1. From the Editor’s Desk – When Intent and Impact Don’t Match
2. Do You Also Believe These POSH Myths
4. Trouble Registering on SHe-Box? Here is what to do
5. Complaint from Bystander: What Should IC do?
6. Guest Article: Work from Home & Work at Home: Where Gender Neutrality Begins
1. From the Editor’s Desk – When Intent and Impact Don’t Match
About the Author
Ms. Maya Sreenivasan
Psychologist, Subject Matter Expert at eLearnPOSH.com
Maya Sreenivasan brings hands-on experience in workplace compliance, specializing in the POSH Act, 2013 and Industrial Psychology. With over 7 years of experience in advising organisations on POSH policies and training Internal Committees, she plays a critical role in shaping the content and legal accuracy of eLearnPOSH.com’s training programs.
Sometimes workplace conversations around misconduct tend to focus on whether it was “intentional.” “I didn’t mean it like that” is often the first line of defence when someone’s behaviour makes a colleague uncomfortable. But in the context respectful workplace norms, it’s not intent that matters but the impact. In fact, impact outweighs the intent.
A casual remark, a joke, a compliment that lingers too long, or an unsolicited comment about appearance, that is a remark that feels harmless to one person can feel unsettling to another. That doesn’t automatically make someone a harasser, but it does mean the behaviour needs to be addressed.
The focus of any anti-harassment guidelines is not only on punishing the guilty, but also on preventing behaviours that create hostile, intimidating, or uncomfortable environments. And that requires us to move beyond “I didn’t mean to” and start asking, “How did it land?”
For employees, this means being aware of personal boundaries, especially in diverse teams where language, tone, and humour don’t always translate the same way. For managers and the Internal Committee, it means responding to such concerns without dismissiveness or overreaction and helping both parties understand the situation with clarity and empathy.
The goal isn’t to police every word. It’s to create a workplace where people feel safe to express discomfort, where feedback is taken seriously, and where everyone is open to learning.
2. Do You Also Believe These POSH Myths?
Even today, many employees, HR teams and sometimes even IC members carry carry certain misconceptions about the POSH Act. These misconceptions can weaken reporting, confuse employees and sometimes even block justice. Let us bust some of the most common myths around POSH so that every stakeholder stays informed, confident and aligned with the law.
Myth No.1
POSH applies only when there is physical touch.
Fact: The POSH Act, 2013 covers both physical and non-physical forms of sexual harassment. The Act includes not just physical contact or advances but also demands for sexual favours, sexually coloured remarks, showing pornography, or any unwelcome verbal, written, or non-verbal conduct of a sexual nature. This means that inappropriate jokes, suggestive messages, lewd comments, or staring can also amount to sexual harassment even without physical touch.
Myth No.2
If she smiled or did not object, then she accepted it.
Fact: Consent must be clear, voluntary, and unequivocal. Silence, a smile, or lack of protest does not mean acceptance or consent. Many times, individuals may not react out of shock, fear, or concern for professional repercussions. What matters is whether the act or behaviour was unwelcome to the person experiencing it. Even if they smiled or did not object, it can still qualify as sexual harassment if the conduct was unwelcome.
Myth No.3
POSH only applies inside office campus.
Fact: The POSH Act, 2013 applies to any place connected to work, not just the office campus. This includes off-site meetings, client locations, office transportation, work-from-home settings, virtual meetings, or office-related events such as parties or training sessions. In short, if the incident occurs in the course of employment or because of work, POSH Act applies.
3. Webinars from eLearnPOSH
In this edition of our newsletter, we’re excited to announce two informative webinars designed to strengthen your understanding of POSH compliance and empower Internal Committee (IC) members.
1. Free Annual IC Training
Topic: POSH Compliance and Resolution Essentials: A Deep Dive into Workplace Safety and Legal Adherence
Join this comprehensive webinar to understand the key aspects of the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013.
Topics Covered:
- Key compliance steps under the POSH Act, 2013
- Drafting and implementing a POSH policy
- Roles and responsibilities of the Internal Committee (IC)
- Conciliation process and best practices
- Inquiry procedures and maintaining confidentiality
- Interim relief provisions and guidelines
- Handling malicious complaints
Participation in the webinar is absolutely free.
To access the recording, certificate, and additional resources, click the link below to upgrade:
2. POSH Webinar for Internal Committee Members
As part of our POSH for IC Members program, eLearnPOSH regularly hosts webinars that explore key aspects of POSH compliance in greater depth. This session will cover two crucial topics.
Topic 1: Appeal Systems under the POSH Act
Topic 2: Filing Annual Reports and Role of the Nodal Officer
This webinar is free for IC members subscribed to POSH for IC members program. If you’d like to participate, click here to register: https://elearnposh.com/landing-page/posh-webinar-for-ic-members/
Key discussion points:
- Understanding the difference between internal and external appeal systems, and where employees can file appeals under the POSH Act.
- Clarifying timelines, procedures, and whether organizations can establish their own internal appeal mechanisms.
- Preparing the Internal Committee (IC) to handle appeal scenarios effectively across different types of establishments.
- Understanding the role of the Nodal Officer and how it differs from the Presiding Officer.
- Step-by-step guidance on SHe-Box — handling login issues, filing annual reports, and clarifying whether it’s the only platform for POSH complaint submission.
