Workplace safety is not a new topic, yet despite the implementation of policies like the Prevention of Sexual Harassment (POSH) Act in 2013, many organisations in India still struggle to foster truly safe environments. With the Act now over a decade old, it is time to ask: Are these policies sufficient? Or is the issue more deeply rooted in mindset and culture? Is creating safe workplaces so challenging, or are we limited to putting our focus only on policy making?
Tick-in-the-box mentality: The actual barrier to creating safe workplaces
Many organisations, particularly in the corporate sector, create compliance committees that, on paper, seem robust. Yet, this approach often reduces to a mere box-ticking exercise. As highlighted in several studies, the majority of women across various industries reported that their company’s POSH committees were either inactive or ineffective.
Creating a safe workplace goes beyond compliance. It requires active engagement, ongoing conversations, and a strong cultural foundation. While companies may boast annual sexual harassment training, it is not enough. You can ensure actual safety by offering consistent training, open communication, and leadership that views these issues as integral to daily operations.
The mindset problem: Leadership’s role in change
Workplace safety is intrinsically tied to an organisation’s cultural fabric. In many cases, the underlying issue lies in the mindset of leadership. When those at the top—often men—fail to take workplace harassment seriously, progress stalls.
Research indicates that 70% of employees in companies with poor leadership experience harassment or discrimination in silence. So, the change must start from the leadership level. Until CEOs, MDs, and boards of directors acknowledge the importance of inclusivity and safety as part of the company’s core values, the shift in workplace culture will remain elusive.
An organisation cannot create safe workplaces by enforcing policies alone. Instead, those in leadership roles will have to foster an environment where employees—especially women—can voice their concerns without fear of retaliation. Trust is critical, and this trust must be initiated and nurtured from the top.
Apathy in MSMEs and smaller towns: A bigger issue
The problem of workplace safety has become even more pronounced in micro, small, and medium enterprises (MSMEs). This is particularly true for organisations headquartered in smaller towns. Discussions with various employees in MSMEs based out of smaller cities tell us that very few employees working in such organisations are aware of sexual harassment policies. Moreover, many MSMEs view compliance with workplace safety and sexual harassment laws as an unnecessary burden rather than an essential function. Furthermore, many of these businesses don’t even hire women to avoid complications such as maternity leave.
In some cases, these businesses outsource their POSH compliance to third-party agencies, which often results in inadequate attention to the safety needs of employees. The lack of personal involvement by the company’s leadership leads to superficial implementation and creates an environment where issues are swept under the rug.
Training and sensitisation: A continuous need
Annual training is the absolute minimum when it comes to building safe workplaces. Creating a safe environment demands continuous education and ongoing dialogue. An EY study from 2021 found that companies with continuous POSH training had 38% fewer incidents of harassment than those that limited training to once a year.
Inclusion must also involve men. Often, we see these programs as “women’s issues.” That leads to sidelining men’s participation. But real change comes when everyone—regardless of gender—understands the importance of equality, respect, and inclusivity. Education on respect, equality, and inclusivity for all genders is necessary to create a holistic change in mindset. Hence, companies must invest in creating an atmosphere where discussions around harassment are normalised rather than stigmatised.
A shift in Government involvement
While organisations must play a significant role in ensuring workplace safety, the government also has a responsibility to ensure that laws like POSH are adequately enforced. The POSH Act was a step in the right direction, but it needs more teeth. Stricter penalties for non-compliance and a more robust enforcement mechanism are essential for driving change.
Government bodies should also ensure that organisations, especially in the MSME sector, are better educated and supported in implementing workplace safety policies. Incentives for compliance could motivate businesses to take the matter more seriously, while increased audits could help prevent companies from treating these policies as mere formalities.
The role of culture in creating safe workplaces: It is not just HR’s job
Creating a safe workplace can’t fall solely on HR or compliance committees. As noted through various inputs that we at Changeincontent received, more than half of employees across industries felt that their company culture, not HR, was the biggest barrier to safety.
Workplace safety goes beyond gender and class. Instead, it is about fostering an inclusive and respectful environment for everyone, from the janitorial staff to senior executives. Companies need to build a culture of accountability, where every person is responsible for creating a safe and respectful workspace.
Promoting open communication and trust
Trust is one of the most significant barriers to reporting harassment in the workplace. Employees often hesitate to speak up because they fear retaliation or that no one will take their complaints seriously. One way to address this issue is through anonymous reporting systems and ensuring that neutral, external members of the POSH committee handle complaints.
Furthermore, organisations must demonstrate that they are committed to addressing these issues by being transparent in their handling of cases. Regular reports on how cases are handled and the outcomes of investigations can help build trust within the workforce.
The way forward: Building a culture of accountability
A safe workplace is not just the responsibility of HR or POSH committees—it’s the collective responsibility of everyone in the organisation, from entry-level employees to the CEO. Companies need to be proactive, not reactive, in ensuring a culture of respect and inclusion.
Leaders must publicly commit to creating a workplace culture where safety is non-negotiable. Furthermore, they should ensure that the company address the issues openly and that every employee feels valued. Only then can we move away from a tick-in-the-box mentality and toward real, lasting change.
The final thoughts
Creating truly safe workplaces requires more than just ticking boxes. It requires a change in leadership mindset, continuous training, government intervention, and, most importantly, building trust within the organisation. To achieve this, companies must actively engage their employees in conversations about safety, inclusivity, and respect. Only when organisations genuinely prioritise these values over profitability will we see a shift towards safer, more inclusive work environments.
Disclaimer: The views expressed in this article are based on the writer’s insights, supported by data and resources available both online and offline, as applicable. Changeincontent.com is committed to promoting inclusivity across all forms of content, which we broadly define as media, policies, law, and history—encompassing all elements that influence the lives of women and gender-queer individuals. Our goal is to promote understanding and advocate for comprehensive inclusivity.
