The Prevention of Sexual Harassment ( POSH ) Act, 2013, was enacted to create a safe workplace environment and ensure that incidents of sexual harassment are addressed promptly and effectively. A key aspect of the Act is the process by which employees can file a complaint if they experience sexual harassment at work. This article delves into the complaint filing procedure under the POSH Act, including the essential timelines, extensions, and rights of the complainant. 1. Who Can File a Complaint under the POSH Act? The POSH Act allows any aggrieved woman to file a complaint if she has faced sexual harassment in the workplace. The complainant can be: • A woman employed in any capacity (temporary, permanent, part-time, or full-time). • An employee in an organization (including interns and contractual staff). • A woman visiting the workplace or a client of the organization. Additionally, if the complainant is unable to file a complaint due to physical or mental incapacity or for oth...
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POSH Act: Roles, Structure, and Responsibilities.

The Prevention of Sexual Harassment ( POSH ) Act, 2013, was enacted to address workplace sexual harassment in India and mandates every organization to establish an Internal Complaints Committee (ICC). The ICC plays a pivotal role in ensuring a safe and harassment-free work environment. Its primary responsibility is to investigate complaints of sexual harassment, ensure a fair inquiry, and recommend appropriate action. In this article, we will explore the structure, composition, and responsibilities of the ICC, along with the legal requirements governing its formation and operation. 1. Legal Mandate for the ICC under the POSH Act Under the POSH Act, every employer is legally required to establish an Internal Complaints Committee (ICC) in the workplace to handle complaints of sexual harassment. This obligation applies to any organization with 10 or more employees. The ICC must be constituted at every branch or office location where the employee headcount meets this threshold. Failure to ...
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Expanding POSH: The Push to Protect India's Informal Workforce.

The Prevention of Sexual Harassment ( POSH ) Act of 2013 marked a significant milestone in India's journey towards safer workplaces. However, a glaring gap remains in its coverage: the informal sector. With an estimated 90% of India's workforce employed in informal settings, the need to extend POSH protections to this vast and vulnerable population has become a pressing concern. The Current Landscape The Informal Sector in India India's informal sector encompasses a wide range of occupations, including: • Domestic workers • Street vendors • Agricultural laborers • Construction workers • Home-based workers These workers often lack formal contracts, social security benefits, and legal protections, making them particularly vulnerable to exploitation and harassment. Limitations of the Current POSH Act The POSH Act, in its current form, is primarily designed for formal workplaces. It mandates the formation of Internal Complaints Committees (ICCs) in organizations with ...
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Tips to create trans-inclusive workplace.

More than 27000 transgender people participated in a poll in 2015, and the results showed that at least 77% of them actively avoided workplace discrimination . This includes keeping their gender identities a secret, declining to request the use of their preferred pronouns by their employers and coworkers, and postponing gender transition. Transgender individuals might not be fully present at work. Because they are more likely than cisgender employees to have an uneven working environment, they could feel uneasy or alienated. Companies should begin implementing nondiscriminatory rules and procedures that are gender-specific. This entails regardless of their gender identities, defending and advancing the rights of every employee Increasing employee awareness of and acceptance of their transgender coworkers. To some extent, everyone needs to feel like they belong. It's common for us to evaluate our relationships subconsciously. We experience poor levels of self-esteem and unfavorable ...
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