Improving compliance with sexual harassment prevention guidelines
2017 saw several watershed moments in the history of addressing sexual harassment at the workplace – globally, and in India. The media and entertainment industry revealed the shockingly commonplace prevalence of sexual harassment, and some large corporations underwent strategy and leadership changes in response to sexual harassment complaints from employees and customers. The Indian media reported that sexual harassment complaints at some of the top companies in the country rose over the four years of enforcement of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, commonly known as the Prevention of Sexual Harassment Act (the POSH Act).
The rising levels of sexual harassment reported at the workplace, despite prevalence of laws to deter such acts, point towards the urgent need for better communication as a vital component in creating a zero tolerance culture for sexual harassment. We present five considerations that can help organizations better explain their POSH philosophy and strive towards compliance in “spirit” with the POSH Act, rather than just in “form”.
To better understand the behaviours and associated changes the POSH Act is bringing to the Indian workplace and how it is shaping organizational policy, Deloitte’s Forensic practice in India seeks your views through an anonymous survey lasting five minutes. The survey does not attempt any questions that can identify respondents. The data sought through responses is primarily for the purposes of analysis, observing any trends, and report writing. All responses are confidential and anonymous. Please click on the appropriate link below: