How do I protect my employees if the harassment involves an external stakeholder? If our team operates from a partner organisation’s office, are they protected if the harassment comes from someone who does not belong to our organisation?
When leaders respond to violence by advising women to be more cautious, they shift blame from perpetrator to victim. The same mindset seeps into workplaces. Fear silences people. Safety is not created by policies alone, but by cultures where people trust they’ll be heard and supported.
People knew. The organisation knew. The behaviour was not a secret and yet no one in leadership acted. Silence is no longer neutral when it protects the powerful. The question isn't 'why speak up now?' but 'what took them so long to feel safe?
Adolescence series and my reflections on masculinity, workplace harassment and role of leaders in creating safe workplaces.
Creating a safe, healthy workplace requires more than mere compliance - it requires intent, action, and commitment. When organisations integrate POSH at every level, they build a culture of trust that encourages people to speak up, collaborate, and perform at their best.
Sexual harassment is pervasive, yet the most common question remains: 'How do we protect men from false accusations?' Real change won't come from policies alone. It starts with intent.
When the perpetrator holds power, the stakes are higher for victims who dare to speak up. Fear of retaliation creates a chilling effect. Policies alone aren't enough, culture must change.
POSH Act timelines are not procedural formalities, they are legal obligations. Delays can invalidate the inquiry and expose the employer to penalties.
