A recent film by Tinder India captures a simple truth about consent: “Look for a yes. Because anything less than that is a no.” In POSH conversations, understanding consent is rarely straightforward, but starting with this principle can help employees recognise boundaries and respect them.
Consent is not limited to relationships. At its core, it is about respecting boundaries. Assuming everyone is comfortable with what we are comfortable with is the wrong starting point, especially in workplaces shaped by hierarchy and power.
Do employees feel safe when they are most vulnerable? When Internal Committees and leadership are unaware of the due process, complaints can be mishandled and trust is lost. Regular training for IC members, HR, and leadership is essential to ensure fairness and accountability.
Trust in the POSH system begins with culture. When sexist jokes or “small” behaviours go unchallenged, they often escalate. Organisations must foster cultures where employees feel safe to speak up, call out unacceptable conduct, and trust the reporting mechanism.
Sexual violence often carries a deep sense of shame that keeps survivors silent for years. When someone shares their story, believing them, listening without judgement, and respecting their choices are the first steps to being a true ally and creating safer workplaces.
In this edition of #todayinposh, I wanted to share a few recommendations of films, TV series that deal with sexual assault and more importantly, conve…
Being in a consensual relationship does not mean one has consented to violence or harassment. Consent given in the past does not automatically extend to future occasions.
The price of shame - humiliation, isolation, or career setbacks.
