Why Simply Having a POSH Policy Is Not Sufficient: The Role of Training & Implementation
In modern workplaces, maintaining safety, dignity, and equality is a cultural requirement. The Prevention of Sexual Harassment (POSH) Act, 2013, also requires every organisation with over 10 employees to adopt a POSH policy. However, written policy alone is not sufficient. Without POSH training and its implementation, even the best-written policies can fail to safeguard the employees and the organisation as well.
This blog explores the reasons why companies must move beyond the traditional ‘check the box’ approach of merely having a policy and invest in ongoing training, awareness, and enforcement to truly cultivate a harassment-free workplace.
Introduction
Apart from a legal issue, sexual harassment at the workplace is a matter of workplace dignity. The POSH Act was designed to safeguard employees from misconduct and provide mechanisms for redressal. But time and again, we’ve seen that merely drafting a policy and filing it away doesn’t create a safe or informed workplace.
The actual task starts once the policy is written, through education, enforcement, and active engagement at all levels of the organisation.
The Shortcoming of a 'Policy-Only' Approach
Having a policy is important, but without training and communication, it rarely translates into meaningful action. Workers may not even be aware of what sexual harassment is, much less how to report it. Worse still, companies might think they are legally in good standing merely because they have a policy.
This reactive approach makes the employees and organisation vulnerable. A POSH policy without support or education gives a false sense of security and may have serious reputational and legal implications.
What the POSH Act Requires Over and Above Policy
The POSH Act does much more than ask for a policy. It requires:
- Constitution of an Internal Committee (IC) in all offices
- POSH training for the Internal Committee members to deal with complaints professionally
- Sexual harassment training for employees to build awareness
- Visibility of information about the policy and the committee
- Reportage of cases and outcomes on a yearly basis
- Default can lead to penalties, legal action, and loss of employee confidence.
POSH Training Role
This is where the significance of POSH training is revealed. A properly organised POSH awareness session enables employees to grasp:
- What workplace sexual harassment is
- Their rights and duties
- How to complain without fear of reprisal
- The redressal mechanism and timeline
Every Internal Committee member must undergo POSH training. They must be able to handle sensitive cases with neutrality, confidentiality, and legal precision. This is not a matter of guesswork or flip judgments.
Hiring a competent POSH consultant can be a real difference-maker. Their experience guarantees the training is current, scenario-based, and specifically adapted to the organisation’s size and culture.
Ongoing Implementation and Reinforcement
Similar to any cultural transformation, building a safe workplace requires continuous workplace harassment prevention training, regular refresher periods, ongoing communications, and publicised leadership commitment.
What does that look like in practice?
- Quarterly or annual refresher training
- Anonymous feedback channels
- Mock drills or role-play sessions
- Periodic review of IC procedures and updates on case learnings
- Integration of POSH compliance in onboarding and exit interviews
When POSH training and implementation become part of the organisation’s rhythm, they shift from compliance to culture.
Consequences of Poor Implementation
Organisations that do not prioritise training and implementation are at risk. The consequences are:
- Legal penalties and reputational loss if found non-compliant
- Low morale among employees and high attrition rates are caused by unsafe work environments
- Bias and mishandling of cases by an untrained Internal Committee
- Decreased productivity as fear and uncertainty within employees increase
One of the most well-known examples of bad POSH implementation is when high-profile organisations receive flak not because they lacked a policy, but because they did not act on it, or their IC was not trained or neutral.
Conclusion
A safe workplace has to be fostered actively through awareness, empathy, and action. POSH training and implementation are not add-ons; rather, they are the foundation of a respectful and legally compliant workplace.
Investing in high-quality sexual harassment training for staff, frequent POSH awareness sessions, and POSH training for Internal Committee members by an expert is not simply about staying out of legal trouble; it’s about creating a culture in which everyone feels safe and respected.
Next time you are going through your POSH policy, ask yourself: Is it simply a paper? Or is it a living, breathing aspect of your organisation’s culture?
If the answer isn’t clear, it might be time to bring in a POSH consultant and start the journey toward true workplace safety.