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.

The post Why Organizations Should Mandate Counselling for Sexual Harassment Perpetrators – An IC Expert’s Perspective appeared first on Prevention of Sexual Harassment, Inclusive Diversity, Employee Assistance Program | CecureUs | Chennai.

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.

The post Creating an Inclusive Workplace During Ramadhan appeared first on Prevention of Sexual Harassment, Inclusive Diversity, Employee Assistance Program | CecureUs | Chennai.

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

The post Safe Space Podcast – Creating Safe Workplaces: Strategies and Best Practices appeared first on Prevention of Sexual Harassment, Inclusive Diversity, Employee Assistance Program | CecureUs | Chennai.