Starting July 14, 2025, the Ministry of Corporate Affairs (MCA) has rolled out new compliance requirements aimed at improving workplace safety and accountability. As part of these changes, companies will now need to include detailed disclosures about sexual harassment complaints in their Board Reports.

These updates come under the Companies (Accounts) Second Amendment Rules, 2025, as notified by Notification No. G.S.R. 357(E) dated May 30, 2025

Here is what is changing- 

Mandatory Disclosure of Sexual Harassment Complaints:

Under the revised rules, companies are now required to make specific disclosures in their Board Reports related to sexual harassment at the workplace.

As per Section 134 of the Companies Act, 2013, read with the amended Rule 8(5)(a) of the Companies (Accounts) Rules, 2014, companies must:

i. Provide a statement that the Company has complied with the provisions constituting an Internal Committee under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. 

ii. Disclose the following details regarding the complaints of sexual harassment:

1. Number of sexual harassment complaints received in the year
2. Number of complaints disposed off in the year
3. Number of cases pending more than 90 days.

Consequences of Non-compliance:

Non-compliance with these provisions can lead to penalties under Section 134(8) of the Companies Act, 2013. The fines are as follows:

• Company – ₹3,00,000
• Every officer in default: ₹50,000

However, certain relief is provided to companies of specific categories such as One Person Companies, Small Companies and Startups wherein the penalty is halved and is subject to the maximum limits below:

• Company – INR 2,00,000
• Officer in default – INR 1,00,000

Changes in a nutshell: 

 It is noteworthy that the previous mandate was a superficial and general one while the changes bring in stricter reporting and encourage better enforcement and oversight. The notification also serves as a reminder that POSH at the workplace is more than a checklist activity. Companies must be proactive in ensuring compliance to the POSH Act as well as take steps to ensure workplaces are safer for all.

Official Resources

•  https://www.mca.gov.in/content/mca/global/en/acts-rules/ebooks/notifications.html

• MCA-Notification-regarding-Companies-Accounts-Second-Amendment-Rules-2025-dated-30.05.2025 (1)

Please reach out to us for any queries on Mandatory POSH Compliance for Companies.

For more blogs and articles, visit our official website. Contact us for workshops and queries related to POSH, EAP (Employee Assistance Program) , Diversity and Inclusion and Code Of Conduct.

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Ramadhan is a sacred month observed by millions of Muslims worldwide. It is a time of fasting, prayer and reflection. As organizations strive to build inclusive workplaces, it’s important to recognize and accommodate employees who observe Ramadhan. Fostering inclusivity not only enhances employee well-being but also strengthens workplace culture and productivity.

Here are some ways organizations can celebrate Ramadhan in an inclusive way:

Build and Promote an Inclusive Culture

Creating an inclusive work environment starts with awareness and empathy. Encourage open conversations about Ramadhan and educate employees about its significance. Promoting inclusivity helps build mutual respect among colleagues.

Communicate and Understand Employee Needs

Fasting during Ramadhan comes with physical and spiritual commitments. HR teams and managers should communicate with employees to understand their needs and ensure they feel supported.

Offer Flexible Working Hours and Locations

Fasting employees may experience energy fluctuations throughout the day. Providing flexible working hours or remote work options can help them balance their workload effectively.

Set Up a Faith-Based Employee Resource Group

Encourage employees to form a faith-based Employee Resource Group (ERG) where they can connect, share experiences and offer mutual support during Ramadhan.

Offer Floating Holidays

Allowing employees to take floating holidays gives them the flexibility to observe key religious days, such as Eid, without using personal leave or vacation days.

Set Up a Prayer Space

A designated quiet space for prayer enables employees of all faiths to practice their beliefs comfortably, fostering an inclusive workplace for everyone.

Train Managers to be Supportive and Informed

Providing training for managers on cultural and religious inclusivity helps them support employees effectively. They should be aware of fasting challenges and avoid scheduling energy-intensive tasks during peak fasting hours.

Spread Awareness Among Employees

Awareness campaigns, newsletters, or team meetings can educate employees about Ramadhan. Encouraging colleagues to be considerate, such as avoiding scheduling lunch meetings, can make a significant difference.

Be Flexible with Meeting Schedules

Meetings should be scheduled outside of prayer and fast-breaking times to accommodate those observing Ramadhan. This ensures productivity without compromising employees’ religious commitments.

Provide Healthy Refreshments for Night Shift Employees

For employees working late or night shifts, offering healthy refreshments can help support their fasting schedule, especially during Suhoor (pre-dawn meal) or Iftar (fast-breaking meal).

Why Workplace Inclusivity Matters

Acknowledging and respecting religious observances like Ramadhan fosters a culture of belonging and respect. An inclusive workplace enhances employee engagement, retention and overall morale.

Let’s make inclusivity a workplace priority this Ramadhan and beyond!

For more blogs and articles, visit our official website. Contact us for workshops and queries related to POSH, EAP (Employee Assistance Program) , Diversity and Inclusion and Code Of Conduct.

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1. Limited Bandwidth

One of the primary reasons for change can be the inability of the current member or officer to dedicate sufficient time and energy to their role. IC responsibilities require significant attention, from handling cases to raising awareness. If the individual is stretched too thin or unable to meet the demands, it may be time to bring in someone with the capacity to fulfill these obligations effectively.

2. Lengthy Tenure

Long tenures can lead to stagnation in any role, including IC positions. Introducing fresh leadership can bring new perspectives, ideas, and energy to the committee, ensuring its continued effectiveness. A rotation policy may also help prevent complacency and enhance the overall vibrancy of the IC.

