With the recent Deepfake video of actress Rashmika Mandanna going viral, it is important to sensitize and be aware on the online threats.

In our modern world, the internet has opened up incredible opportunities for women to connect, learn, and excel in various fields. However, the digital realm is not without its dark corners, where threats like deepfakes, image morphing, identity theft, cyberbullying, harassment, stalking, doxing, revenge porn, trolling, and online abuse loom as very real dangers. In this blog, we’ll explore these online safety concerns and offer practical advice on how women can protect themselves in the digital age.

Deepfakes and Image Morphing

The rise of deepfake technology has made it easier than ever to manipulate images and videos to deceive, discredit, or harass individuals. Image morphing tools can alter your appearance in photographs or videos without your consent. To protect yourself from these threats:

• Stay informed about deepfake technology and its evolving techniques.
• Be cautious about sharing personal images or videos, especially in private settings.
• Consider watermarking your images to deter unauthorized use.

Identity Theft

Identity theft is a crime that can have serious repercussions, both online and offline. Protecting your identity is crucial:

• Use strong, unique passwords for all online accounts.
• Enable two-factor authentication whenever possible.
• Regularly monitor your financial statements and credit reports.

Cyberbullying, Harassment, and Stalking

Online harassment can take many forms, from hurtful comments to threats and stalking. To combat this:

• Block and report abusive individuals on social media platforms.
• Preserve evidence of harassment, which may be needed for legal action.
• Seek support from friends, family, or professionals when dealing with online abuse. 

Doxing

Doxing is the act of revealing someone’s personal information online. Protect your privacy by:

• Reviewing and minimizing your online presence, removing unnecessary personal details.
• Setting strict privacy settings on social media profiles.
• Being cautious when sharing your location or contact information.

Revenge Porn

Revenge porn involves the non-consensual distribution of intimate images or videos. To safeguard against this:

• Never share intimate content that you wouldn’t want to be made public.
• Seek legal action against those who share such content without your consent.

Trolling and Online Abuse

Trolls thrive on eliciting emotional reactions. To combat trolling and online abuse:

• Do not engage with trolls; it only fuels their behavior.
• Block and report individuals who engage in abusive conduct.
• Foster a supportive online community that stands against toxic behavior.

In the digital age, the responsibility for online safety falls on all of us. By educating ourselves about the threats that exist and taking steps to protect our online identities, we can create a safer and more inclusive digital environment for women. Share your experiences, knowledge, and resources to empower one another and help combat these online safety concerns.

Online safety is a collective effort, and together, we can make a difference. 💪👩‍💻

Are we sensitizing the women in our workplace on this. Are we talking about online safety to our teens?  Keep the conversation going!

CecureUs is happy to have introduced a workshop on this topic for the corporates and we are seeing a great response to this.

Please reach out to us for any queries on Ensuring Online Safety for Women.

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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In a sexual harassment inquiry case, the interview questions should be designed to gather relevant and sensitive information while ensuring the privacy and well-being of the parties involved. The questions should be open-ended, non-leading, and neutral. Here are some types of interview questions that might be asked:

Factual Questions

These questions aim to gather objective and verifiable information about the case. They help establish the basic facts and details surrounding the incident.

Example:

• Were there any witnesses to the incident(s)? If yes, can you provide their names?

Timeline Questions

Examples:

• Can you provide a chronological order of events?
• Is there any specific time frame that is crucial to understanding the case?

Open-ended Questions

Encourage respondents to provide detailed, subjective, and thoughtful answers. These questions allow witnesses/victims/harassers to express their opinions, feelings, and experiences in their own words.

Example:

• What were the key factors that led to the issue/ harassment?

Closed-ended Questions

These questions have a limited set of predetermined answers and typically require a short and specific response. Closed-ended questions are useful for obtaining specific information or verifying details quickly. Particularly useful for fact-checking.

Example:

• Did the incident occur on XX-XX-XXX (Date)?

Clarifying Questions

Use these questions to seek further explanation or to clear up any uncertainties about the information provided.

Example:

• Can you elaborate on what you meant by “X”?

Multiple-Choice Questions

These questions offer a set of predetermined options and can be useful when dealing with specific details or preferences.

