Essential steps: Gender-neutral facilities, pronoun sensitisation, trans-inclusive PoSH training & explicit anti-discrimination clauses in HR policies.

Beyond compliance: Anonymous pulse surveys, bystander training, leadership accountability metrics & trauma-informed IC members foster true safety.

Prioritise safety, document thoroughly, avoid mediation, maintain neutrality, follow timelines strictly & ensure complainant knows support resources.

Know: Right to workplace safety (PoSH), equal pay, maternity benefits, dignity (Art 21), privacy, unionise, against retaliation & access justice.

Recent PILs seek IC member protections from defamation suits & employer retaliation, recognising their quasi-judicial role under PoSH.

Section 14 penalises malicious complaints (not unproven ones). Proving intent to harm is essential - mere lack of evidence doesn't imply falsity.