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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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While marriage brings with it its own set of responsibilities for both partners, it is often the woman who needs to so all the adjustments.
For a 25-year-old women — who tied the knot in March-2014 — the love come arranged marriage brought with it a new city, and also the “responsibility of managing household chores“.
Prior to her marriage, she learned to cook after marriage as her husband “doesn’t cook”.
“I struggled and my husband used to tell me that it would turn out better the next time. Now, I am much a better cook,” said the mother to a three-and-a-half-month-old, who chose to work from home after marriage.
Jaane Jaan is a great standalone flick, but a lot of it could have been handled better, and from the POV of the main character.
Jaane Jaan is a thriller streaming on Netflix and is adapted from Keigo Higashino’s book, ‘The Devotion of Suspect X’. I found the film to be riveting, with a nail-biting build-up. However, in my personal opinion, the climax and the treatment of the female lead was a letdown.
Disclaimer: I haven’t read the book yet, and I am not sure how true the adaptation has stayed to the source material.
(SPOILERS AHEAD. Please read after you watch the movie if you are planning to)
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