Need to ensure genuine human interactions aren't lost while upholding the POSH Act

Time of India

4 days ago

Advt
Advt
By ,
ETHRWorld Contributor
Join the community of 2M+ industry professionals. Subscribe to Newsletter to get latest insights & analysis in your inbox.
All about ETHRWorld industry right on your smartphone! Download the ETHRWorld App and get the Realtime updates and Save your favourite articles.
In a society evolving rapidly in terms of equality, awareness, and sensitivity, legal frameworks likehave been powerful instruments for promoting safety and dignity. The Act, driven by the Indian government's commitment to safeguarding individuals—particularly women—against harassment at workplaces and educational institutions, mandates preventive and redressal measures. It enforces strict organizational compliance, creation of Internal Committees, and regular training sessions.POSH is undoubtedly a landmark legislation. It offers a voice to the voiceless and empowers individuals to challenge inappropriate behaviours without fear of retaliation. Government bodies, NGOs, and HR departments have worked extensively to disseminate knowledge, educate stakeholders, and instil a culture of respect. Particularly in academic institutions, POSH training has become compulsory, and awareness among students is now at an all-time high.But even the most progressive reforms bring with them. A growing narrative today, although less discussed, revolves around howare affecting the veryPOSH aims to protect.At its core, POSH is not just a compliance mandate but a. It seeks to eliminate environments of fear, silence, and inequality. It emphasizesover mere punishment.The Act has made commendable changes. For instance, in 2016, a reputed law firm in Mumbai dealt with a high-profile case where a junior associate brought forward a harassment complaint. The organization's swift action and transparent inquiry sent a strong message that respect and dignity are non-negotiable. Stories like these are reminders of how transformative POSH can be when implemented justly.Yet, an emerging concern is theof over-cautious implementation. While awareness has increased, so has—especially among men. In workplaces and classrooms alike, many are becoming, fearing misinterpretation or false allegations.A significant number of employees and students now avoid casual interactions. Friendly conversations, mentorship initiatives, and even basic gestures of care are sometimes withheld. The outcome? A decline in. People are building emotional walls under the pretext of "being safe."Compare this with previous decades, when students and colleagues often built bonds like extended families—sharing food, playing, celebrating together. Emotional ventilation was abundant and friendships were deep-rooted. Today, a fear of overstepping boundaries has replaced this ease, especially between genders. This has led to, and, in some cases, increased workplace and academic stress.Another sensitive issue is the. Although rare, false complaints do occur. These not only damage the reputation and mental health of the accused but also undermine genuine cases.In 2021, theaddressed this concern, emphasizing the need for fairness and adherence to principles of natural justice in POSH inquiries. The court warned against allowing the process to become punitive without due process.The fear of false allegations is not unfounded. A 2022 survey by a Delhi-based NGO found that nearlywere hesitant to interact freely with female colleagues, not out of guilt, but due to fear of misinterpretation. Some even admitted tofor women entirely.Such developments, if left unaddressed, could create toxic silos of suspicion and disconnection—exactly what POSH was never intended to foster.Empathy, trust, and healthy communication are the cornerstones of any vibrant institution. Emotional wellbeing thrives in spaces where people feel safe—not just physically, but emotionally too.POSH, if reduced to a checklist, can unintentionally. Students may avoid forming friendships. Colleagues may hesitate to comfort each other in stressful times. The absence ofin these environments can lead to emotional burnout, disengagement, and even increased attrition.A 2019 study published in the Indian Journal of Occupational and Environmental Medicinehighlighted that while 78% of employees appreciated the safety framework POSH provided, nearlyin day-to-day workplace interactions post-POSH implementation.Awareness is not merely about knowing what constitutes harassment. It must also includeThe current model of POSH education often focuses on "what not to do." But it's equally important to educate individuals on, how to offer help sensitively, and how to engage in meaningful dialogue without fear.Our analysis of POSH awareness must therefore consider two lenses:: Is the workplace or institution safe and informed?: Are people able to trust, express, and connect freely?Both are essential for a truly inclusive, safe, and emotionally healthy environment.As a society, our stand should be one of. We mustwhile ensuring thatInstead of fearing the Act, individuals must be equipped to understand. Encouraging open dialogue, normalizing questions, and reducing the stigma around the Act will make it more approachable and less intimidating.1.: Move beyond the "don'ts" and include training on2.: Offerand peer support systems to help individuals navigate interpersonal challenges and anxiety related to POSH.3.: Government and NGOs can launch, mentorship stories, and examples of respectful collaboration.4.: Encouragein colleges and companies where employees and students can openly discuss grey areas of interaction and seek clarity.5.: Create transparent, unbiased processes with. This will reduce fear and restore faith in the system.The POSH Act is a landmark reform that India should be proud of. It has empowered thousands to raise their voices and transformed institutional culture. But as we move forward, we must ensure it doesn't becomeLet POSH be understood not just as a compliance protocol, but as a. When implemented with balance and empathy, POSH can help us create institutions that are not only safe, but alsoIn safeguarding rights, let's not forget to safeguard. Because emotional wellbeing is not just the absence of threat, but the· Indian Journal of Occupational and Environmental Medicine (2019). 'Impact of POSH Awareness on Workplace Dynamics.'· Supreme Court of India (2021). Judgment on natural justice in POSH proceedings.· Centre for Social Research (Delhi), 'POSH and Emotional Wellbeing Report' (2022).· Ministry of Women and Child Development, POSH Guidelines, Government of India (2023).