Examples:

• Which of the following best describes the harassment?
• They sent reels that had objectionable content
• They made multiple requests for video calls at late hours
• They kept romantic status messages on WhatsApp which only can be viewed by yourself

Leading Questions

Be cautious with leading questions as they can unintentionally influence or bias the respondent’s answer. However, they can be used when you have strong evidence and need confirmation.

Example:

• The alleged harasser, calls you sweetie, honey, etc in front of the entire team is that correct?

Future-Oriented Questions

These questions can help explore potential solutions or preventive measures.

Example:

• What steps can be taken to prevent a similar incident in the future?

Please reach out to us for any queries on Types of Questions To Ask In a PoSH Case Inquiry.

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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Implementation

In a society that strives for equality and respect, the workplace stands as a crucial battleground. Women, who constitute a significant portion of the workforce today, deserve an environment free from harassment and discrimination.

Recognizing the importance of upholding women’s rights and addressing the lapses in implementing the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (PoSH Act), the Hon’ble Supreme Court of India has recently issued directives that demand attention. These directives were issued on May 12, 2023, by a panel of judges consisting of Justice A.S. Bopanna and Justice Hima Kohli following the case of Aureliano Fernandes vs State of Goa and Others.

It shed light on the challenges faced and outline the path towards effective implementation, serving as a wake-up call for organizations to create a safer and more inclusive work culture.

The PoSH Act: Empowering Women and Promoting Dignity

Enacted in 2013, the PoSH Act serves as a powerful instrument to protect women from sexual harassment in the workplace. It not only emphasizes the need for prevention and prohibition of such misconduct but also provides a robust mechanism for redressal. The Act defines sexual harassment as any unwelcome physical, verbal, or non-verbal conduct of a sexual nature and mandates the establishment of Internal Complaints Committees (ICCs) in organizations with 10 or more employees.

The Supreme Court’s Observations: Identifying the Gaps

Despite the PoSH Act’s noble objectives, the Supreme Court has expressed concerns over its implementation and highlighted significant gaps that hinder its effectiveness. These gaps include:

l  A lack of awareness about the Act among working women and employers

l  Insufficient training for ICC members

l  A lack of confidentiality in the complaint-handling process, and

l  Instances of retaliation against complainants.

Recognizing the urgency to address these issues, the Supreme Court has issued directives to rectify the shortcomings and pave the way for a safer work environment.

The Path to Effective Implementation: Key Directives Unveiled for Corporates

To ensure the successful implementation of the PoSH Act, the Supreme Court has outlined several directives that demand immediate attention and action. Let’s delve into the core directives that can make a tangible difference:

• Verification Exercise: The Central and State Governments are tasked with conducting a time-bound verification exercise to ensure that all government and private organizations have established Internal Committees in strict adherence to the provisions of the PoSH Act. This exercise aims to verify compliance and promote accountability.
• Transparency and Accessibility: Organizations must provide comprehensive details of their constituted Internal Committees, including contact information, on their official websites. Additionally, the procedure for submitting complaints, relevant rules, regulations, and internal policies must be easily accessible and regularly updated. This transparency empowers employees and ensures a streamlined process for reporting incidents of sexual harassment.
• Training and Guidance: Management and employers hold a crucial responsibility to familiarize Internal Committee members with their duties and proper procedures for conducting inquiries. Through comprehensive training and guidance, organizations can enable their Internal Committees to handle complaints effectively, ensuring a fair and unbiased investigation process.
• Orientation Programs and Awareness: Regular orientation programs, workshops, seminars, and awareness campaigns should be conducted by management and employers to enhance the skills and knowledge of Internal Committee members. Additionally, educating women employees about the provisions of the Act helps raise awareness and empowers them to assert their rights.

The Implications for Employers: A Call for Proactive Measures

The Supreme Court’s directives send a clear message to employers: the responsibility for creating a safe and secure work environment rests squarely on their shoulders. The lack of awareness and inadequately functioning Internal Committees pose a significant challenge to effective implementation. Employers must step up and take proactive measures to comply with the PoSH Act, fostering an atmosphere where every employee feels respected and protected.