3. Performance Gaps

Performance gaps in executing IC responsibilities can significantly impact the credibility and effectiveness of the committee. Whether it’s delays in case resolutions, lack of compliance with legal procedures, or insufficient engagement with stakeholders, addressing these gaps might require appointing a new member or officer.

4. Innovation Deficit

An IC thrives on proactive initiatives—whether it’s spreading awareness about workplace harassment policies or conducting training sessions for employees. If there’s a lack of impactful new initiatives, it could indicate an innovation deficit within the committee, prompting the need for change.

5. Behavioral Standards

The Presiding Officer and IC members serve as role models for organizational conduct. If an individual in this role is unable to uphold exemplary behavioral standards, it can erode trust and compromise the integrity of the committee. Organizations may need to reassess the suitability of such individuals in these critical roles.

6. Team Dynamics

A healthy team dynamic is essential for any committee’s success. If an IC member’s behavior or approach negatively affects team morale and cohesion, it could hinder the committee’s functioning. To maintain a collaborative and effective IC, addressing such issues is vital.

Conclusion

The Presiding Officer and IC members carry immense responsibility in ensuring a safe, harassment-free workplace. Regular evaluations and necessary changes to these roles ensure the committee remains effective, unbiased, and equipped to handle challenges. By addressing the factors mentioned above, organizations can reinforce their commitment to workplace safety and create an environment where every employee feels respected and secure.

Please reach out to us for any queries on Need for Change in the Presiding Officer or an IC Member.

For more blogs and articles, visit our official website. Contact us for workshops and queries related to POSH, EAP (Employee Assistance Program) , Diversity and Inclusion and Code Of Conduct.

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Host: Viji Hari

In this special episode of The Safe Space Podcast, host Viji Hari is joined by industry expert Ms. Jeevitha Shanmugam, the Head of HR at Kapitus. A seasoned and results-oriented HR professional, Jeevitha is renowned for improving retention, streamlining hiring practices, and helping organizations gain a competitive advantage. With extensive experience in the recruitment domain, she has worked across Fortune 500 companies, medium-sized enterprises, and startups. Together, Viji and Jeevitha will discuss a topic that impacts all organizations—creating safe workplaces. This episode is particularly significant, as today, December 9th, marks the 11th anniversary of the Sexual Harassment of Women at Workplace Act coming into effect in 2013. It’s a fitting occasion to delve into this crucial subject and explore its ongoing impact.

Jeevitha’s  Journey  to Leadership

Jeevitha attributed her decision to pursue a career in HR to her innate ability to connect with people and build trust. She  views workplaces as “second homes,” where individuals spend a significant portion of their lives. Her commitment to fostering safe and inclusive environments stems from the belief that these spaces should not only function effectively but also be welcoming and respectful for everyone.

Having worked across diverse organizational cultures, Jeevitha has faced unique challenges, particularly related to cultural impacts and communication barriers. She emphasized the importance of addressing these issues to cultivate a culture of safety, diversity, and inclusion.

Addressing the Grey Areas

Jeevitha highlighted the challenges of addressing “gray areas” in workplace harassment cases. She recounted an incident where an employee raised a subtle concern about an uncomfortable conversation. While the complaint did not meet the strict criteria of sexual harassment, it carried undertones that warranted attention.

To address such cases, it is important to focus on building trust through open communication, gathering comprehensive evidence discreetly, and providing sensitivity training to the team. The individual who raised the concern was supported through counselling, while the person responsible underwent one-on-one coaching to understand organizational values and acceptable behaviour. This holistic approach not only resolved the issue but also set a precedent for handling ambiguous situations effectively.

Best Practices for Safe and Inclusive Workplaces

Jeevitha outlined several best practices organizations can adopt to create genuinely inclusive environments:

Leadership Commitment: Safe workplace initiatives must be championed by leaders. Setting an example at the top fosters a trickle-down effect, reinforcing policies and cultural values.

Policy Clarity and Communication: Clear, well-defined policies and open communication channels empower employees to report concerns. Regular sensitivity training ensures awareness and adherence.

Employee Support: Both complainants and respondents should receive adequate support. Counseling, therapy, and coaching can help address the emotional impact of harassment or false accusations.

Engagement and Feedback: Employee engagement through surveys, team activities, and HR connects helps identify red flags such as withdrawal, low collaboration, or high attrition. These indicators reflect the health of workplace culture.

Inclusive Strategies: Involve employees in designing and implementing inclusion strategies. This collaborative approach fosters a sense of belonging and encourages innovative solutions.

Red Flags in Workplace Culture

High attrition rates, low engagement in team activities, and lack of participation in organizational events like “Fun Fridays” are clear indicators of an unsafe or non-inclusive culture. Jeevitha emphasized the importance of addressing these issues proactively to ensure employees feel valued and included.

Bursting Myths Around Workplace Safety

Viji moves on to dispelling myths about workplace safety.

Myth#1 Workplace safety is only about preventing physical accidents.
Jeevitha quickly dismisses this, emphasizing that safety also includes psychological and mental well-being. She explains that psychological safety influences how people think and perform, making it essential to the workplace environment.

Myth#2 Safe and inclusive workplaces benefit only women or minority groups.
Jeevitha asserts that inclusion benefits everyone. A truly inclusive culture ensures that all employees feel valued and safe, fostering trust and respect across the board.

Myth#3 Creating a safe workplace is mainly HR’s responsibility.
Jeevitha clarifies that it is a shared responsibility, involving leaders, managers, and employees in building a safe culture.

Myth#4 If employees aren’t complaining, the workplace is safe.
Jeevitha warns that silence often stems from fear or a lack of trust. Organizations must actively foster trust and open communication through clear policies and regular awareness initiatives.

