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Kenya’s laws define and penalise workplace sexual harassment. Employers must ensure proper reporting channels, awareness, and a safe, respectful environment.
Understanding the sexual harassment law: Kenya Read More »
China’s Civil Code mandates action on harassment. Employers must enable reporting, probe complaints, and discipline offenders to ensure workplace respect.
Sexual harassment laws in China Read More »
Japan’s 2019 law on workplace harassment curbs pawa-hara. Employers must set policies, raise awareness and create safe reporting channels for staff.
Pawa Hara: Understanding Japan’s power harassment Read More »
Character evidence (“he’s a family man”/”she’s provocative”) is inadmissible in PoSH inquiries, which focus solely on incident-specific facts.
The irrelevance of character testimonies in sexual harassment cases Read More »
IC recommends disciplinary action proportionate to harassment severity. Final implementation rests with the employer, but non-compliance risks legal challenge.
Disciplinary issue in a PoSH case: Role of the IC Read More »
Strategic policies include trauma reporting protocols, bystander empowerment modules, restorative justice options & climate surveys – moving beyond basic compliance.
Beyond compliance: Strategic sexual harassment policy to boost workplace safety Read More »
Analyse
Diagnose your culture health to surpass global standards
Build
Implement changes that enhance productivity and performance
Comply
Avert risks and stay updated on your statutory responsibilities
Insights
Fuel your culture with research and insights on leading change, growth, and engagement
In the news
See how we’re making headlines and shaping conversations that matter
Podcast
Bold conversations on inclusion where history meets modern thought leadership
Customers
Explore our global client footprint, industry expertise and regional impact
Meet the team
Meet the team of experts behind the ideas and impact that drive our work
Featured