Best practices around POSH implementation

In my last edition of #todayinposh, I asked a thought-provoking question: 

Would you still pursue POSH interventions if they were no longer a compliance requirement? 

I also pointed out some issues that can derail these efforts. However, my journey as a POSH consultant has also shown me inspiring instances where organisations have taken commendable steps to go beyond mere compliance, demonstrating true commitment to building a culture of trust, safety, and inclusivity.

In this edition, I would like to share some examples of how these impactful practices strengthen trust within the workplace.

• Treating POSH as a misconduct: For POSH to be effective, it must be integrated across all HR frameworks. It is not enough to have a standalone policy; sexual harassment must be addressed as a serious misconduct within the Code of Conduct, Employee Handbook, contracts, and more.
  • I’ve worked with organisations that have woven their POSH policies into these core documents, even extending such clauses to vendor contracts. This creates an all-encompassing understanding that harassment is a breach of trust, which will not be tolerated on any level.
• POSH Policy: While a strong POSH policy is essential, it must also be accessible and understandable to all employees.
  • Several organisations I work with have taken proactive measures, such as translating their policies into Hindi and other regional languages. 
  • One organisation has even created an abridged, easy-to-read version covering essential points of the POSH Act, which was then translated into various vernacular languages. 
  • Regularly sharing these documents ensures that every employee, regardless of language, has clear access to their rights and responsibilities.
• POSH Notices: Clear, visible communication reinforces trust and transparency. Many organisations I work with share POSH notices not just online but also physically across workplaces, and some go further by translating them into local languages. 
  • During a recent visit, I was pleased to see POSH notices prominently displayed in a reception area, lobby, and even in conference rooms. This simple act reassures employees and visitors alike that POSH policies are active, visible, and accessible.
• Empowering the Internal Committee: Trust in POSH processes also hinges on the IC’s independence and authority. A diverse, autonomous IC that operates without interference from leadership is critical.
  • In one such situation, the IC recommended the termination of a senior employee, a respected figure within the organisation, after allegations were confirmed. In this case, the leadership fully trusted the IC’s recommendation, affirming its commitment to a culture of integrity. Such steadfast support sends a powerful message: the organisation values safety and fairness above status, reinforcing a trusted work environment.
• Orientation of the Internal Committee: The effectiveness of an IC depends on its knowledge and readiness. Many organisations now recognise the importance of comprehensive training, offering IC members sessions ranging from one to two full days. This commitment reflects the understanding that a well-equipped IC is central to POSH success. When employees see that IC members are fully prepared, it strengthens faith in the complaint-handling process, building trust and accountability.
• Commitment from the Leadership: Leadership’s involvement is critical in building a culture of trust. When leaders engage openly in POSH dialogues and actively participate in workshops, it signals to employees that these issues are taken seriously.
  • While it is still not so common, participation of the leadership team on POSH dialogue has increased over the years. They are increasingly participating in employees as well as IC workshops. This is important because visible commitment from the leadership builds trust among its people. Such visibility from the top encourages employees to come forward, knowing that they will be supported.
  • In fact, I am doing a series of workshops for an organisation where they have ensured that every session will have an active representation from the Internal Committee. Taking time away from other work related matters to ensure that they are present in every workshop highlights serious commitment, not only from the IC team but also the organisation. 
• Employee awareness workshops: Meaningful POSH awareness workshops go beyond compliance; they address the unique needs of teams. There are 2 examples that I want to highlight here where the organisations have gone beyond the required mandated workshops. The purpose is to highlight that different organisations need to contextualise their workshops based on the requirements of the team. 
  • First example is the one I have mentioned already - the organisation is conducting a series of workshops to ensure everyone is getting covered - from their support staff to the leadership team. The workshops are being conducted in Hindi and English, based on the target audience and the group size for each session doesn't extend beyond 30 participants. The organisation is also ensuring that in each session, there is a representative from the IC team, who is actively participating in the conversation and often highlights organisational commitment to the cause. 
  • In the other organisation, since they are working in different states, they have identified key leaders who have been trained extensively on the law. These leaders are ensuring that the material is translated in vernacular language and they conduct regular workshops within their teams and at the start of the projects. This organisation also has a couple of representatives from the field as a part of the IC - to ensure easy access to IC within field teams. 
• Mental health support: Some organisations have set up dedicated mental health support for employees, recognising that POSH processes can be emotionally challenging. Offering this kind of support reinforces that the organisation prioritises well-being and safety, which are foundational to trust. 

The above examples illustrate that creating a safe, healthy workplace requires more than mere compliance; it requires intent, action, and commitment. When organisations choose to integrate POSH at every level - policy, training, leadership involvement -they build a culture of trust that encourages people to speak up, collaborate, and perform at their best.