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.

We often think of communication as just exchanging information. But in reality, it does something much deeper—it reflects our emotions, shapes relationships, and impacts the mental well-being of both ourselves and the people around us. The way we phrase our words, the tone we choose, and the respect we show can either build trust or create friction.

Take a simple example. When speaking to a client, we might say:

“May I know the next step? This could help us plan the project delivery accordingly without any deviation.”

This sentence is polite, respectful, and focused on collaboration. Now compare it with what we often say to our own team:

“Any update? What happened to this task?”

Though not meant harshly, it can easily sound commanding or dismissive. The difference in tone can make the other person feel judged, creating an invisible wall—where one starts to wonder: “Are you superior and I am inferior?”

This subtle shift shows how communication style directly influences workplace relationships, team morale, and even mental health.

When people constantly hear communication that feels one-sided or transactional, they may experience stress, resentment, or self-doubt. Over time, this affects mental health, leading to burnout or disengagement.

The Power Balance:

communication is not about who is superior or inferior; it’s about clarity, respect, and mutual understanding. By adjusting the way we communicate, we can reduce the mental pressure people feel and create a healthier, more collaborative culture.

How to Communicate Better for Mental Health

Here are some simple practices:

1. Choose words carefully – Instead of “What happened to this task?” try “Could you share where we stand on this task? Anything I can support with?”
2. Be consistent – Show the same level of respect to clients, colleagues, and juniors. Mental health improves when people feel equality in communication.
3. Acknowledge effort – Even if the task isn’t complete, appreciate the progress: “I see you’ve made progress on this; let’s discuss the next step.”
4. Ask, don’t command – Framing requests as questions encourages cooperation rather than compliance.
5. Listen actively – Sometimes, just giving space for the other person to explain reduces stress.
6. Keep tone in check – Emails, texts, and calls should carry warmth and clarity, not just urgency.

Building a Culture of Respect:

Better communication is not just a personal skill; it’s a culture. When leaders and managers consciously use respectful language, it sets a tone for the whole team. People feel valued, relationships strengthen, and trust grows. Over time, this builds a workplace where mental health thrives, because communication becomes a source of connection instead of conflict.

Communication is not just about getting work done—it’s about how we make people feel while getting it done. A thoughtful sentence can reduce stress, while a careless one can add to it. By being mindful of our words, we can create workplaces where clarity, respect, and mental health go hand in hand.

Reach out to us for any workplace wellness, mental health, or communication awareness initiatives — and let’s build a culture where words heal, not harm.

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 The Hidden Power of Words : How Communication Shapes Mental Health appeared first on Prevention of Sexual Harassment, Inclusive Diversity, Employee Assistance Program | CecureUs | Chennai.

The Hon’ble Supreme Court, in its recent directive (August 2025), has mandated that all States and Union Territories conduct a district-wise survey within six weeks to verify whether organizations have complied with the POSH Act, 2013—specifically, the constitution of Internal Committees (ICs) at workplaces.

Key Highlights of the Directive:

• • A district-wise survey will be conducted by Labour Commissioners and District Authorities.
  • Verification will include whether Internal Committees (ICs) are formed and functional in workplaces.
  • Non-compliance may lead to denial of license renewals/registrations for establishments.
  • Applies to all public and private organizations.

Action Points for Organization:

• Verify IC Constitution: Ensure our IC is duly constituted with external members and updated details.
• Documentation: Maintain IC meeting minutes, awareness sessions conducted, and annual reports.
• Reporting: Update details on SHe-Box portal and keep records ready for inspection. More details on the She-Box portal can be referred here https://cecureus.com/everything-you-need-to-know-about-the-new-she-box-portal-update/
• Training & Awareness: Refresh POSH training for employees and IC members before survey initiation.

Let us treat this with urgency to ensure full compliance and readiness for upcoming district-level surveys. Additional details on mandatory POSH Compliance for Companies can be found here – https://cecureus.com/mandatory-posh-compliance-for-companies-from-july-14-2025/

 References:

https://api.sci.gov.in/supremecourt/2023/22553/22553_2023_6_11_61891_Order_21-May-2025.pdf

https://www.livelaw.in/top-stories/supreme-court-directs-district-wise-survey-to-ascertain-posh-act-compliance-by-employers-300702

https://www.scconline.com/blog/post/2025/08/19/posh-act-compliance-supreme-court-conduct-district-wise-survey-setting-up-icc/?utm_source=chatgpt.com

Need support with POSH compliance?