Myth#5 Talking about safety and inclusivity makes employees uncomfortable.
Jeevitha notes that stigma often prevents these discussions, but normalizing conversations about safety, just as we’ve done with topics like menstruation, can break barriers and promote inclusivity.

Minute Mentoring

In this segment, Viji and Jeevitha discuss practical, quick-fire insights on fostering safer and more inclusive workplaces.

The most important trait for a safe workplace?

Respect.

The biggest challenge in workplace inclusivity?

Unconscious bias. It often operates without our awareness.

The key to resolving workplace conflicts?

Effective communication. It’s the foundation for understanding, collaboration, and resolution.

Advice for victims ?

Speak up—taking that first step is crucial.

One word for employees to contribute to a safe space?

Trust.

Advice to young women starting their careers?

Embrace your unique perspectives. Own them, grow from them, and use them to propel your journey forward.

Viji wraps up the episode by expressing gratitude to Jeevitha for sharing her expertise on creating safe and inclusive workplaces. She emphasizes the importance of proactive leadership and collaboration in fostering a supportive work environment. The episode highlights the crucial role of HR in promoting workplace safety and inclusivity, encouraging ongoing efforts to build and maintain a positive workplace culture.

This episode of The SAFE SPACE Podcast underscores the significance of leadership commitment and practical strategies for creating safe spaces. We look forward to the next episode, and if you have any specific topics you’d like us to cover, please do write to us. If you’re interested in being a part of this podcast, we’d be happy to have you! You can reach out to me at viji@cecurus.com. Until next time, stay committed to creating inclusive and safe workplaces. Thank you and goodbye!

For more blogs and articles, visit our official website. Contact us for workshops and queries related to POSH, EAP (Employee Assistance Program) , Diversity and Inclusion and Code Of Conduct

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In civil and quasi-judicial proceedings, the burden of proof is notably different from that in criminal cases. Rather than requiring proof “beyond a reasonable doubt,” these cases operate on the preponderance of probability principle, where the most convincing evidence prevails, even if it does not entirely remove all doubt. This approach is particularly relevant in workplace sexual harassment cases, as it provides a fairer, more practical standard in often complex and sensitive situations.

Handling Sexual Harassment Allegations Without Direct Evidence: How Preponderance of Probability Works

Case Study: Riya’s Complaint Against Her Manager

Riya, an employee, files a complaint against her manager, Kiran, accusing him of making inappropriate remarks and fostering a hostile environment. Since the incidents occurred in private settings, there are no witnesses or physical records to corroborate Riya’s claims. Kiran denies the allegations.

Faced with limited evidence, the internal committee (IC) of the organization must rely on the preponderance of probability principle to evaluate the likelihood of each party’s account and arrive at a fair decision.

Applying Preponderance of Probability in PoSH Cases

The internal committee closely examines the behaviors, statements, and reliability of each party:

1. Consistency and Detail in Testimony: Riya provides specific dates, settings, and remarks from multiple interactions with Kiran, which remain consistent across interviews.
2. Performance and Past Conduct: Riya’s record prior to Kiran’s supervision shows no performance issues or similar complaints.
3. Kiran’s Defense: Kiran’s response is solely a denial, with no substantive evidence to counter Riya’s account. Moreover, other employees have informally expressed concerns about Kiran’s behavior, though no formal complaints were filed.

Despite the absence of direct evidence, the committee finds Riya’s account more credible than Kiran’s defense and rules in her favor under the preponderance of probability standard.

When There Is No Evidence: Making Decisions on Credibility and Circumstantial Evidence

In cases like Riya’s, where no direct evidence exists, internal committees and courts turn to circumstantial evidence and the credibility of the parties involved. Here’s how they assess:

• Reliability of Testimonies: Consistency and coherence in the complainant’s statements strengthen the case, even without physical evidence.
• Conduct and Background: The behavior and history of both parties are weighed to assess the plausibility of the claims.
• Indirect Evidence: Any informal concerns or relevant details from other employees can lend support, even if they’re not formalized complaints.

In civil cases such as workplace harassment, decisions hinge on the probability of events rather than absolute certainty. Thus, even in the absence of physical evidence, if Riya’s account is deemed credible, her claim stands a strong chance of being upheld.

Conclusion

The preponderance of probability standard is essential in PoSH compliance and civil disputes where direct evidence may be lacking. It empowers internal committees to make decisions based on which side’s account is more probable, ensuring that justice is served in sensitive cases like sexual harassment. In India, legal precedents affirm that credible testimony from the complainant alone can suffice, preventing cases from being dismissed solely due to a lack of corroboration.

This principle underscores a balance between fairness and practicality, making it possible for justice to prevail even in challenging cases where evidence is scarce, and ensuring that workplace safety and respect are upheld.

Please reach out to us for any queries on Applying the Principle of Preponderance of Probability in PoSH Cases.

For more blogs and articles, visit our official website. Contact us for workshops and queries related to POSH, EAP (Employee Assistance Program) , Diversity and Inclusion and Code Of Conduct.

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Host: Viji Hari

The SAFE SPACE podcast, where we explore the importance of creating safer, happier, and inclusive workplaces. In each episode, we’ll hear from industry leaders, share best practices, and tell stories of personal growth hosted by Viji Hari, the CEO of CecureUs, Author, and Speaker, specializing in the areas of Prevention of Sexual harassment (PoSH), Diversity & Inclusion (DnI) and Mental Wellness across Corporates. We are grateful for the overwhelming response for the last episode.

As July marks Disability Pride Month, we’re here to discuss disability inclusion in the workplace. Shanmathi Senthil Kumar, a Mental Health Professional committed to fostering inclusivity in both societal and organizational contexts. With six years of experience, Shanmathi has dedicated herself to breaking barriers and promoting accessibility.

