Creating safe, respectful, and harassment-free workplaces is no longer optional — it is a legal, ethical, and cultural imperative. As companies strive to strengthen their PoSH compliance and uphold employee safety, Internal Committees (ICs) play a crucial role in ensuring fair investigations and meaningful corrective actions.

However, in my work with organisations across industries, I have observed a troubling trend:
one perpetrator repeatedly harassing multiple colleagues over a period of time.

Most ICs conclude the case with termination – and while this protects the immediate workplace, a deeper question arises:

Are we solving the problem… or simply relocating it?

When a guilty individual is terminated without any behavioural reform, the risk doesn’t go away.
An unreformed perpetrator is released into society, potentially joining another organisation and continuing the same pattern of harassment.

As experts committed to safe work cultures, our responsibility must go beyond punitive action.
We must focus on rehabilitation, behavioural correction, and long-term risk mitigation.

This is why I strongly advocate that ICs consider mandating counselling for perpetrators of sexual harassment, whether or not they remain employed.

Below are three essential questions organisations must evaluate carefully.

Are counselling therapies like CBT and relapse-prevention models effective for perpetrators of sexual harassment?

Research across behavioural sciences, criminal psychology, and workplace misconduct studies shows that structured counselling – particularly Cognitive Behavioural Therapy (CBT) – is effective in addressing the root causes of inappropriate behaviour.

CBT and relapse-prevention programs help offenders:

• Identify and reframe distorted thinking patterns
• Understand power dynamics and entitlement beliefs
• Recognize emotional and behavioural triggers
• Build empathy and accountability
• Develop healthier behavioural alternatives

These evidence-based therapies are widely used for preventing repeat sexual offences and workplace misconduct. While not a standalone cure, counselling provides a structured path toward behavioural change – something termination alone cannot achieve.

Can counselling reduce repeat harassment? How many sessions are typically required?

Yes – counselling can significantly reduce recidivism among sexual offenders when delivered through a consistent, structured program.

Key findings from global research:

• Long-term, multi-session interventions are far more effective than one-off sessions
• CBT-based treatment models show measurable reductions in repeat sexual harassment and misconduct
• Behavioural reform often requires 8–20 sessions or more, depending on the nature and severity of the behaviour
• The offender’s willingness to participate is the strongest predictor of success

Counselling is most effective when the goal is not only to correct behaviour, but to reshape the mindset that led to the harassment.

If the IC mandates counselling, can counsellors provide progress reports to the IC or management?

Yes – with boundaries.

While counsellors must maintain confidentiality, they can provide structured progress summaries when counselling is mandated as part of corrective action under the PoSH framework. These updates typically include:

• Attendance and participation levels
• Willingness to engage and reflect
• Observable behavioural shifts or persistent challenges
• Recommendations for continued support or risk mitigation

High-level reports ensure ethical transparency while enabling organisations to make informed decisions about safety, reintegration, or separation.

Confidentiality is respected – and workplace safety is preserved.

Why Mandating Counselling Is a Responsible Organisational Practice

Simply terminating a harasser may feel like a clean solution, but it does not address the behavioural issue at its core.
To truly break the cycle of harassment, organisations must adopt a more holistic approach.

Mandated counselling helps:

• Reduce the risk of repeated harassment
• Address underlying behavioural and psychological factors
• Reinforce organisational commitment to responsible PoSH implementation
• Protect future workplaces and communities
• Build a culture of accountability and reform—not just compliance

A workplace becomes safer not just by removing misconduct, but by preventing its recurrence.

Instead of discarding the “bad apple,” we must invest in understanding and correcting the behaviour – for the sake of all workplaces that individual may enter in the future.

Conclusion

As organisations mature in their PoSH implementation, it is time to expand the IC lens from punitive measures to preventive and rehabilitative strategies. Counselling is not a soft option –  it is a scientifically grounded, ethically responsible, and legally permissible corrective tool.