4. Trouble Registering on SHe–Box? Here is what to do
1. What should an organisation do if it is unable to register on the SHe Box portal?
If the organisation faces any login or registration issue, they can write to techsupport- shebox@gov.in which is the technical support provided on the portal. All communication with these authorities should be preserved as proof of attempted compliance for any future audit or survey carried out as per the Supreme Court directions in Aureliano Fernandes vs State of Goa.
2. How can an organisation confirm whether its registration was completed successfully?
After submitting all details, the Head Office Nodal Officer receives a confirmation email stating that the registration has been submitted successfully. Thereafter, the District Nodal Officer verifies the details and once satisfied, shares the login credentials with the Head Office Nodal Officer. Using these credentials, the Nodal Officer can log in and proceed to add the Internal Committee and branch office details. If the confirmation email is not received at all, it indicates that the registration is incomplete.
3. What if the confirmation email is received but the login credentials are not received?
In most cases, the login credentials are sent within about two weeks from registration. If the credentials are not received within this period, the organisation should write to the jurisdictional District Nodal Officer. The list of District Nodal Officers is available on SHe–Box under the ‘Resource Directory’ tab. If there is no response from the District Nodal Officer within one or two weeks, the organisation can write to techsupport– shebox@gov.in.
5. Complaint from Bystander: What should the IC do?
An employee witnesses a senior manager repeatedly blocking the exit path of a junior employee near the pantry and standing too close while speaking to her. The junior looks visibly uncomfortable but is not speaking up. The bystander reports this to IC and says I cannot watch this quietly anymore.
What is the appropriate course of action?
A. Reject because there is no direct complaint from the aggrieved
B. Conduct preliminary assessment and proceed with inquiry if the aggrieved woman consents to it.
C. Tell the bystander to mind his own work since he is not involved
D. Advise the junior to first set boundaries directly
Recommended Approach: Option B
Under POSH Act 2013, only the aggrieved woman or any other person with her consent can file a complaint. So, a bystander cannot directly trigger a full POSH inquiry unless the aggrieved woman agrees. Therefore, the IC must first check privately with the junior employee to confirm whether the behaviour was unwelcome and whether she wants the complaint to move forward. If she confirms and authorises the complaint, then the IC can proceed with the inquiry. However, if she clearly denies the incident or says she does not want to pursue it, then the IC cannot initiate or continue a POSH inquiry without the participation or consent of the aggrieved woman.
6. Work from Home & Work at Home: Where Gender Neutrality Begins
About the Author
Aniket Swaraj
Aniket Swaraj is a lawyer and Certified POSH (Prevention of Sexual Harassment) Trainer, known for helping organizations create safe, inclusive, and legally compliant workplaces. With over 15 years of experience in corporate training and legal consulting,
With over 15 years of experience in corporate training and legal consulting, he has led awareness and compliance sessions for leading corporates, educational institutions, and NGOs across India.
He is the author of the widely recognized book, “POSH – What Happens at Work Doesn’t Stay at Work,” which simplifies complex workplace laws and their real-world applications. Aniket also created the popular Udemy course “A Complete Guide to POSH”, enabling thousands of professionals to strengthen their understanding of POSH compliance, gender equality, and inclusion.
As an External IC Member for multiple organizations, he has managed cases with sensitivity, impartiality, and procedural precision driving both legal compliance and cultural transformation. His workshops blend legal expertise with behavioural insights, making them interactive, relatable, and impactful.
Aniket’s mission is to help every organization go beyond compliance and build a culture rooted in respect, diversity, and accountability.
Disclaimer: The views and opinions expressed in this article are those of the guest author and do not necessarily reflect the official policy or position of eLearnPOSH. We assume no responsibility or liability for any errors or omissions in the content of this article.
Insight Snapshot:
Gender neutrality isn’t just an HR policy. it’s a mindset that begins at home and builds inclusive, compliant workplaces where respect defines culture.
“Gender equality doesn’t begin in the boardroom. It begins at the breakfast table.”
Kerala recently made headlines for introducing gender-neutral content in school textbooks, breaking stereotypes early in life. Imagine if our workplaces followed the same path where equality isn’t just written into policy but lived through daily actions.
As a POSH Trainer and External IC Member, I’ve seen that true workplace safety goes beyond compliance. It’s about reshaping everyday behaviour, addressing unconscious bias, and building a culture that genuinely values respect and fairness.
For Employers
To build truly inclusive workplaces, organizations must go beyond POSH Act compliance. Embedding gender sensitization and diversity training into leadership programs helps create awareness and accountability. Review every policy from restrooms to paternity leave and dress codes to promotions through a gender-neutral lens. Leveraging AI-driven HR tools can further minimize bias in recruitment and performance reviews, promoting fairness and equal opportunity.
For Employees
Inclusive culture starts with individuals. Employees should challenge stereotypes, call out workplace bias, and treat colleagues with equal respect, regardless of gender identity or expression. Sharing responsibilities at home and work reinforces empathy and equality. When employees model respect and fairness, they drive meaningful change toward safe, inclusive, and equitable workplaces.
Gender neutrality isn’t a trend. it’s a cultural evolution that shapes the future of diverse, equitable, and inclusive workplaces.
When we normalize equality at home, our organizations reflect the same values.
Let’s build companies where talent, not gender defines success, respect and safety.
How is your organization fostering gender neutrality today?
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