As a disabled woman, Shanmathi strives to normalize and visibilize the lives of people with disabilities. She is focused on challenging stereotypes and removing obstacles that hinder access. Her commitment to advancing inclusivity and equality makes this conversation essential for those working to create more inclusive workplaces.

Shanmathi’s Journey: Breaking Barriers

Shanmathi shared her journey of embracing her identity as a physically disabled woman with a locomotor disability, using a wheelchair for mobility. It wasn’t until 2020 or 2021 that she became comfortable with the terms “disability” and “disabled” due to the negative connotations and societal conditioning, taking nearly 26 years to come to terms with them.

Growing up in Chennai in a family of three, Shanmathi faced significant challenges due to the lack of accessibility in the early 2000s. Her school experience was particularly difficult, with classrooms often located on upper levels. Despite some accommodations, she had to rely on her parents to carry her to class, leading to a recurring sense of isolation and alienation. Watching her peers enjoy aspects of school that were inaccessible to her made her feel as though she didn’t fit into the spaces she was in.

It wasn’t until she attended university and met other individuals with disability with similar experiences that she realized the the problem lay not with her but with environments that weren’t designed to accommodate her needs. This understanding inspired her to become a counselling psychologist and disability specialist, offering mental health support to others with disabilities, often in partnership with NGOs.

Passions and Advocacy

“Loud and Proud”

Shanmathi is fiercely passionate about being vocal about her identity as a disabled woman and bringing others along on her journey. While she acknowledges the shared struggles among people with disabilities, she insists on celebrating the unique aspects of each person’s experience. Her current mission is to amplify the voices of those with disabilities, showcasing their vibrant lives filled with fun, adventure, and success. She believes in being “loud and proud,” proving that disabled individuals can thrive both personally and professionally. 

Bridging Personal Challenges and Professional Barriers: Navigating Disability Inclusion

“True accessibility goes beyond ramps and elevators; it starts with changing minds and hearts.”

Shanmathi discussed the personal challenges she faces as a disabled woman and the broader challenges organizations encounter when fostering disability inclusion. On a personal level, she emphasized that while physical inaccessibility is a significant hurdle, the more deeply rooted issue lies in societal mindsets. The negative connotations tied to disability often result in a lack of awareness and a reluctance to create accessible spaces.

Shanmathi recounted how people would show pity towards her parents because of her disability, reinforcing the harmful notion that disability is something to be pitied. This mindset perpetuates barriers, as it leads to the overlooking of necessary accommodations.

From an organizational perspective, Shanmathi noted that while there has been progress in making spaces accessible, these efforts are sometimes not executed thoughtfully. For instance, adding steps before elevators or hiring disabled employees without proper accommodations can lead to retention issues and negatively impact the mental health of those individuals.

Viji added that organizations often focus narrowly on locomotor disabilities and feel unprepared to address them, while other common disabilities, which don’t require major infrastructural changes, are overlooked. This limited perspective underscores how a closed mindset can hinder practical acts of inclusion.

Practical Steps for Inclusion

For DEI champions and HR professionals, Shanmathi offers practical steps to create a more inclusive environment for employees with disabilities. One of the first steps is conducting an accessibility audit to identify gaps, needs, and the scope for improvement in disability inclusion. Clearer policies are also crucial—while general anti-discrimination policies exist, there’s a need for specific policies that address the unique challenges faced by people with disabilities, such as microaggressions, and the expectation for them to be inspirational.

Inclusive hiring practices are another area of focus. Job descriptions should use non-ableist language that makes all candidates feel included and welcomed. Continuous conversations and employee resource groups should be established to ensure ongoing inclusive dialogue and visibility of disabled stories.

Shanmathi’s advice to individuals with disabilities is to leverage online networks for support, advocate for themselves in asking for accommodations, and seek apprenticeships and sponsorships from organizations. For organizations, fostering a culture of open conversations and holding space for the experiences of people with disabilities is key to creating a truly inclusive environment.

Final Thoughts

“Diversity is a fact, but inclusion is an act.”

In conclusion, disability inclusion is not just about physical infrastructure but about challenging and changing mindsets. As Shanmathi emphasized, By taking intentional steps towards inclusion, we can create workplaces where everyone, regardless of their abilities, can thrive and feel a sense of belonging.

This episode of the SAFE SPACE podcast sparks a transformative realization about disability inclusion, setting the stage for future discussions on creating inclusive workplaces. Stay tuned for inspiring stories and practical tips for both organizations and employees!

Please reach out to us for any queries on Disability Inclusion At Workplace.

For more blogs and articles, visit our official website. Contact us for workshops and queries related to POSH, EAP (Employee Assistance Program) , Diversity and Inclusion and Code Of Conduct.

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The SAFE SPACE podcast, where we explore the importance of creating safer, happier, and inclusive workplaces. In each episode, we’ll hear from industry leaders, share best practices, and tell stories of personal growth hosted by Viji Hari, the CEO of CecureUs, Author, and Speaker, specializing in the areas of Prevention of Sexual harassment (PoSH), Diversity, Equity, Inclusion & Belongingness (DEIB) and Mental Wellness across Corporates.

This Pride month, joining the very first episode of the Safe Space podcast was Chandra Duraiswamy, an expert with 27 years in marketing communications and a champion of DEI who has humanized brands, leaders, and employees. Chandra is a strategic communicator, storyteller, and NHRDN awardee. Building a culture of empathy, trust, and high performance through communication, he has joined this episode to discuss his journey and the importance of inclusion at work.

