The Prevention of Sexual Harassment (POSH) Act, formally known as The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013, marked a historic legislative move in India aimed at protecting women in the workplace. The Act intends to ensure workplace safety and dignity by setting up an efficient redressal system for addressing sexual harassment, framing it as a violation not only of respect but of fundamental rights under the Indian Constitution.
Key Provisions of the POSH Act
The POSH Act defines “employer” under Section 2 as any individual responsible for workplace management, supervision, and control. Section 19 details mandatory compliance for employers, enforcing steps such as monitoring the Internal Committee’s timely submission of annual reports. This submission is essential under Section 21, as annual reports must be shared with the employer and district officer to ensure transparency and accountability. The data, specified under Rule 14 of the POSH Rules, enables analysis of trends, reveals organizational culture, and identifies areas for improvement.
Reporting Trends and Study Insights
While POSH has been in effect for over a decade, consolidated data on complaints remains scattered and inaccessible, with many companies presenting reports in non-user-friendly formats. A recent study by Ashoka University’s Centre for Economic Data and Analysis reviewed reports from 300 companies listed on the National Stock Exchange (NSE) over 11 years, from 2012-13 to 2022-23, revealing vital trends.
Increase in Reporting
The study highlighted an upward trend in reported cases, reflecting greater awareness and willingness to report incidents. From 71 cases in 2012-13 (pre-POSH), the number climbed to 161 in 2013-14 when the Act came into force, and jumped to 465 by the next year. The numbers grew annually, peaking at 961 in FY 2019-20 before dipping during the pandemic in FY 2020-21 to 586 cases. Reporting rebounded to 767 in FY 2021-22 and surged by 51.2% to 1,160 cases in FY 2022-23, indicating both rising awareness and persisting workplace harassment issues.
Discrepancy Between Reported and Resolved Cases
Despite increasing complaint numbers, resolution rates have lagged. For instance, 109 cases were resolved in FY 2013-14, but although complaints rose by 12.9% in FY 2016-17, resolutions dropped by 2.1%. This discrepancy, with cases pending unresolved, reveals potential delays in internal redressal mechanisms, often due to inadequate processes or insufficient resources.
Key factors contributing to unresolved cases include:
- Complaint Withdrawals: Some complainants withdraw due to fear of retaliation, lack of evidence, or social stigma, causing cases to go unaddressed.
- Departure of Parties: If either the complainant or the accused leaves the organization during an investigation, it often halts proceedings, adding to the backlog.
- Ineffective Redressal Mechanisms: Organizations lacking well-structured Internal Committees or efficient grievance systems struggle to address complaints, leading to low resolution rates.
- Workplace Culture: A toxic environment or leadership that does not prioritize resolving grievances often sees a significant gap between reported and resolved cases.
Reporting Gaps
The study revealed that only a fraction of companies accounted for the majority of reported cases. In FY 2022-23, 81 companies out of 300 reported complaints, while 219 reported none. This pattern of non-reporting suggests either underreporting or a culture where reporting is discouraged.
The lack of reports could imply a healthy workplace, but it may also reflect limited employee trust in reporting mechanisms, fear of repercussions, or insufficient awareness. According to a 2017 EY report, women often hesitate to report workplace harassment due to fear of retaliation, potential job loss, social stigma, and perceived inefficacy of existing systems. Employees may also be unaware of what constitutes harassment or lack knowledge of how to report, leading to further underreporting.
Compliance Gaps
Inconsistent adherence to POSH compliance remains an issue. Many companies fail to disclose mandatory information in their annual reports, suggesting a lack of commitment to the Act’s requirements. This non-compliance persists despite financial penalties, as organizations continue to overlook or deprioritize these obligations.
The study authors stress that low reporting numbers are not necessarily a positive indicator. They highlight that consistently low numbers suggest insufficient compliance efforts or even discourage reporting, whereas companies reporting regularly may simply have better systems in place rather than more frequent incidents.
Addressing Reporting and Resolution Gaps
To bridge the gap between reported and resolved cases, organizations need to focus on improving several areas:
- Enhancing Reporting Mechanisms: Companies must establish secure, anonymous channels for employees to report harassment without fear.
- Allocating Resources: Employers should invest in training and resources for Internal Committees to ensure they are well-equipped to handle cases efficiently.
- Fostering a Positive Culture: Building a respectful and inclusive workplace where employees feel safe to voice grievances is essential to reduce harassment cases and increase reporting.
- Streamlining Processes: Simplified reporting and investigation processes can expedite case resolutions, reducing backlogs and encouraging more complaints to reach conclusion.
- Regular Awareness Programs: Organizations must educate employees on POSH provisions, what constitutes harassment, and the available redressal options, fostering an informed and compliant workforce.
Need for Centralized Data Collection
The fragmented nature of POSH compliance data points to a pressing need for a centralized database. Such a resource would make it easier to track trends, evaluate industry-wide compliance, and help ensure that companies are meeting POSH obligations. Centralized data collection would also provide a transparent mechanism for monitoring and addressing workplace harassment issues across sectors, creating a safer, more respectful environment.
Conclusion
While the POSH Act has catalyzed significant progress in reporting workplace harassment, gaps in compliance, data collection, and resolution rates reveal that more needs to be done. The increase in reported cases is encouraging, signaling greater awareness and action, but underreporting, unresolved complaints, and lack of compliance highlight ongoing challenges. By addressing these areas through improved processes, awareness initiatives, and centralized reporting, India can further the POSH Act’s mission and move closer to workplaces that are genuinely safe, respectful, and inclusive for all.
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