By mandating counselling for perpetrators, we not only ensure justice within our organisations but also contribute to building safer workplaces across society.

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Many Internal Committees (ICs) across organizations quietly bypass the External Member under the Prevention of Sexual Harassment (PoSH) Act, 2013.

Sometimes, it’s to save cost.
But let’s ask the real question — at what cost to fairness and compliance?

The External Member is not a name on paper. They bring neutrality, independence, and legal credibility to every sexual harassment inquiry. Their presence ensures that the process remains transparent, fair, and free from internal bias.

When they’re missing, the inquiry doesn’t just lose balance — it loses its legal validity. Courts have made this clear in multiple PoSH case laws.

Key Judgments That Reinforce the Role of the External Member

Medha Kotwal Lele & Ors. vs Union of India & Ors. (2013), Supreme Court of India

• Reaffirmed the requirement of an external member in the Internal Committee to ensure neutrality and prevent internal bias.
• If the IC is not properly constituted, the inquiry is procedurally invalid irrespective of evidence.

Punita K. Sodhi vs Union of India & Ors. (2010), Delhi High Court

• Held that the Complaints Committee must strictly comply with the Vishaka Guidelines, including proper composition.
• Any deviation from prescribed composition or procedure vitiates the inquiry proceedings.

Why Every PoSH Committee Needs an External Member

An External Member brings:

• Impartiality: A neutral, third-party perspective.
• Credibility: Confidence that the process is fair and lawful.
• Legal validity: Ensures compliance with Section 4 of the PoSH Act.
• Trust: Both complainant and respondent believe in the system.

Without them, inquiries are non-compliant, lack credibility, and risk being overturned in court.

Beyond Compliance – It’s About Conscience

The External Member’s role is not optional. It reflects an organization’s commitment to fairness, integrity, and psychological safety.

Saving cost by skipping this role may look convenient, but it comes at the expense of trust, culture, and compliance.

Cost may be your reason. But are you being fair?

Please reach out to us for for professional External Member support and fair, compliant PoSH inquiries.

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 India, lifestyle diseases are on the rise. Studies show that 1 in 4 corporate employees is at risk of obesity, and cases of heart attacks among working professionals under 40 have increased by 25% in the last five years. Long hours, stress, and sedentary work are silently shaping our health.

Good health is not a luxury—it’s the foundation of productivity, focus, and resilience. Yet, physical fitness often slips down the list in corporate culture. The truth is simple: if we don’t take care of our bodies, our work and personal life eventually pay the price. 

Why Physical Fitness Matters at Work

• Energy: Regular activity keeps fatigue away.
• Focus: A healthy body sharpens concentration and decision-making.
• Resilience: Fitness makes it easier to manage stress.
• Productivity: Physically active employees are more engaged and effective.

Think about it: Can you deliver your best at work if you’re constantly tired, skipping meals, or running on 4 hours of sleep?

 Quick Self-Check Scales (Test Yourself!)

Rate yourself on a scale of 1–5:

1. Energy Level
   1 = Always tired → 5 = Energetic all day
2. Activity
   1 = Almost no exercise → 5 = Active at least 30 minutes most days
3. Nutrition
   1 = Poor eating habits → 5 = Balanced, mindful diet
4. Sleep
   1 = Sleep-deprived → 5 = Well-rested daily

Add Up Your Score

• Below 10:  Time for urgent lifestyle changes. Start small today.
• 10–15:  You’re doing okay, but consistency is missing.
• 16–20:  Great! Keep it up and push for long-term fitness.

Small Steps, Big Impact

• Move every hour: stretch, stand, or walk.
• Hydrate: keep a water bottle at your desk.
• Eat smart: swap chips for fruits or nuts.
• Walk more: stairs, walk-and-talk meetings, post-meal strolls.
• Sleep well: 7–8 hours each night.
• Fix posture: adjust chair and screen to avoid back pain.

