At the workplace, sexual harassment may be in the form of demands for sexual favours in return for favourable employment decisions or work-related opportunities, or a hostile work environment created by offensive or unwelcome behaviour. It could be physical, mental, or both and can have adverse physiological, psychological and work-related effects on victims.
In recent times, several cases of workplace harassment across the globe have been making headlines. Victims of sexual offences have also begun sharing their experiences in public forums to create awareness and encourage other victims to report incidents and bring offenders to justice.
In India, the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 seeks to protect women from sexual harassment at the workplace. Every organisation having 10 or more employees is legally required to comply with the law. The Ministry of Corporate Affairs has, in a recent amendment to Companies (Accounts) Rules, 2014, made it mandatory for all companies to disclose POSH compliance in their Annual Reports.
Non-compliance with the law could cost an organisation up to ₹50,000 in fines for the first incident and loss of license to carry out business for continued non-compliance or repeat offences. Sexual harassment can also constitute a cognizable offence under certain sections of the Indian Penal Code, or IPC.
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