POSH – Move From Compliances to Prevention

POSH - Move From Compliances to Prevention
Sexual harassment free environment should be a part of the culture of the organization and it will never come from the "tick box" approach.

Prevention of Sexual Harassment is more important than Compliances of Sexual Harassment. What I find is the entire focus is on Compliances. People in HR just want to do the easy task which is Compliances. The focus is not there on prevention of Sexual Harassment. Most HR guys are Compliances oriented. In India most of the organisations just do the minimum which is the compliances. Compliances alone is no solution to the problem of sexual harassment at the workplace which is ever increasing. Law or compliances has it’s limitations. A great work culture is what takes care of the people on all front

It’s crucial to recognize that both prevention of sexual harassment and compliance with sexual harassment policies are equally important. While compliance ensures that organizations adhere to legal requirements and have the necessary frameworks in place, prevention efforts are essential for creating a workplace culture that actively works to eliminate harassment at its root.

It’s true that sometimes the focus can lean more towards compliance due to legal obligations and requirements. However, organizations should also prioritize prevention strategies such as education, training, fostering a culture of respect, creating safe reporting mechanisms, and promoting gender equality and diversity.

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Ultimately, a comprehensive approach that combines compliance with proactive prevention measures is needed to address the issue of sexual harassment effectively in the workplace. HR professionals should strive to balance both aspects to create a safe and respectful work environment for all employees.

Focusing solely on compliance with sexual harassment regulations often results in reactive measures that address incidents only after they occur, whereas prioritizing prevention can create a safer and more respectful work environment.

Effective prevention strategies include comprehensive training beyond legal requirements, clear policies and supportive reporting mechanisms, strong leadership involvement, and fostering an inclusive and open workplace culture.

This proactive approach not only enhances employee well-being and morale but also boosts retention and productivity, making it crucial for organizations to balance compliance with active preventive efforts.

Leadership commitment is required for prevention to be effective, they need to demonstrate through their actions that they take sexual harassment seriously and are committed to maintaining a harassment free work environment.

Sexual harassment free environment should be a part of the culture of the organization and it will never come from the “tick box” approach followed by many organizations. The focus should be on proper sensitization of people. Focusing on creating a positive work culture can  be a very effective solution.

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Samar Mahapatra

Chief Human Resources Officer at Shigan Quantum Technologies

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Samar Mahapatra

Chief Human Resources Officer at Shigan Quantum Technologies

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