What is the registration fee for booking an appointment?

PoSH An Awareness Session

Deepika referred my name to a man who was implicated in a PoSH case—or, at least, that was how he understood the situation. When I spoke to him, I realised that, in reality, it was merely a verbal call from HR informing him that there was a complaint against him. I asked him whether he had received any written notice or complaint. He said no. I advised him to ask for the complaint in writing and, most importantly, to stay calm and understand the process. This interaction made me realise that, despite mandatory PoSH awareness sessions at workplaces, many men still do not understand the technicalities of such cases. I conveyed this to Deepika, and she promptly came up with the idea of conducting an awareness session. Ekam Nyaay announced a PoSH awareness session, and around six people registered. I knew that more men would join, as I have experience explaining PoSH law to men's groups. Over time, I have observed that men are increasingly questioning certain aspects of this law, particularly because allegations can have serious consequences for their careers. Two men who joined the session had themselves experienced such situations. I have always believed that a good awareness session is one where people ask questions and engage in a discussion. In that sense, this was a very meaningful session. The men who participated were compassionate towards women who face harassment at the workplace, but they were equally concerned about the possibility of misuse of the law and the impact that an allegation can have on a man's career. The discussion brought out several concerns and questions regarding the implementation of the law: 1. “Intent does not matter; impact matters.” This principle can sometimes appear vague in its practical application. How should the impact of an act be assessed while also taking into account its context and circumstances? 2. What exactly constitutes unwelcome conduct? The law covers unwelcome conduct of a sexual nature, including gestures, messages, images and other forms of communication. But where exactly should the line be drawn? How do we distinguish between genuinely unwelcome conduct and conduct that is later interpreted differently? This becomes particularly important when there are existing personal or professional conflicts. 3. Are Internal Committees adequately trained? An Internal Committee has a serious responsibility to conduct a fair and proper inquiry. Questions were raised about whether every committee is sufficiently trained in investigation, evidence, procedure and principles of natural justice. 4. What happens to the man's career? A PoSH allegation can have serious professional consequences. Participants expressed concern that, in some situations, management may focus primarily on protecting the organisation and may not adequately consider the impact on the respondent's career. 5. Can workplace conflicts influence complaints? Participants also raised concerns about situations where colleagues may already have personal or professional differences with an individual. Could such conflicts influence the filing or interpretation of a complaint? These are difficult questions, but they deserve to be discussed. I understand that there are serious concerns surrounding the implementation of the PoSH framework, and that is precisely why it is important to start a dialogue around them. At the same time, workplace sexual harassment is a serious issue, and awareness of the law is essential for everyone—not just women. The objective should be a workplace where women feel safe, men understand their responsibilities and rights, and every complaint is handled fairly and in accordance with due process. This session was a good start.

PoSH An Awareness Session

Need to talk to someone?