Navigating Workplace Safety For Women With POSH

Aditya, let's begin by addressing the increasing number of workplace harassment reports, particularly as employees return post-COVID. What, in your opinion, is driving this increase in statistics, and how can organisations effectively respond to this trend?

The surge in reported cases doesn't necessarily reflect a rise in harassment incidents. Rather, it indicates a heightened awareness of sexual harassment issues. Organisations are now taking this matter more seriously, encouraging individuals to step forward. This shift signifies a move towards equity and diversity, not an escalation in harassment behaviours.

Speaking about the Prevention of Sexual Harassment (POSH) policy, it serves a pivotal role in curbing workplace harassment. Could you provide an overview of the key components of this policy for our viewers?

Certainly. The POSH Act was introduced as a preventive measure following significant events like the Nirbhaya case. It's mandatory for every organisation to implement this policy. The policy outlines the definition of sexual harassment, procedures for reporting incidents, and the steps that organisations must take. This encompasses setting up an Internal Complaints Committee (ICC) led by a woman, conducting awareness campaigns, and handling grievances appropriately. Regular reviews by the management team are required, and organisations must report the number of cases annually.

Effective communication is vital for ensuring employees understand and comply with these policies. How can HR leaders play a role in effectively communicating and fostering compliance throughout the organisation, especially among frontline employees?

HR leaders have a critical role to play, but organisational leaders also share responsibility. Leaders must endorse and embody the acceptance of diversity. This transformation should permeate through all levels of the organisation, becoming part of its core values. Regular workshops and open discussions on acceptable behaviour, coupled with exemplary leadership actions, can create an environment where compliance is not just understood but embraced.

That's a valuable perspective. Oftentimes, victims of harassment hesitate to report due to societal stigmas. 

How can organisations create an environment where employees feel safe to come forward, and how can employees better identify and report such situations?

Societal factors indeed contribute to reporting reluctance. Creating a safe atmosphere necessitates open discussions and leaders addressing concerns transparently. Employees should feel comfortable discussing situations with friends or family; if it's distressing enough to share openly, it's worth reporting. Regular workshops and role-playing exercises can clarify what constitutes harassment and can empower employees to identify and report incidents without fear.

Empowerment is crucial. Equally important are support mechanisms for victims. How can organisations provide the necessary support, and how can they ensure a victim-centric approach under the POSH policy?

Organisations must assure victims of confidential and retaliation-free reporting. Internal Complaints Committees (ICCs) should handle cases professionally and sensitively. A victim-centric approach involves continuous support, updates on progress, and empathy throughout the process.

The procedure should be transparent and fair. Following the POSH policy diligently, adhering to timelines, and conducting thorough investigations are essential.

How important is it for organisations to associate or collaborate with industry associations and legal experts to ensure a safe workplace for women?

It's very important, especially for progressive and large enterprises that prioritise their employer brand. These organisations should actively engage with various associations, academic institutions, and external bodies. Collaboration with industry associations and legal experts helps in learning and implementing best practices. Many organisations appoint dedicated Diversity, Equity, and Inclusion (DEI) leaders to ensure equality and inclusion in the workplace. 

However, creating a safe and inclusive culture is an ongoing effort. Simply complying with statutory requirements like creating policies or reporting cases in annual reports isn't enough. True change requires proactive efforts to collaborate, innovate, and involve employees in creating a safe and welcoming environment.

What advice do you have for HR professionals and employers who are watching this video?

Our society is a reflection of the gradual processes in nature. Just like in nature, growth in the workplace is gradual, not abrupt. It's important to nurture this growth by understanding the dynamics and needs of the organisation. Similar to caring for a plant, we should continuously monitor, adjust, and provide the necessary resources for a healthy workplace environment. Remember, organisations and people thrive when they are nurtured and cared for consistently.