“Like Charity, Inclusion also starts at home”

Personal Experiences: The Foundation of Inclusion

Chandra shares how his personal experiences have shaped his professional path. Growing up in a joint family of 22, Chandra learned the importance of give and take, patience, and negotiation for peaceful coexistence. Inclusion was deeply embedded in his home life.

Chandra’s mother supported girls from disadvantaged backgrounds with education and life skills, while his father set up a disaster relief kitchen. Inspired by them, in the early days, Chandra has organized several medical camps and rescue support for individuals impacted by natural calamities. These lessons in inclusion naturally extended to his professional life, where he fostered a sense of community through several formal and informal interactions with his co-workers.

“Inclusion was the first lesson I was taught at home, and bringing it to work was a natural progression for me.”

Commitment to Diversity and Inclusion

Chandra’s commitment to diversity and inclusion is central to his professional ethos. He emphasizes the importance of recognizing and embracing individuals’ diverse identities—such as caste, religion, gender, faith, etc—especially in multicultural environments. During his tenure in Paris, Chandra exemplified this with simple gestures to invite conversations by sharing extra homemade lunches with colleagues, fostering connections and mutual understanding. By bringing his authentic identity to the forefront, Chandra helped uncover other marginalized and invisibilized identities, creating a broader support network.

He acknowledges a common tendency for individuals to minimize their identities to avoid discomfort in others’ presence. However, Chandra advocates for a different approach: embracing one’s own identity while actively including and respecting others. During his professional engagements with Multi-National Companies, he acknowledges the support and advocacy from his mentors who helped him translate this philosophy into action and spearhead initiatives like the Pride Network. These efforts showcased how leaders and organizations can empower diverse identities within the workplace.

Both Viji and Chandra stress the importance of using one’s influence and privilege to uplift others, a cornerstone of effective leadership.

“Culture eats strategy for breakfast” – Peter Drucker

Initiatives: “Archers of the Rainbow”

Chandra has always found storytelling to be one of the most authentic ways to build inclusive spaces. He emphasizes that an inclusive culture is crucial for the success of any organization’s strategy. Without it, these strategies are bound to fail. Even prior to the decriminalization of Section 377, he worked to promote trans inclusion by forming a network of organizations that directly engaged with the trans community to understand their real issues. This effort underscored that inclusion is a widespread challenge across corporate India, not limited to a single industry, although many organizations still do not share their strategies.

In 2020, despite the pandemic, he continued to raise awareness through online sessions for managers and employees, sharing stories of lived experiences, biases, beliefs, prejudices, and myths. Initiatives like rainbow crosswalks symbolized the commitment to pride and inclusion throughout the year. Chandra also broadened the focus to include stories of other minorities, such as women, individuals with physical disabilities, and veterans, highlighting their often-overlooked experiences.

He encouraged employees to become storytellers, enacting plays that brought attention to workplace biases and fostered sensitivity. Over three years, Chandra’s efforts aimed to create an inclusive ecosystem within organizations, involving customers and suppliers. This approach ensures that strategies are effective and sustainable, leading to more equitable workplaces.

Conclusion

Chandra emphasizes the importance of inclusion, believing that organizations should hire diverse candidates across various roles and support their growth through initiatives like internships and CSR programs. Essential policies and infrastructure, such as gender-neutral restrooms that are also disability compliant, play a crucial role. To foster active participation, inclusion should be a KPI for all employees, from interns to CEOs.

Chandra also highlights the importance of allyship, where employees start as bystanders, become allies, and eventually activists. He stresses the significance of using Pride Month to learn more and adopt inclusive language as the first step toward making every day a day of pride.

The first episode of the SAFE SPACE podcast lays the foundation for future discussions on creating inclusive workplaces, sharing inspiring stories, and offering practical tips for both organizations and employees. Stay tuned for more!

Please reach out to us for any queries on Pride Inclusion At Workplace.

For more blogs and articles, visit our official website. Contact us for workshops and queries related to POSH, EAP (Employee Assistance Program,) and Diversity and Inclusion.

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Introduction:

In observance of Pride Month, the importance of LGBTQ+ sensitivity training in the workplace has never been more critical. This comprehensive guide offers detailed insights into various incidents of harassment across industries, emphasizing the need for all organizations to prioritize a more inclusive and respectful work environment

Why LGBTQ+ Sensitivity Training is Necessary:

As we delve into reports from across India and the globe, the ongoing issues of LGBTQ+ harassment in professional settings become apparent. Each example serves as a compelling reason for enhanced training programs.

Incidents Highlighting the Need for Awareness:

1. Textile Industry, Chennai: “In a disturbing event at a textile factory, a female employee reported inappropriate physical advances from a colleague under the guise of a game. This incident underscores the urgent requirement for stringent anti-harassment policies.”

2. Start-up firm, Chennai: “At a dynamic start-up, a breach of privacy occurred when an employee’s personal information was shared without consent. This act highlights the critical need for comprehensive privacy policies and respect for personal boundaries.”

3. Fintech Sector, Mumbai: “Inappropriate discussions about personal lives and sexual orientations have led to a hostile work atmosphere, showcasing the need for professionalism and mutual respect.”

4. E-commerce Giant, Bangalore: “Public comments such as ‘that sounds so gay’ have inadvertently exposed colleagues’ private lives, highlighting the necessity for respectful communication and sensitivity.”

5. Banking Sector, Major Metro City: “Discriminatory remarks about a customer’s gender expression, such as questioning their attire, reflect deep-seated biases that must be addressed.”

6. IT Firm, Noida: “Queries like ‘Who is the man in the relationship?’ invade personal privacy, demonstrating a fundamental lack of understanding of diverse relationship dynamics.”

7. Recruitment Process, U.S.-Based Candidate: “A recruiter’s mocking of a candidate’s voice, post-disclosure of their transgender identity, which later gained attention on social media, points to the pervasive nature of casual bigotry.”

