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What is the POSH act, and how has it put the onus on employers to enable a harassment free workplace? Learn your law here!
Have you ever faced a sexually coloured remark at your workplace? A subtle sexual advance by your co-worker? Is your workplace gender sensitive? Does your organization have a policy against sexual harassment? Is there a forum to address related issues? Do you feel confident to discuss your issues without any implication on your reputation? Are you wondering what counts as sexual harassment, in the first place?
In the 1990s, a small news item was published in a regional newspaper in Rajasthan. It talked about a social worker called Bhanwari Devi filing an FIR against a gang of men who allegedly raped her for being instrumental in stopping child marriage. However, Bhanwari received little support and justice until the women’s rights group Vishakha stepped in. This resulted in the Supreme court of India laying down guidelines against sexual harassment in workplace that were famously called the Vishakha Guidelines. In 2013, many years after formulating the Vishaka guidelines, the Supreme court passed the Prevention of Sexual Harassment or the POSH act.
POSH act, 2013 is the prevention, protection and redressal of sexual harassment in the workplace. It defines what actually constitutes sexual harassment and the ways to prevent, protect and address the same. POSH act mandates any organization having more than 10 employees to constitute an Internal Complaints Committee (ICC) that provides a channel for addressing sexual harassment at the workplace. It also elaborates on the actions to be taken, the confidentiality of the complaint, training and awareness. It also dictates the actions to be taken against any false accusation. It should also be noted that this Act is gender neutral and applies to both men and women.
As suggested earlier, POSH Act enforces any organization to formulate a policy for the prevention of sexual harassment and redressal of the same. It mandates an internal complaints committee to address the issues and resolve them. It also recommends conducting orientation programmes and seminars. This Act would help to create a fostering environment for working women and empower them to voice out against sexual harassment.
Watch this episode of The PS Show to listen to Sohini Mandal elaborate on the POSH Act, part 1 of the series on Prevention of Sexual harassment at the workplace.
Entrepreneurship and entertainment have been the key themes in her work life. In a career spanning over 18 years, she has launched a film magazine, hosted a film-based radio talk show and co-founded read more...
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Menopause is a reality in women's lives, so Indian workplaces need to gear up and address women's menopausal needs.
Picture this: A seasoned executive at the peak of her career suddenly grapples with hot flashes and sleep disturbances during important meetings. She also battles mood swings and cognitive changes, affecting her productivity and confidence. Eventually, she resigns from her job.
Fiction? Not really. The scenario above is a reality many women face as they navigate menopause while meeting their work responsibilities.
Menopause is the time when a woman stops menstruating. This natural condition marks the end of a woman’s reproductive years. The transition brings unique physical, emotional, and psychological changes for women.
Dr Nalini Parthasarathi, 79, based in Puducherry has dedicated 30 years of her life caring for people suffering from hemophilia.
It is amazing when a person turns personal adversity into a calling, and extends empathy to make a significant impact in the lives of other people. This has been the life’s journey of Dr Nalini Parthasarathi.
April 17 is World Hemophilia Day. Dr Nalini Parthasarathi, 79, based in Puducherry has dedicated 30 years of her life caring for people suffering from hemophilia. She was honoured with the Padma Shri in 2023.
Hemophilia is a condition where one or more clotting factor is absent leading to bleeding. Severe cases can be life-threatening.
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