3. POSH Act
In 2013, India approved the Sexual Harassment of women at the workplace
(Prevention, Prohibition and Redressal) Act.
Prevent sexual harassment
of women at the workplace
Make employees responsible
for providing protection against
sexual harassment.
Putting into place a redressal
mechanism for complaints
related to sexual harassment.
Purpose
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4. Evolution of POSH
2007
Sept
2012
Feb
2013
Apr
2013
Dec
2013
Approval of POSH
bill draft by
Union Cabinet
Bill passed in
Lok Sabha
Bill passed in
Rajya Sabha
Published in
Gazette of India
as Act No.14
Indian Ministry
of women and
child
development
notified
December 09,
2013, as the
effective date of
the POSH act.
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6. Any person employed at a workplace on a
regular, temporary, ad-hoc or daily wages.
There is no need to draw renumeration to
come under the definition of employee
under this ACT.
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7. Where commercial
activities of the
organization takes
place.
By the employees
arising out of or
during the course
of employment
including
transportation
provided by the
employer.
• Business trips
off-sites
• Coffee shops
• Pubs, malls etc.
• Collaboration
tools- Slack,
Zoom, Trello,
Meets etc.
• WhatsApp
• E-mail
• FB, Insta,
LinkedIn etc.
PREMISES PLACE VISITED PHYSICAL PLACES VIRTUAL PLACES
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8. QUID PRO QUO
This type of harassment usually
occurs when the person in
authority agrees to alter the
employment terms (Positive
benefits or threatens
repercussion, explicitly or
implicitly in return for sexual
favours of any kind from the
victims.
HOSTILE WORK ENVIRONMENT
This type of harassment involves
the conduct of a sexual nature
that interferes with an individual’s
work performance by creating a
humiliating or offensive work
environment. This type of
harassment can be targeted
directly or indirectly towards the
victim.
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9. Ms T
Ms. T is a young enthusiastic software intern. Working for a
software management firm and is new to the city. She is
dedicated to her work and ensures that she completes her
work on time.
10. Ms T
An important project is nearing
delivery. And her team has decided
to stay back after office hours to
work on it.
11. Ms T
Mr. P HOSTEL
After the day’s work is completed,
her team leader Mr. P insist to drop at
her hostel as it was quite late.
12. Ms T
Mr. P
Way to the hostel Mr. P proposes to Mrs. T to spend a night with her. Miss T refused politely but firmly.
13. Ms T
Mr. P
The next day Mr. P repeats his request and when
Ms. T refuses firmly, Mr. P started threatening her
that if she doesn’t agree or disclose it to anyone
then he will destroy her career. This is the
example of Quid Pro Quo.
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15. Visual Physical Verbal
• Displaying or giving
sexually suggestive
pictures, magazines
of cartoons.
• Sexual emails,
screensavers.
• Sexual Assault
• Touching with sexual
intent.
• Requiring sex for Job
retention or
advancement.
• Pushing, shoving or
purposely bumping
into a person.
• Profanity
• Sexual remarks,
comments or threat.
• Passing rumours of
sexual acts or
involvement.
• Off colour or vulgar
Jokes.
FORMS
OF
HARASSMENT
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16. Raise awareness about
sexual harassment and
it’s various forms
Formulate an anti-sexual
harassment policy.
Provide a mechanism for
the prevention and
redressal of sexual
harassment cases.
Ensure that the policy is
implemented completely.
Help provide an
environment that is free
from gender based
discrimination.
Create a secure physical
and social environment
to deter acts of sexual
harassment
Objectives
of ICC
ICC STRUCTURE AT STATIQ
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17. Filing complaint 3
months of last
incident
Inquiry into
complaint- 90
days
Submission of
Report- 10 days
Action based on
the report- 60
days
IC has discretion to extend
by another 3 months.
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18. Let’s go through a few scenarios and
understand sexual harassment in the
workplace
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20. Scenario-1
Hi Shall we go out
for dinner after
office?
He is attracted to one of his co-workers
and offers to take her out for dinner.
21. Scenario-1
Did you know? Asking someone for a date or dinner is not an act of Sexual
Harassment.
22. Scenario-1
No! never ask me
again
She is not interested in him and therefore she
confronts him and strictly denies his request.
23. Scenario-2 This does not deter Employee 1 and he
starts using chats, SMS, and email to
send employee 2 inappropriate content
that has a sexual overtone.
24. Scenario-1
Did you know?
Despite a clear indication from the other person, continuing
the behavior and sending inappropriate messages is an act of
Sexual Harassment.
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25. 1. Only women can be sexually harassed
Fact: This is the biggest myth. Men, as well as women,
can be the victims of sexual harassment.
2. Certain dresses or gestures invite sexual harassment
Fact: Nobody can invite sexual harassment. Sexual
harassment is a way to display a false sense of power
which focuses on sexual orientation.
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26. Do not tolerate sexually toned
behaviour from colleagues
Stop telling yourself that a specific type
of behaviour is inevitable on the part of
men and must be tolerated.
Be aware of one’s own rights.
Resist any attempt of sexual
harassment the first time it
occurs.
If you allow the action to take place
without expressing your strongest
disapproval, the offender will
assume that he has your consent.
It is very important to maintain
your own self-respect.
Don’t encourage male colleagues
to behave unbecomingly with you
or try to attract their attention.
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