Sexual harassment at work is not just an HR issue; it’s a legal one. Employers have a duty to provide a safe working environment and to set up an Internal Complaints Committee (often called IC or POSH committee) where such laws apply.
This committee should include employees, a senior woman member and an external expert familiar with gender issues or law. Its job is to receive complaints, conduct impartial enquiries and recommend action — which may range from warnings and transfers to termination, depending on severity and evidence.
Employers must widely publicise the policy, train staff, and ensure that complainants are not victimised or punished for speaking up. Confidentiality is critical. Loose talk, gossip, or disclosure of sensitive details can deter others from coming forward.
For employees, it’s important to know that harassment includes more than physical advances. Unwelcome comments, messages, jokes, repeated requests, or creating a hostile environment can all fall within its scope.
Handled correctly, the IC process can be a powerful tool to correct behaviour and restore dignity. Ignored or misused, it becomes another source of fear — which is exactly what the law is trying to change.