At Cecureus, we help organizations with:

• IC constitution & training, PoSH audit, Surveys.
• POSH awareness workshops
• Compliance surveys & reporting
• End-to-end support for legal compliance

Please reach out to us for setting up the POSH Compliance for your organization!

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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Case Scenario

During a PoSH awareness session at a tech firm, an employee, Aarti, files a formal sexual harassment complaint against her colleague, Rajeev, a senior technical analyst. The complaint alleges that Rajeev repeatedly made sexually suggestive jokes and invaded her personal space, despite her verbal objections.

When the Internal Committee (IC) reaches out to Rajeev for his response, they observe that he is unable to focus, provides inconsistent answers, and appears highly disoriented. Over the course of the proceedings, Rajeev exhibits signs of mental instability — including memory lapses, emotional breakdowns, and confused statements. His reporting manager informs the IC that Rajeev has been undergoing treatment for bipolar disorder and had recently experienced a relapse.

The IC now faces a dilemma: how to conduct a fair, unbiased inquiry that respects due process while accommodating Rajeev’s mental health condition.

Introduction

The redressal mechanism under India’s Prevention of Sexual Harassment (PoSH) Act is designed to ensure a safe, inclusive, and equitable work environment. However, Internal Committees may sometimes deal with parties who are mentally unfit — either temporarily or chronically. In such cases, ICs must balance legal compliance with natural justice, and adopt a trauma-informed and inclusive approach.

Recognizing and Handling Mental Unfitness: A Practical Guide for the IC

Identifying Signs of Mental Unfitness:

ICs should remain vigilant for signs like:

• Incoherent or delusional statements
• Memory loss or inability to recall key facts
• Emotional breakdowns or outbursts
• Aggressive or self-harming behavior
• Paranoia or hypervigilance

These can manifest:

• At the time of the incident
• During the inquiry process

Legal Provision for Support:

If a complainant is mentally unfit, Rule 6(2) of the PoSH Rules permits:

• A legal heir
• A guardian
• A member of the IC

to help file the complaint.

For respondents, while not explicitly covered in PoSH, their condition can affect proceedings significantly — from not understanding the nature of their actions to being unable to defend themselves.

Seeking Medical Evaluation and Documentation:

The IC should:

• Seek a psychiatric assessment from a licensed mental health professional
• Request a fitness certificate for participation in inquiry
• Obtain informed consent
• Take expert help in framing trauma-informed questions

This ensures fair participation and defensible outcomes.

Accommodating Mentally Unfit Parties:

ICs must:

• Allow a support person or guardian (as per the Mental Healthcare Act, 2017)
• Accept written statements if verbal communication is difficult
• Record the presence of the support person, ensuring no influence on testimony

Assessing Fitness to Participate in Inquiry:

Key criteria include the ability to:

• Understand the complaint
• Follow proceedings
• Articulate a defense
• Understand and respond to evidence
• Interact with witnesses and the IC

If unfit, modify procedures:

• Use simple, clear language
• Conduct shorter sessions in safe spaces
• Allow guardian-submitted testimony
• Validate all facts with corroborative evidence
• Ensure no bias or prejudgment

Maintaining Dignity and Confidentiality:

ICs must:

• Maintain confidentiality of medical information
• Avoid stigma, labels, or assumptions
• Be empathetic yet neutral in all interactions

Proceeding with Caution:

If the party is medically unfit to participate:

• Temporarily suspend the inquiry
• Notify management confidentially
• Seek legal guidance
• Resume after fitness is restored or defer indefinitely

All actions must be properly documented.

Documentation Checklist:

Maintain:

• Medical records and certificates
• Guardian/support person records
• Procedural adjustments made
• Meeting notes and internal correspondence
• Reasoning behind all IC decisions

Relevant Legal Provisions:

• Section 9(2), PoSH Act – Extension of 3 months to file complaint in genuine cases of incapacity
• Rule 6(2), PoSH Rules – Assistance in filing complaints for mentally/physically unfit complainants
• Rule 9, PoSH Rules – Allows recommendation of counselling
• Section 12, PoSH Act – Interim relief during pendency of inquiry
• Section 13, PoSH Act – Recommendations after inquiry
• Section 367, BNSS (2023) – Suspension of trial for unsound mind
• Section 84, BNS (2023) – Acts committed by persons of unsound mind may not attract criminal liability

Returning to Rajeev’s Case: What Should the IC Do?

• Refer Rajeev for psychiatric evaluation
• Modify proceedings (shorter, written responses, support person)
• Recommend counselling under Rule 9
• Provide interim protection to Aarti under Section 12
• If unfit, suspend proceedings and document it
• Resume after medical fitness is confirmed.