8. Leaders addressing employees in townhalls and Industry events:  “Good morning, Ladies and Gentleman”, an important opening statement by leaders that leaves out the non-binary folks in their audience and sets the culture of exclusion.

Industry-Wide Reflections:

From Chennai to the USA, these incidents cut across all layers of society and industry, showing the ubiquitous need for sensitivity training. HR departments, from top executives to entry-level employees, play a pivotal role in cultivating respectful and inclusive workplaces.

Conclusion:

The examples provided illustrate the pervasive and varied nature of LGBTQ+ harassment in the workplace. It is imperative for organizations to implement ongoing training and foster environments where respect and inclusivity are at the forefront of corporate culture. Let’s use Pride Month as a springboard for lasting change.”

“Is your organization ready to lead the change? Contact us today to learn more about implementing effective LGBTQ+ sensitivity training programs and ensuring a safe, inclusive workplace for everyone.

For more blogs and articles, visit our official website. Contact us for workshops and queries related to POSH, EAP (Employee Assistance Program,) and Diversity and Inclusion

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A recent case in the High Court of Karnataka has exposed the harsh consequences of workplace harassment faced by an LGBTQ+ individual. The loss of 35-year-old Vivek Raj has prompted a serious look at the current legal framework, especially the PoSH Act of 2013. It has become clear that the law needs a significant update to ensure the protection of everyone, no matter their gender identity or sexual orientation.

LGBTQ+ Discrimination in The Labour Market

Marina Maria Gorsuch, Assistant Professor at St. Catherine University, studied workplace dynamics for the LGBTQ+ community, exploring if gay women face challenges similar to heterosexual counterparts. Using fictional resumes with LGBTQ+ indicators, the study found that while straight women received favorable ratings, a discriminatory effect emerged when LGBTQ+ indicators were present. Male respondents exhibited a clear negative bias, especially against gay men. Interestingly, women showed a smaller, statistically insignificant negative response, highlighting nuanced challenges within the LGBTQ+ spectrum.

The plight of the LGBTQ+ community in India is not far off from the east. The case of Vivek Raj is proof enough.

Reflecting on a Decade: Is the PoSH Act Enough?

It’s been ten years since the Sexual Harassment of Women at Workplace Act was put into action in 201It’s time we take a closer look at how effective it has been. While it was a good step towards a safer work environment, the challenges of 2022, especially post-pandemic, show its limitations. The law, designed for women, unintentionally overlooks that anyone, regardless of gender, can be a victim of sexual harassment.

A Glaring Omission in Coverage

The PoSH Act, 2013, has been a commendable step toward fostering a secure work environment. However, the law requires a transformative update to address the dynamic intersectionality prevalent in today’s fluid professional arenas.

Every office today harbors members of the LGBTQ+ community who often find themselves subjected to various forms of harassment, ranging from intrusive personal questions to exposure to explicit content. The realization strikes that the existing legislation, while well-intentioned, focuses solely on protecting women, inadvertently overlooking the fact that any individual, regardless of gender, can fall victim to sexual harassment.

A decade since the enactment of the law, the need for change resonates louder than ever. The post-pandemic workplace dynamics have given rise to myriad intersectionality that demand immediate attention. The existing legislation’s gender-specific focus raises concerns about its discriminatory nature, emphasizing the need for a more inclusive and progressive approach.

The Call to Action: Businesses as Agents of Change

The current law neglects to protect men and members of the LGBTQ+ community.

The call to action is clear—develop a gender-neutral policy that safeguards all employees, irrespective of gender identity.

Implementing Zero Tolerance for Harassment Through CoC

The policy must be a beacon of intolerance for sexual harassment, empowering every employee to report instances in alignment with robust policies.

Companies must integrate this commitment into their Code of Conduct (CoC), fostering a culture of zero tolerance for sexual harassment irrespective or in a deeper sense, especially of gender, sexual orientation, and gender identity.

The fundamental rights of all employees must be respected, transcending discrimination based on gender identity. The Indian Constitution guarantees the right to life, equality, and prohibits discrimination through Articles 14, 15, and 21.

Creating a Sensitized Workplace: Collective Responsibility

The reimagined workplace should not only protect its employees but also sensitize them to the importance of shielding their colleagues from harassment. This collective responsibility, viewed as a human right, aligns with the ongoing initiatives surrounding mental health, fitness, and inclusivity across diverse backgrounds. This can start by understanding the terms:

Gender Identity

Definition: Gender identity refers to an individual’s deeply-felt internal sense of their own gender. It is an intrinsic understanding of being male, female, or another gender, which may or may not align with the sex assigned at birth.

Characteristics: It is a personal and subjective aspect of one’s identity, forming the basis of how an individual perceives themselves in terms of gender, regardless of societal expectations.

Sexual Orientation:

Definition: Sexual orientation relates to an individual’s romantic or sexual attraction to people of the opposite gender, the same gender, or both genders. It is a consistent pattern of emotional, romantic, and/or sexual attractions.

Diversity: Sexual orientation exists on a spectrum, including but not limited to heterosexuality, homosexuality, bisexuality, and pansexuality. People may identify with a specific sexual orientation based on the genders to which they are attracted.

Gender Expression:

Definition: Gender expression encompasses how a person outwardly presents their gender through appearance, clothing, grooming, and behavior. It reflects an individual’s interpretation and outward manifestation of their gender identity.

Cultural Variations: Gender expression is culturally influenced and can vary significantly across different societies and historical periods. It includes visible attributes such as clothing choices, hairstyle, and mannerisms.

