Not sure if what you experienced at work counts as sexual harassment? Learn how to recognize verbal, non-verbal, physical, and power harassment, understand your rights under the POSH Act, and take clear, practical steps to stay safe in the workplace.
The effectiveness of an Internal Committee hinges on its structure and functioning. Red flags, such as a lack of diversity, overrepresentation of senior leaders, and tokenism, can undermine the credibility of the inquiry process.
Presiding Officers play a critical role in ensuring fair and unbiased POSH inquiries. Yet the legal, cultural, and psychological dimensions of workplace harassment are constantly evolving. Continuous learning isn’t optional—it’s essential. Regular training empowers Presiding Officers to stay sharp, uphold compliance, and build lasting trust within their organisations.
Being named in a POSH complaint can cause shock, stigma, and lasting self-doubt for respondents. Even after clearance, the impact remains. Organisations must address these effects to protect mental health, support both sides, and rebuild workplace trust.
For Internal Committee (IC) members handling POSH (Prevention of Sexual Harassment) cases, documentation isn’t just a formality — it’s the foundation of fairness and compliance. Poorly maintained records can compromise the integrity of the inquiry, expose the organisation to legal risks, and erode trust among employees.
It is a long established fact that a reader will be distracted by the readable content of a page when looking at its layout.