Embracing Change for a Safer Future

The Supreme Court’s directives for effective implementation of the PoSH Act serve as a wake-up call for organizations to prioritize the well-being and safety of their employees. At CecureUs, we understand that it is imperative to bridge the gaps that hinder the Act’s effectiveness, ensuring awareness, sensitivity, and proactive measures. Our goal is to assist our clients in navigating the directives, fostering a culture of respect, equality, and safety within their workplaces. Let us join hands in making a positive impact and building a safer future for everyone.

At Cecureus, we recommend using the content below to update your website.

Zero Tolerance to Sexual Harassment at <Company name>

As per the Sexual Harassment of Women at workplace Act, 2013 in India, the <Company> has constituted Internal Committee (“IC”) in all the branches across India.

We believe in zero tolerance of Sexual harassment at the workplace for all employees/suppliers/customers/contractors/visitors etc. We also have a strong governance mechanism in the form of POSH Internal Committee “IC”, to prevent, prohibit and redress any complaints of sexual harassment. For any clarifications or queries on sexual harassment, please write to < POSH Email id >. Our Internal committee is Headed by <Name, designation>, and includes other Internal Senior members and External Members as part of the Investigative Council.

We follow a Fair, unbiased and gender-neutral approach in the redressal of all such complaints. Complaints received are classified and appropriate disciplinary action will be taken ranging from a warning to termination of employment, as the case may be. We strongly believe in promoting a culture of mutual respect for all.

Please reach out to us for any queries on Supreme Court’s directives for effective implementation of the PoSH Act.

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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9^th December is the anniversary of the impactful PoSH Act, aimed at eliminating cases of sexual harassment in the workplace. The act holds organizations and managers responsible for a safe workplace environment, mandating awareness amongst employees regarding safety measures. 7-8% of employees are victims of sexual harassment in the workplace, but only 1% report their grievances. For the complete prevention of sexual harassment, the victims and witnesses need to gather the courage to report such cases.

Abiding by the PoSH guidelines under Section 19 puts compliance duties on the employer. The managers are obliged to create a detailed workplace policy against sexual harassment and ensure awareness amongst the employees. It also involves displaying informative posters and submitting annual sexual harassment reports.

Organizations are required to have an Internal Complaints Committee (IC) and submit 2 kinds of annual reports. The 1^st Report should include no. of complaints received and disposed of, pending cases, and no. of workshops held. Under the 2^nd Report, the employer includes information about the number of complaints received and disposed of.

Here are some common questions regarding annual report filings.

1. What are the statistics from the compiled annual report filings? 

From 2013-2017, there is no data maintained regarding sexual harassment cases. However, in 2017, 1971 cases of sexual harassment of women in the workplace were mentioned. 42% of these came from Uttar Pradesh, 13% from Delhi, and 7% from Maharashtra.

Sexual harassment cases have been more prevalent in banking institutes as compared to the IT industry. The former accounted for a majority of the PoSH complaints through FY21-22.

2. How can organizations with multiple branches file their annual report? 

Organizations with multiple branches should have their respective IC file and submit their annual report to the employer, who will then submit all reports to the respective district offices.

However, it is possible to have a central IC, with representatives in branches handling the annual report. The annual report can be submitted as a compiled document for the entire organization.

3. How can organizations comply with different state guidelines? 

Employers should stay up to date with the trends and guidelines of their respective state or district offices. Annual reports do not require a complicated structure, eliminating the need for an exhaustive methodology in filing the report. The questions included are highly specific and straightforward, saving time and avoiding confusion.

4. Is it okay to submit the report through a registered post? Where are we supposed to submit it? 

While it is agreeable to submit the annual report through a registered post, it is advisable to hand deliver the report to the district collector’s office and collect the official stamp on an acknowledgement copy.

Companies are supposed to identify their District collector’s office as per the nearest postal code. For example, Mumbai has 2 district collector’s offices—Bandra and Mantralaya. Companies in south Bombay submit their report to the Mantralaya, while those in the suburbs deliver it to Bandra.

5. Are organizations genuinely PoSH compliant? 

Amidst the growing awareness around sexual harassment, a staggering proportion of organizations simply follow PoSH guidelines for the legalities associated with it. Approximately 30% of companies are just compliant for the sake of following formalities, instead of showcasing an active drive against sexual harassment.

There are a significant number of organizations in smaller towns and family run business who do not want to be compliant and fear instilling new ideas into their employees mind by being compliant.Focus on the quality of training sessions and workshops is more important than just hosting the sessions without proper supervision.

