Posh at Work Places

Sexual harassment is deeply intertwined with cultural norms and attitudes that permeate societies, shaping perceptions and behaviors. This article delves into the examination of cultural norms, attitudes, and stereotypes in India that contribute to sexual harassment. It also explores strategies aimed at challenging and changing these harmful beliefs, fostering a cultural shift towards respect, equality, and a safer society. Cultural Norms and Attitudes: In India, cultural norms and attitudes often play a significant role in perpetuating sexual harassment. Traditional gender roles, patriarchal structures, and deeply ingrained stereotypes contribute to power imbalances and create an environment where harassment can thrive. The stigma surrounding discussions of sexuality and the perpetuation of harmful norms further impede progress toward a more equitable society. Stereotypes Perpetuating Harassment: Stereotypes surrounding masculinity, femininity, and societal expectations exacerbate th...

The Prevention of Sexual Harassment (POSH) Act 2013 in India and the sexual harassment laws in the United Arab Emirates (UAE) serve similar purposes in addressing and preventing sexual harassment in the workplace. However, there are notable differences in their legal frameworks and application due to the distinct cultural, legal, and regulatory contexts of the two countries. Here's a comparative overview: Prevention of Sexual Harassment (POSH) Act 2013 (India): 1. Scope and Applicability: • The POSH Act applies specifically to workplaces in India, including both public and private sectors, covering employees, interns, and volunteers. • It defines sexual harassment and mandates the establishment of Internal Complaints Committees (ICCs) in organizations to address complaints. 2. Offenses and Definitions: • The Act defines sexual harassment in a comprehensive manner, encompassing various forms of unwelcome behavior, advances, or requests of a sexual nature. • The focus is...

  Posh act training To ensure the effective implementation of the Prevention of Sexual Harassment (POSH) Act in the workplace, an employer should take several proactive steps. The POSH Act places a legal responsibility on employers to create a safe and harassment-free work environment for their employees. Here's a comprehensive guide on how an employer can ensure POSH implementation: 1. Create a Comprehensive Policy: • Develop a clear and comprehensive Anti-Sexual Harassment Policy in line with the POSH Act's requirements. This policy should define what constitutes sexual harassment, the procedures for reporting and addressing complaints, and the consequences for those found guilty of harassment. 2. Form Internal Complaints Committee (ICC): • Appoint an Internal Complaints Committee (ICC) as mandated by the POSH Act. The ICC should consist of both internal and external members, including a chairperson, and at least one member from a women's organization or NGO. 3. ...

Introduction Workplace sexual harassment results from power dynamics between the accused and the victim. Power dynamics exist at every level of the organization. The same applies to the PoSH Committee constituted under the PoSH Act, 2013. This committee is the Internal Complaints Committee (ICC) or the Internal Committee (IC). Power dynamics can often creep into case investigations by the ICC. Thus, it requires the nomination of an external member for PoSH. The external member for PoSH acts as a neutral third party that keeps the bias of the ICC in check. Both the PoSH Act and Rules lay down certain guidelines for the nomination of an external member. Yet, the external member’s duties, roles, and responsibilities remain unclear. But the judiciary has determined the role of the external member for PoSH. Book Appointment -  Best Posh Law Firm in India Provision for an external member for PoSH As per Section 4 of the PoSH Act: A senior female employee should head the PoSH Committee, A...