India Inc's POSH Policies: Why Workplace Safety for Women is Still a Far Cry

India's progress on gender equality in the workplace is often celebrated in headlines. We hear about women breaking glass ceilings, achieving leadership positions, and contributing significantly to the economy. However, the reality for many women is far less encouraging. Despite the promises made by organisations through policies like the Prevention of Sexual Harassment (POSH) Act, workplace abuse remains a persistent problem.

One of the starkest indicators of this gap is the low participation rate of women in the workforce. Though women today are more educated and empowered than ever before, a significant number continue to face serious safety concerns at work. In fact, the lack of safety remains a critical barrier to their full participation in the workforce.

A report from Deloitte’s 2024 Women @ Work found that nearly half of women express concern about their safety at the workplace or during their commute. Although the overall occurrence of non-inclusive behaviors like harassment or microaggressions has slightly decreased, 43% of women still report experiencing such behaviors in the past year. This persistent threat of abuse is one of the key factors that prevent women from unlocking their potential at work.

Rising POSH Complaints: A Sign of Deepening Issues

Recent data from the Udaiti Foundation, under its Close the Gender Gap Initiative, further underscores the urgency of this issue. POSH complaints in India have surged in recent years. According to their analysis of complaints from over 700 NSE-listed companies, the total number of POSH complaints filed rose by 29% in FY 23-24 compared to the previous year. While this might seem like progress in terms of awareness and reporting, it also reflects a deepening crisis of workplace safety.

More troubling still is the increase in unresolved complaints. The foundation reported that pending POSH complaints nearly doubled, rising by 67% year-over-year. This highlights a serious flaw in the system: While the law requires a speedy resolution of harassment complaints, the mechanisms in place to ensure this are often ineffective.

Certain sectors seem to be more prone to these issues, particularly industries like construction, mining, and manufacturing, where women often work in high-risk environments. Here, the lack of robust safety measures and the absence of effective complaints channels contribute to the prevalence of harassment.

The Gaps in India Inc’s POSH Implementation

While the POSH Act mandates every company with 10 or more employees to set up an Internal Complaints Committee (ICC) to address sexual harassment, the reality on the ground is starkly different. According to a survey by the Udaiti Foundation, nearly 59% of organisations do not have an ICC in place, despite the legal requirement. More concerning is the lack of awareness among employees regarding their rights and the avenues for redress.

Pooja Sharma Goyal, CEO of The Udaiti Foundation, argues that India’s aspirations of becoming a $10 trillion economy and achieving true gender equality are unattainable without ensuring safety for women in the workplace. The absence of a functioning ICC and the lack of awareness only contribute to a culture of silence around harassment.

While some companies have taken more proactive steps, such as providing cab services for women working late or setting up awareness campaigns, these efforts are still few and far between. Companies like MathCo, for example, make an effort to cultivate a zero-tolerance culture towards harassment, regularly training employees and setting up internal committees to address grievances. However, such practices remain the exception, not the rule.

Changing the Culture: Beyond Policies

Experts agree that the mere existence of a POSH policy isn’t enough to create safe work environments for women. In fact, a real cultural shift is required, one that focuses on respect, education, and the consistent enforcement of a zero-tolerance policy towards harassment.

Sayandeb Banerjee, CEO of MathCo, believes that safety is not just about protective measures but also about creating a culture of respect. He advocates for continuous training and education about workplace safety and harassment prevention. "Safety is as much about awareness as it is about infrastructure," Banerjee says. "A well-trained staff is the first line of defense against harassment."

Similarly, Roma Priya, founder of Burgeon Law, emphasises the need for both legal compliance and cultural change. She advocates for stronger internal complaints systems, timely investigations, and better security measures, including CCTV surveillance and the presence of female security personnel, especially at night. These measures, she argues, not only fulfill legal obligations but also contribute to creating a workplace where women feel safe and respected.

The Role of the Government and Organisations

While the POSH Act provides a legal framework to address sexual harassment, much more needs to be done. Employers and policymakers must work together to create environments where women feel empowered to speak up without fear of retaliation. This includes not just legal frameworks but also real investment in training, awareness campaigns, and workplace infrastructure that prioritise women’s safety.

Cynthia Gokhale, Director at ManpowerGroup, stresses the importance of education and awareness in preventing workplace abuse. The company’s annual women’s safety programs, especially around International Women’s Day, focus on promoting a culture of well-being, respect, and equality. Such initiatives are essential for transforming workplaces into environments where women can thrive.

But no matter how effective these individual efforts may be, they cannot replace systemic change. For India to truly achieve gender equality in the workforce, organisations need to go beyond the bare minimum of legal compliance and invest in a broader culture of inclusivity and respect. This cultural shift must be reinforced at every level-from leadership to entry-level employees-and include zero tolerance for discrimination and harassment.

Conclusion

Despite the existence of laws like the POSH Act, women in India continue to face significant challenges in the workplace, from harassment to systemic discrimination. The surge in complaints and the increasing number of unresolved cases highlight the serious gaps in both enforcement and organisational commitment. India Inc. needs to move beyond policy promises and take concrete actions to build a culture of safety, respect, and equality. Until then, women will continue to struggle to realise their true potential in the workplace.