If Rajeev is Found Guilty

Under Section 13, the IC may recommend:

• Written apology
• Counselling or psychiatric help
• Withholding promotions or increments
• Transfer to another team
• Termination in severe or repeat cases
• Mandatory sensitization training

All actions should be proportionate and justified based on severity and mental health context.

Conclusion

Handling PoSH cases involving mentally unfit individuals requires:

• Legal clarity
• Medical sensitivity
• Empathy without prejudice
• Thorough documentation
• Clear communication

ICs must uphold dignity, fairness, and safety for all.

Please reach out to us for any queries on What to do when the Complainants or Respondents are Mentally Unfit.

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 How Should the IC Handle Mentally Unfit Complainants or Respondents? A POSH-Compliant Practical Guide 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.

As we celebrate Thanksgiving this week, let’s bring the spirit of gratitude into our workplaces.

Picture this:  At a mid-sized tech company in Bangalore, the management team decides to celebrate Thanksgiving by setting up a “Gratitude Board” in every department workspace. Employees are encouraged to post sticky notes expressing their thanks for anything from a coworker’s help on a project to the company’s flexible work policies. As the week progresses, the board becomes a colorful tapestry of appreciation, enhancing the company’s atmosphere and strengthening the sense of community among employees. This simple act of recognizing each other’s contributions not only uplifts spirits but also solidifies a culture of gratitude that extends beyond the festive season.

The Benefits of Workplace Gratitude

Expressing gratitude in the workplace goes beyond simple politeness. It has been shown to:

• Increase employee engagement and motivation
• Boost productivity and performance
• Reduce stress and burnout
• Improve physical and mental health
• Enhance teamwork and collaboration
• Strengthen relationships between colleagues

Studies have found that employees who feel valued are more motivated to do their best work, with 93% reporting higher levels of engagement.

Creating a Culture of Appreciation

Leaders play a crucial role in fostering a grateful work environment. Here are some strategies to implement:

Lead by example: Regularly express sincere appreciation for your team’s efforts

Celebrate small wins: Acknowledge both major accomplishments and everyday contributions

Provide platforms for recognition: Create spaces, physical or virtual, where employees can share appreciation for one another

Make it specific and timely: Offer genuine, detailed thanks as soon as possible after the appreciated action

Encourage peer-to-peer gratitude: Promote a culture where team members regularly recognize each other’s contributions

Gratitude Journal: A Simple Tool to Transform Workplaces

A gratitude journal is a personal space where you regularly note down things you are grateful for. It can be as simple as jotting down one positive experience, acknowledgment, or event each day. In the context of work, it’s a way to focus on achievements, recognize team contributions, or even appreciate small wins.

The Ripple Effect

Gratitude is contagious. When leaders and employees consistently express appreciation, it creates a positive cycle that can transform the entire workplace culture

This “attitude of gratitude” not only improves individual well-being but also drives organizational success through increased innovation and performance

Workplace Scenarios for Practicing Gratitude

1. Team Support During a Tight Deadline

Scenario: Your team collaborates to meet an impossible-seeming deadline. Everyone pitches in extra effort, and the project is submitted on time.

Gratitude Practice:

• Thank each team member individually for their specific contributions.
• Acknowledge the team effort in a meeting or email.

2. A Manager Recognizes Your Work

Scenario: Your manager acknowledges your efforts during a team meeting or in a one-on-one discussion.

Gratitude Practice:

• Express appreciation for the recognition and feedback.
• Reflect on how this acknowledgment boosts your confidence and motivation

3. Celebrating Milestones Together

Scenario: Your team achieves a major milestone, such as reaching sales targets, completing a big project, or celebrating work anniversaries.

Gratitude Practice:

• Organize a small celebration or write a heartfelt message to the team.
• Share your appreciation for everyone’s dedication in a team email or a group chat.

4. Receiving Constructive Feedback

Scenario: Your manager or a colleague provides constructive feedback that helps you improve your skills or performance.

Gratitude Practice:

• Thank them for taking the time to help you grow.
• Reflect on the positive impact this feedback will have on your career.

Conclusion: Overcoming Barriers

Despite its benefits, some may feel awkward expressing gratitude at work. It’s important to remember that authenticity is key. Start small, be sincere, and focus on specific actions or qualities you appreciate in your colleagues. In conclusion, gratitude is a powerful tool that can significantly impact workplace dynamics.

By fostering a culture of appreciation, organizations can create a more positive, productive, and fulfilling work environment for all. As we navigate the challenges of modern work life, let’s not underestimate the transformative power of a simple “thank you.”

Please reach out to us for any queries on Gratitude At Work.

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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