Building a Culture of Fitness at Work 

The Direct Truth – From My Side

For me, fitness isn’t optional—it’s my responsibility.
Whenever I skip meals, sleep late, or sit all day, I notice the difference: sluggish body, slower mind, lower mood. But when I take small steps—walking 15 minutes, hydrating, or sleeping well—I feel stronger, clearer, and more in control.

My relationships, career, and happiness all depend on how I treat my body. I don’t want a health scare to remind me of this—I choose to act now. 

Final Thought

Ask yourself today: Am I really taking care of the body that carries me through work and life?

If the answer is “not enough,” don’t wait. Start small. Stay consistent. Because fitness is not about being perfect—it’s about being persistent. And persistence is what creates lasting strength.

Please reach out to us for any queries on Workplace Health!

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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I often get asked if it is ok to retain the same Sexual Harassment Internal Committee (IC) for more than 3 years. The reasons quoted are multiple, some positive and some not so positive. Let’s take an analysis of what the Indian law state on this, the Challenges faced by organizations and the Key benefits of rotating IC members.

As per the Indian Sexual Harassment Act, 2013, the tenure of the members of the Internal Committee:

The Presiding Officer and every member of the Internal Committee shall hold office for a period not exceeding three years from the date of nomination as a member. (Section 4 (3) of the Act). This includes the external member too. 

Some of the most common reasons for not rotating:

• The expertise and Experience of long-term committee members can contribute to more effective and efficient resolution of issues.
• Institutional Knowledge and process adherence are preserved by retaining committee members.
• Trust and Familiarity can help foster trust among employees.
• Lack of Senior women employees to rotate.
• Organizational Relationships of the committee members with other stakeholders within the organization, such as HR professionals, legal teams, and management. These relationships can facilitate smoother collaboration and coordination when addressing sexual harassment cases, leading to more efficient and effective resolutions.

Changing the internal committee responsible for addressing sexual harassment every three years has several important benefits:

1. Fresh Perspective: Rotating committee members regularly bring in new perspectives, ideas, and approaches to addressing sexual harassment. It prevents stagnation and ensures that the committee remains open to new strategies and solutions.
2. Avoiding Bias: By changing the committee regularly, there is less likelihood of bias or conflicts of interest developing over time. Different committee members can provide a more objective and unbiased perspective when handling sensitive cases.
3. Skills Enhancement: Regular rotation allows more employees to gain experience and skills in handling sexual harassment cases. This helps in building a broader pool of knowledgeable individuals who can effectively address such issues within the organization.
4. Continuity and Accountability: Changing the committee ensures that no single group or individuals hold the responsibility indefinitely. It promotes a sense of shared accountability among employees and prevents the concentration of power or influence within the committee.
5. Adapting to Organizational Changes: As the organization evolves, the composition of the internal committee may need to change to reflect the diversity and dynamics of the workforce. Regular rotation enables the committee to better align with the evolving needs and demographics of the organization.
6. Increased Confidence and Trust: Regular changes in the committee members can foster confidence and trust among employees who may feel more comfortable approaching different individuals with their concerns. It also sends a message that the organization takes sexual harassment seriously and is committed to maintaining a fair and impartial process.

It’s important to note that the specific duration for rotating the internal committee may vary based on organizational needs and local regulations. Regular evaluation and feedback from committee members and employees can help determine the appropriate rotation period for the committee.

Organizations need to balance the benefits of retaining a stable internal committee with the need for fresh perspectives and avoiding potential conflicts of interest. Regular evaluation and feedback mechanisms should be in place to assess the committee’s performance and address any concerns regarding bias, fairness, or effectiveness.

Please reach out to us for any queries on Benefits of Rotating Sexual Harassment Internal Committee Periodically.

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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The stigma around counselling and mental health is slowly but steadily clearing away, and thanks to the Employee Assistance Program(EAP) in organizations, many have begun to consider visiting a counsellor to better understand or treat their mental health issues. More often than not, we are not sure if it is indeed time to take a leap of faith and set up an appointment with a counsellor to resolve our mental health issues.