Understanding these terms is crucial for effective communication, promoting respect for individual identities, and ensuring compliance with legal frameworks aimed at preventing discrimination based on gender identity or sexual orientation.

Revolutionizing the Sexual Harassment Act

The revolution envisioned in rewriting the Sexual Harassment Act heralds a future where companies prioritize the well-being of all employees, fostering a better workspace. The ripple effects extend beyond corporate boundaries, contributing to increased growth not only for businesses but for humanity as a whole. As more companies adopt progressive policies, the workspace becomes a bastion of happiness, reflecting the true spirit of inclusivity and progress.

Sensitivity to Language Changes

The language around gender, sexual orientation, and related concepts continues to evolve. Being sensitive to these changes and using inclusive language fosters an environment that respects the diverse experiences and identities within the broader community.

Gossiping or making fun of a co-worker’s gender identity, sexual orientation, or gender expression is a form of harassment. While the POSH Act does not provide direct protection to the LGBTQ+ community, some progressive organizations have taken steps to extend inclusivity and protection to all employees.

Here are some ways in which organizations can contribute to protecting the LGBTQ+ community:

Inclusive Policies

Forward-thinking organizations should choose to develop and implement inclusive policies that explicitly mention protection against harassment based on gender identity or sexual orientation. These policies can ensure a more comprehensive approach to preventing and addressing all forms of harassment, including those faced by LGBTQ+ individuals.

Internal Committees (IC) Inclusivity

Organizations can ensure that their Internal Committees (IC) responsible for handling harassment complaints are well-trained and sensitive to the concerns of LGBTQ+ employees. The IC can be educated on the unique challenges faced by individuals from the LGBTQ+ community and be equipped to address complaints without bias.

Training and Awareness Programs

Conducting regular training and awareness programs that include information on diversity, inclusion, and LGBTQ+ issues can foster a more understanding and supportive workplace. Sensitizing employees to the experiences of LGBTQ+ individuals can contribute to a more respectful and accepting environment.

Non-Discrimination Policies

Organizations can implement explicit non-discrimination policies that encompass gender identity and sexual orientation. Such policies send a clear message that discrimination or harassment based on LGBTQ+ status will not be tolerated.

Supportive Work Environment

Creating a supportive and inclusive work environment involves fostering a culture where diversity is celebrated and all employees feel valued and respected. Open communication channels and support systems can contribute to a workplace where LGBTQ+ individuals feel safe.

Advocacy and Allyship

Encouraging allyship within the organization helps create a network of support for LGBTQ+ employees. Organizations can actively participate in LGBTQ+ advocacy initiatives and events to showcase their commitment to inclusivity.

Tata Steel: Leading the Way

Tata Steel emerges as a beacon among employee-friendly companies, consistently introducing policies that enhance the well-being of its workforce. Recognized as the Top Employer for LGBTQ+ inclusion by the India Workplace Equality Index in 2020, Tata Steel stands as a prominent ally of the LGBTQ+ community. Offering perks such as Mediclaim insurance covering partners irrespective of gender and sexuality, leave for new parents, and a robust Diversity & Inclusion program, Tata Steel’s commitment to workplace diversity is evident.

Protecting LGBTQ+: A Moral and Business Imperative

The journey toward safeguarding LGBTQ+ rights under the Sexual Harassment Act is both a moral and business imperative. While individual organizations can take steps to create an inclusive environment, legal frameworks, including the POSH Act, may need to evolve to explicitly address the protection of LGBTQ+ individuals from workplace harassment.

As we navigate this landscape, let’s remember that creating an inclusive work environment benefits everyone, leading to a more equitable and prosperous future.

If you are advocating to create a safe space for the LGBTQ+ community in your workplace, this Starter kit can be of great help.

Please reach out to us for any queries on Protection Of LGBTQ+.

For more blogs and articles, visit our official website. Contact us for workshops and queries related to POSH, EAP (Employee Assistance Program,) and Diversity and Inclusion.

The post Protection Of LGBTQ+ Under The Sexual Harassment Act appeared first on Prevention of Sexual Harassment, Inclusive Diversity, Employee Assistance Program | CecureUs | Chennai.

Talking about diversity at work can make people react in different ways. Some wonder if it’s still an important topic and suggest hiring based only on skills. Others agree that diversity matters but might focus on those who easily fit into the company culture.

Why is the discourse on workplace diversity still relevant?

From a business perspective, it significantly impacts revenue, creativity, and talent acquisition. Diverse teams, studies show, not only earn more but also foster innovation and better decision-making. In a competitive talent landscape, embracing diversity becomes a strategic move to access a broader pool of skilled professionals. Moreover, driving social change begins in workplaces, where power and influence shape progress.

We have never been more connected than we are today. Even with remote work, organizations can tap into talent regardless of geographical boundaries.

Yet, achieving diversity is not as automatic as we thought it would be.

Many companies inadvertently harbor invisible barriers that hinder a diverse influx. I think the real essence lies in inclusion—how genuinely welcomed diverse individuals feel.

This article is for those who acknowledge and recognize diversity and its benefits but are wondering how to take meaningful action towards it in the workplace.

A Shift Towards a Learning-and-Effectiveness Paradigm

Connecting diversity with financial success oversimplifies. Shifting to a “learning-and-effectiveness paradigm” focuses on using diverse experiences for innovation. Just mere diversity doesn’t automatically make a company effective. It’s crucial to reshape practices, promote a learning culture, value perspectives, and avoid a one-size-fits-all approach.

To benefit from diversity, address issues, set clear goals, and hold people accountable. This approach helps organizations unleash workforce potential, driving innovation and ensuring success in our diverse world. Shift from focusing on demographic diversity to leveraging diverse experiences.

