What is POSH Compliance and Why It Matters for Your Workplace

Leveraging a safe and healthy work atmosphere for employees is an necessary criterion for every organisation today. The emergence and implementation of The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act 2013 (POSH Act) has enhanced the need for workplace safety even more. A predominant factor that drives ill practices within the premises, such as sexual harassment, is the imbalance of power among the workforce.

As per the recent reports on workplace safety, a substantial percentage of employees have been victims of such situations, irrespective of their gender. The first step to stand strong against the sexual harassment hazards is to develop a robust Sexual Harassment Prevention compliance policy and a program.

Understanding the Significance of POSH Compliance within Your Premises

The Sexual Harassment of Women at Workplace Act(Prevention, Prohibition and Redressal), 2013, is a vital Indian legal code that aims to ensure a respectful and safe work ambiance for women. It identifies and addresses several forms of sexual harassment occurring within an organisation.

In order to combat such challenges, many corporate bodies have successfully introduced the strict regulations of POSH Compliance. One of the blazing examples is Goldman Sachs, which reflects effective POSH policies incorporated in organisational training sessions and the internal complaint committee.

The policy rules also encourage supporting employees exposed to sexual harassment, followed by the termination of the accused. In severe cases, the POSH policy also includes providing counselling sessions and legal assistance to the victim.

POSH Policy – A Brief Overview of the Best Practices

Maintaining a successful POSH policy demands constant attention and effort from an organisation. Some of the best practices that workplaces can count on include the following:

• Conducting daily trainings
• Fostering open communication
• Taking sexual harassment complaints seriously
• Encourage complaints and reporting

Achieving POSH Compliance in Your Organisation Successfully

The POSH policy must clearly state the organisation’s commitment to putting a stop to sexual harassment. It should summarise the forbidden conduct and educate employees on the process of reporting complaints. The training must be accessible to all employees involved in the organisation regardless of their designations.

Enterprises aiming for a safer work environment can abide by the following steps:

• Initiating A POSH Policy: The policy should define sexual harassment transparently and offer examples of forbidden conduct. It should also provide a clear understanding of the complaint-reporting process.
• Formulate an Internal Committee(IC): If an organisation has more than 10 employees, it has to form an internal committee comprising of a senior female employee, an external member from a third party/NGO, two or more members committed to the cause of women
• Organise Training Session: Training every employee working with the organisation is crucial including the management professionals. The training module must cover the aspects that constitute sexual harassment, identifying acts of harassment, and reporting it. Also, it must clearly explain the penalties for engaging in such actions.
• Set up a Complaint Mechanism: Businesses must offer a structured mechanism for workers to file sexual harassment complaints. The mechanism must provide convenience and privacy
• Investigate The Complaints: As soon as a harassed employee has reported a complaint, it must be investigated by the internal complaint committee without any delay. The committee must perform the investigation by following all policy rules. organisation.
• Take Justified Actions: If the investigation demands termination of the harasser or other disciplinary actions, the organisation must take the necessary action.

How Does POSH Compliance Influence A Typical Workplace Culture?

Enterprises that place POSH Compliance as one of their top priorities are more likely to draw and retain loyal employees. Such a holistic approach encourages talents to value organisational regulations and contribute to a highly inclusive work ambiance. The POSH policy has been contributing to fostering the core corporate pillars such as respect, integrity, morale, trust, and ethics in the workplace. Moreover, it is a powerful medium to prevent an organisation’s reputational damage due to sexual harassment.

The Final Thoughts

From start-ups to large-scale organisations are unleashing the sheer significance of POSH policies nowadays. Many leading organisations are also encouraging conduction of training programs from workplace safety professionals. Choose SGC Management Services for specialised workplace safety consultation and training facilities for a safer and better tomorrow.