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?
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 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.
For the Internal Committee to function effectively, the employer, leadership team, and HR must understand their roles in implementing IC decisions. Their participation in IC workshops helps ensure clarity on responsibilities, confidentiality, and creating a culture that supports reporting.
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.