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Prerna G. Chatterjee

Prerna G. Chatterjee

Protecting employees beyond our workplace

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?

Crime against woman is the only crime where a victim is blamed

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.

Silence is not neutrality. It is a choice.

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, Masculinity, and the Workplace: Why Leaders Must Redefine the Conversation

Adolescence series and my reflections on masculinity, workplace harassment and role of leaders in creating safe workplaces.

Best practices around POSH implementation

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.

Will you continue with POSH workshops if it were no longer a legal compliance requirement?

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.

The Abuse of Power in Sexual Harassment Cases: A Reflection Through the Lens of "She Said"

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.

Important timelines to follow under POSH Act

POSH Act timelines are not procedural formalities, they are legal obligations. Delays can invalidate the inquiry and expose the employer to penalties.

Rights of the Complainant and the Respondent under POSH Act

Under the POSH Act, both complainant and respondent have rights. Organisations that fail to honour these rights risk legal action and penalties. Awareness isn't optional; it's the foundation of a fair process.

Who should be the the target audience for POSH workshops?

POSH training isn't one-size-fits-all. IC members, leadership, employees, and support staff each have distinct needs. Separate, tailored workshops ensure no one is left out of the safety net because real culture change requires everyone.