Inclusion is not a strategy to help people fit into the systems and structures that already exist. It is about reshaping those systems and structures to make space for everyone.

The learning-and-effectiveness paradigm embodies this reshaping, emphasizing the need for organizations to evolve beyond superficial diversity initiatives and embed inclusivity into their DNA.

Continuous Action and Conscious Effort

Just having diversity without changing how things work in the organization doesn’t work well.

Diversity is being invited to the party; inclusion is being asked to dance.

This means companies need to do more than just show they have diverse people; they need to change the whole culture. To truly care about diversity, you have to be inclusive. Inclusion needs ongoing effort and intentional actions. It’s not just a workplace thing; it’s a way of life.

Everyone, not just leaders, needs to actively take part in creating an inclusive environment where everyone feels they belong. Reflecting on our actions, biases, and contributions is essential for change and connects our personal and professional lives.

The 10 Step Diversity & Inclusion Blueprint

1. Awareness of Privilege

Recognizing privilege is not just the right thing to do; but a strategic move for creating an inclusive culture. The first step is being aware of privilege, which helps in making everyone feel seen and valued. It’s like investing in the emotional intelligence of the workforce.

The best way to start is by admitting that you have privilege and benefit from it, even if you didn’t ask for it. Nobody expects you to feel guilty, but it’s crucial to acknowledge and understand how it affects your life.

2. Honesty About the Problem

Being honest about diversity issues supports change through transparency. Honest talks help find specific and effective solutions.

To make progress, organizations should face challenges directly and encourage open conversations about diversity.

To understand where your team stands on diversity, start with basic metrics that matter to you. Document things like microaggressions, talk-to-listen ratio, how often someone’s words are “translated”, and who speaks last in meetings.

3. Commitment to Change

Real commitment drives meaningful changes in organizations. It’s not just a one-time promise but an ongoing effort. This strong determination pushes organizations to achieve lasting inclusivity. Accenture tops Refinitiv’s Diversity and Inclusion Index because it consistently works hard to create a sense of belonging and equality.

4. Starting Conversations

Starting conversations is crucial for changing workplace culture. Conversations bring in new ideas and encourage innovation. They help people understand each other, question assumptions, and create a more inclusive environment. If your company doesn’t already value diversity and inclusion, you need to get people ready for it. Begin conversations and highlight situations where privilege is visible. Trying to increase diversity without talking about it can backfire and make the work environment unfriendly.

5. Avoiding Offloading to HR

Understanding that diversity is everyone’s responsibility aligns with industry views. Depending only on HR can narrow down initiatives. Diversity isn’t just HR’s concern; it’s a shared responsibility.

Consider the images and skin tones in your marketing ads. In sales, notice who represents the company at events. Even if you don’t make final hiring decisions, you still have the power to make positive changes.

6. Diversifying Personal Networks

Actively making your personal networks more diverse fits with the idea of broadening your perspectives. Your personal networks are pathways for connecting with diverse talents. The people you know influence how you see the world. Actively adding diversity to your networks not only makes your life more interesting but also helps create a more inclusive workplace.

While changing company policies takes time, you can immediately control the diversity of your personal network. People naturally support those they know, and if everyone in your network is similar to you, nothing really changes. But if you intentionally create a diverse network, you’ll be more willing to help people from various backgrounds.

7. Recruiting in New Places

To attract diverse talent, broaden your recruitment strategies. If you’re involved in hiring, there are easy ways to increase diversity. Attend job fairs, visit college campuses that are rarely visited for recruitment, and advertise in places where people from various backgrounds get information, like newspapers, and websites other than the mainstream ones.

8. Building the Best Team

Choosing candidates based only on qualifications may not always be the best hiring strategy. Sometimes, it’s better to intentionally bring in someone without all the qualifications for a learnable position because their experience can complement your team in a more well-rounded way.

9. Reviewing Written Policies

Checking written policies for fairness aligns with the value of inclusivity. Policies shape organizational culture, and regular reviews make sure they keep up with changing diversity standards.

It’s a significant effort, often involving seeking best practices. Here are a few areas to review (or create) policies:

• Check if benefits exclude any specific groups.
• Differentiate between thoughtful (we thought this would help) and reasonable (required by law) accommodations.
• Consider religious accommodations like diet, prayer times, holy days, and dress.
• Examine floating holiday schedules.
• Evaluate flexible office hours for primary caregivers (working moms, guardians, people care-taking aged persons at home, etc).

10. After-Work Gatherings

Planning after-work events with everyone in mind shows an understanding of diverse preferences. Inclusive gatherings bring the team closer and create a sense of belonging for everyone.

Consider common meeting places and times for office parties. Who usually gets invited? Instead of strict rules, keep things flexible so most people can join in.

Speak Up, Stand Together, Be an Ally

Achieving true diversity and inclusion in the workplace requires a multifaceted approach. If you are in a marginalized group, admittedly nothing will likely change without the actions of someone in power. But that doesn’t mean you should stop speaking up and asking to be heard as this often bring the issues to the public awareness.

Also recognize that most people exist in both privileged and marginalized groups, depending on the type of diversity, and can still find a way to be an ally of other groups.

Here’s a Handbook on Diversity and Inclusion by CecureUs to help you get started. This is designed specifically for recruiters. Reach out to us for more DEI resources.

Please reach out to us for any queries on Diversity And Inclusion In The Workplace.

For more blogs and articles, visit our official website. Contact us for workshops and queries related to POSH, EAP (Employee Assistance Program,) and Diversity and Inclusion.

The post How To Get Serious About Diversity And Inclusion In The Workplace appeared first on Prevention of Sexual Harassment, Inclusive Diversity, Employee Assistance Program | CecureUs | Chennai.