Abstract
Workplace sexual harassment remains a critical challenge in today’s professional environment, threatening employee safety, dignity, and organizational integrity. In India, the landmark Vishakha vs. State of Rajasthan (1997) case and the subsequent POSH Act, 2013 (Prevention, Prohibition and Redressal of Sexual Harassment of Women at Workplace) established a legal framework to combat harassment and promote a culture of respect and inclusion. The POSH Act mandates clear guidelines for prevention, redressal, and prohibition of harassment, including the formation of an Internal Committee (IC) in organizations with more than 10 employees, strict timelines for complaint resolution, confidentiality, and penalties for non-compliance. Central to effective implementation is the Human Resource (HR) department, which plays a vital role in drafting policies, setting up ICs, organizing awareness programs, training employees, and supporting victims. HR not only ensures legal compliance but also acts as a custodian of workplace ethics, driving culture change through sensitization, leadership engagement, and continuous monitoring. The paper highlights both positive and negative organizational responses to POSH. Infosys serves as a model for proactive compliance, transparency, and zero tolerance, while the Tehelka case exemplifies the consequences of neglect and mishandling—ranging from reputational loss to organizational collapse. Challenges such as lack of awareness, stigma, fear of retaliation, and power imbalance are discussed alongside HR’s strategies to overcome them. Ultimately, POSH compliance must be seen not just as a legal obligation but a strategic priority for building safe, inclusive, and high-trust workplaces. Organizations that prioritize ethical practices and empower their employees through robust POSH mechanisms stand to gain in reputation, employee retention, and long-term success. Keywords: Workplace, Sexual Harassment, POSH, Professional Environment, Human Resource Department
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