7 Key Aspects of POSH Every Employee Must Know
The importance of understanding and adhering to Prevention of Sexual Harassment (POSH) policies cannot be overstated in the modern workplace. While creating a safe, inclusive, and respectful work environment is a legal requirement in India, it is also a moral imperative for organizations worldwide. The cornerstone for implementing the POSH policy is educating team members about their rights, obligations, and the protocols defined and designed by the law and also manage any unwelcome behaviour. This blog seeks to demystify the complexity of POSH by outlining seven important topics in an approachable and interesting manner that all employees should be aware of.
1. The POSH (Prevention of Sexual Harassment) Act:
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, commonly known as the POSH Act, was passed in 2013. It defined sexual harassment, lay down the procedures for complaint and inquiry, and the action to be taken in cases of sexual harassment. The 3 aspects of the POSH Act are: Prevention, Prohibition and Redressal.
2. Defining Sexual Harassment: A Clear Understanding:
The first step towards combating sexual harassment is understanding what it encompasses. It’s not just about physical actions; it includes verbal and non-verbal cues, such as suggestive comments, inappropriate jokes, or unwarranted electronic communication. POSH awareness sessions emphasize that harassment is determined by the impact on the recipient and not the intent of the . This distinction is crucial for employees to recognize and respect boundaries.
3. Internal Committee (IC), formerly known as the Internal Complaints Committee (ICC): Your Go-To for Grievances:
The IC is the foundation of an organization’s POSH framework and is required for all workplaces with ten or more employees. Understanding the role, makeup, and operation of the IC is critical. An Internal Committee is a body that is constituted within an organization to address and resolve complaints of sexual harassment in the workplace. The IC is responsible for receiving and inquiring about it. As well as resolving complaints of sexual harassment made by employees of the organization. It ensures that employees understand where and how to report events, and that they can trust a fair, discreet, and unbiased procedure. Awareness of the IC fosters a culture in which grievances can be expressed without fear of retaliation.
4. Reporting Mechanisms: Empowering Employees to Speak Up:
A clear reporting procedure is important in encouraging victims to come forward. POSH sessions must clearly define the methods for reporting sexual harassment, including the documents needed, the procedure to be followed, and the expected schedule for resolution. Knowledge of these techniques ensures that staff feel supported and valued, establishing an open and trusting environment.
5. Proactive Prevention Strategies:
Preventing sexual harassment is crucial. Organizations must provide frequent POSH training, develop thorough policies, and take a zero-tolerance approach to harassment. Awareness of these preventive measures, such as bystander intervention techniques and the development of a respectful workplace culture, is critical. Employees should be informed about the tools and resources available to them, reinforcing the idea that prevention is a shared responsibility.
6. The Imperative of Confidentiality:
Maintaining confidentiality is crucial when dealing with sexual harassment complaints. It protects the dignity of all persons concerned and guarantees that the proceedings are respectful and sensitive. POSH awareness emphasizes the organization’s commitment to confidentiality, fosters trust in protocols and encourages more people to come forward without fear of public scrutiny or professional repercussions.
7. Understanding the Ramifications:
Awareness of the consequences of engaging in or turning a blind eye to sexual harassment is a powerful deterrent. Disciplinary measures might range from formal warnings to termination, depending on the gravity of the violation. POSH sessions that address these consequences not only serve as a warning but also demonstrate the organization’s unwavering commitment to maintaining a safe and courteous workplace.
A positive and safe workplace is built on empowerment through education. By exploring these seven major characteristics of POSH, individuals can navigate their workplace with a better understanding and appreciation for the significance of preventing sexual harassment. Organizations that prioritize POSH awareness are not only following the law; they are leaving a legacy of respect, integrity, and inclusivity. Let us all resolve to be proactive participants in this effort, ensuring that our workplaces are not only harassment-free but also spaces where everyone can thrive.
To summarize, it is evident that POSH is more than just a list of rules; it is a framework for cultivating a culture of dignity and respect. As we move forward, let us incorporate the insights gained from POSH awareness training into our daily interactions, advocating for a workplace environment that is safe, courteous, and empowering for all.