Why Sexual Harassment Awareness Education Matters for Young Adults in Today's Work Culture

Safety, equity, and respect for all are some of the most important commitments workplaces are supposed to undertake in a world that's constantly changing. The POSH Act, 2013, is a legislation in India that takes cognizance of this very fact. "Compliance with POSH is not just a legal formality; it forms the bedrock on which an inclusive and fair work environment can be built, where everyone feels safe and valued," says Pratik Vaidya, Chief Vision Officer and Managing Director, Karma Management Global Consulting Solutions Pvt. Ltd.

Protection of working women under the POSH Act

But every organization with 10 or more employees has to constitute an Internal Complaints Committee which shall assist and inquire into the complaints of sexual harassment. "ICC plays a very important role, not only a reactive one but also a preventive one, as through continuous sensitization, awareness, and support, it makes the workplace safe for everybody," Pratik Vaidya says.

In the case of smaller organizations, a Local Committee is established under the district officer. Both bodies are empowered to inquire into complaints, examine the evidence produced, and recommend the disciplinary action from fines to dismissal from service.

In serious cases of assault, threat, or passing obscene material, the complainant can also go to the police by filing an FIR. "It’s important that employees know the law backs them wholly administratively and criminally, depending upon the severity of the act," says Vaidya.

With the shift to remote and hybrid working, the boundaries of the workplace have become blurred. Though the Act itself is silent on virtual environments, the definition of a workplace, as provided under Section 2(o), is broad: "any place visited by the employee during the course of employment."

Explains Vaidya, "This means that virtual meeting platforms, digital communication channels, and even home offices fall under the POSH framework. Harassment over chat, email, or video calls is as actionable as physical misconduct."

The employee should preserve the digital evidence through emails, screenshots, or chat logs and submit a written complaint to the ICC within three months, extendable to six months, on sufficient cause shown. It must be followed by an inquiry and recommendation of suitable action by the ICC.

Why Awareness Matters for Young Professionals Understanding the POSH Act is critical for the young adults that have started entering the workforce. As Vaidya says, "Awareness is the first step toward prevention. Educated employees-men and women-can identify misconduct early, respect boundaries, and foster a culture of mutual respect." Many cases of workplace harassment are never reported simply because of ignorance. "We've seen cases where young professionals didn't realize that inappropriate late-night messages, unsolicited video calls, or unwanted social media interactions linked to work fall under sexual harassment," shares Vaidya. He recalls one case where a young employee put up with sustained WhatsApp messages from her manager but didn't complain because she thought that since the behavior was remote, it didn't count. "That's exactly why awareness training is so important; it gives young professionals clarity and confidence to speak up," he adds. The real strength of the POSH Act finally lies in awareness and education.