We have put together some tips to help you understand if you need professional help from a counsellor to take care of your mental wellbeing.

Before you read on, to know the difference between counselling and psychotherapy, click here https://cecureus.com/differences-between-counselling-and-psychotherapy/

Now, here goes:

You feel that you have no one to talk to or listen to your emotional struggles:

Times have been difficult with many stranded away from their friends and loved ones. This has triggered several mental health issues like fear, anxiety, and depression. Some may find that they have no one to talk to or no one willing to listen to them. If you are under extreme stress and need a listening ear to help you feel better, you may consider fixing an appointment with a counsellor. They are trained professionals who patiently listen to your emotions without judgment and help you sail through difficult times. You can talk to a counsellor through Employee Assistance Programs. A safe space that is confidential, comfortable, and unassuming could do wonders for your mental health.

People who form a part of your support system suggest you visit a counsellor.

In times of doubt or conflict, we reach out to specific people for specific issues, be it relationship issues, work-related stress, or just life in general. They could be our friends, siblings, parents, or partner. If any of them feel that seeking guidance from a counsellor could improve your mental health, it possibly is time for you to consider seeking professional help from a counsellor. Remember that your go-to people may be overwhelmed by their own struggles and mean well. A friend or colleague can suggest or recommend a counsellor through Employee Assistance Program. These programs are discreet and offer complete confidentiality, so you don’t have to worry.

You have been feeling extremes of emotions, are overwhelmed, and find it hard to relax:

We all lose our temper or feel extremely sad, especially after a traumatic experience. You may find it difficult to relax and could be constantly sad and angry, alerting you about your mental health. If you have the urge to cry more often than not or find yourself snapping at others and exhibiting behaviours affecting your day-to-day life, it could be time for you to consider professional help personally or through Employee Assistance Programs. There are self-help assessments organizations offer through their Employee Assistance programs that help you better understand your mental health. Some other things that call for a trip to the counsellor are sleeplessness over long periods (more than a couple of months), feeling restless for seemingly trivial issues, extreme anxiety, and depression. There are curated programs and workshops in EAP that target issues like sleeplessness, stress, and anxiety and offer realistic solutions to overcome them.

You feel triggered often and want to be left alone:

Are you wanting to be left alone, no longer want to be around people, including your loved ones, and feel triggered (extreme anxiety, anger, hopelessness, or depression)? If this has been the state of your mental health and you find it hard to return to a better emotional state, you should know that it’s time you sought professional help. Wanting to be alone is not an issue in itself, but if it is uncharacteristic of you, do not hesitate to reach out to a counselor. Employee Assistance Programs offer you the chance to consult a counselor without worrying about the taboo around mental health or your colleagues and friends knowing your struggles.

Resorting to intoxication for better sleep or feeling better:

Alcohol, drugs, or any other form of intoxication do not help anyone achieve better mental health. If you are someone resorting to intoxication to sleep better, forget issues, or avoid what you have been feeling, it’s a mammoth step in the wrong direction. More so if intoxication has started to become an addiction. Schedule an appointment for professional help either personally or through the Employee Assistance Program to help you sort out your feelings and overcome your addiction. Counselors have the right approach and guide you towards overcoming intoxication and addiction issues to get your mental health back on track.

While it is not necessary that you must visit a counselor only for the reasons mentioned above, these are some issues that may warrant an appointment. You may also consult a counselor because you need more from life and feel the need to discuss your insecurities and shortcomings. Therapies have resolved several daily life struggles, including work-life balance, financial planning, relationship issues, parenting problems, trauma and abuse, and even OCD. Studies reveal that employees who have taken therapies through their EAPs have reported resolved issues with an overall improvement in mental health. Counseling sessions, when done right, also help gain perspective, clarity, and self-awareness, further equipping you with tools that enable you to navigate various issues in life.

For more such tips and to know more about seeking help for mental wellbeing, click here https://cecureus.com/category/blogs/employee-assistance-program/

 

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