6. Does an external consultant to the IC need to be from an NGO, psychologist, or lawyer? 

The law does not mandate the external consultant or member of the IC to be from an NGO or be a professional psychologist/lawyer.

Any liberal social rights activist, known to be driven for the cause is suitable to act as an external member of the company IC. It’s more important that the member knows the law, has practical experience in the field and believes in the cause. Not necessary that they need to be a lawyer or a NGO.

7. Is the sexual harassment act a Criminal act? 

The act comes under the Civil Act and is handled under the civil court of procedures. However, the power is on the victim to decide whether they wish to seek redressal within the Indian Penal Code or the PoSH act.

8. Is it mandatory to have an external member in your IC? 

Yes, the law mandates every IC to have an external member to create a neutral and unbiased point of view in the group. The Court of Law does not entertain pleas from ICs that lack an external opinion in their team.

9. Who signs the annual report of the district offices? 

The presiding officer of the IC is responsible to send the report to the manager or the employer. This higher authority then submits the report to the district office.

 10. Can IC processes be in virtual mode? 

Post the pandemic era, many processes have become virtual. Thus, it is permissible by law to make the IC processes virtual. However, ensure that your organization hosts the proceedings effectively and does not turn them into a formality.Offline meetings and IC gatherings are always more impactful, given the added personal touch, and the ability to read body language. Being a sensitive topic, the physical environment matters greatly in this scenario.

11. Is it necessary for the complainant to provide evidence?

 The IC does have the capability to gather evidence post a complaint. They can access technical records, track social media history, or conduct experimental sessions to gather relevant information. The complainants are not mandated to bring in evidence with themselves, although it is highly advisable to do so. Workshops and training sessions should therefore encourage employees to actively collect evidence in any form when facing sexual harassment.

12. How many male members are needed? 

The law mandates the IC to be at least 50% women-led. The rest of the positions can be held by men. It is advisable to have minimally 1 male member on the committee to bring an equal outlook and perspective. Male respondents or even complainants might feel dominated by an all-female committee and fail in sharing information comfortably. The presence of the male party also reduces the possibility of false reports as the innocent respondents get some support.

13. What if the management does not implement the recommendation? 

The implementation is required to happen within 60 days of filing the report. If the complainant notices a lack of action from the management, they can file a lawsuit against them. The management will therefore have to face the legal implications of its non-implementation. Preventing sexual harassment is a necessity in every workplace. Every employee deserves a safe official environment, and following the PoSH guidelines helps organizations build the same.

Consequently, it’s vital to file the annual PoSH report, describing your workplace scenario for an improved tomorrow.

To grasp a clear understanding of how to file the PoSH annual report, follow this template. It also includes the PoSH Law and addresses the various district offices in India.

For compliance to POSH or any queries on Annual report filing, write to connect@cecureus.com. 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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In a lot of the Sexual harassment cases that I have handled, witnesses play a crucial role. Some witnesses open up and some don’t. Some need a lot of cajoling to speak and assurance of confidentiality.

Types of Witness that I have experienced:

• Fearless Witness – telling the truth and taking the side of justice.
• Hostile Witness – Unwilling to tell the truth. trying to protect the oppressor and save their own job.
• Aloof Witness – I don’t care as long as I am safe. I will not take sides.

This is the quote that comes to my mind when I think about the responsibilities we all have as Witness/bystanders.👥

“If you are neutral in situations of injustice, you have chosen the side of the oppressor. If an elephant has its foot on the tail of a mouse, and you say that you are neutral, the mouse will not appreciate your neutrality.”

— Archbishop Desmond Tutu

As an adult, Speak up even if the victim is a stranger. Your silence empowers the oppressor. It deepens the roots of Toxic work culture.

3 simple ways, Bystanders can support the victim:

1. Direct – Directly raise your voice and ask the oppressor to stop.
2. Distract – Distract by asking for directions or asking if you can use their phone for a call.
3. Delegate – Delegate to someone in authority to stop the incident.

Safety is a roof that can stand only if we agree to become pillars.🤝

Here is a lovely video from the UN, to suggest simple ways that witnesses can support.

Have you witnessed harassment? How did you react? Please leave a comment below or write to connect@cecureus.com. 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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