Preventing bias and conflict of interest of the Internal Committee: Part 1
Part 1: Structural safeguards – diverse IC composition, mandatory training on unconscious bias & clear recusal protocols for conflicted members.
Confidentiality under the PoSH Act 2013
Breaching complainant/respondent identities attracts ₹5,000 penalty. Only IC members, witnesses & concerned parties may access inquiry details.
SHE Box Portal: Empowering women in the workplace
SHE Box enables direct online complaints to MoWCD, ensuring oversight when employers fail to act. Anonymity optional, tracking mandatory.
How data makes DEI more than a buzzword
Metrics hold firms accountable, turning diversity pledges into measurable progress.
What does informal redressal mean under the PoSH Act?
Conciliation is voluntary resolution without inquiry – only for mild cases, excluding monetary settlements. No apology coercion; complainant may withdraw anytime.
Implementing IC’s recommendations: Is it a legal requirement?
Employers must implement IC recommendations within 60 days. Non-compliance invites penalties up to ₹50,000 under Section 26 of the PoSH Act.
