PoSH

Sweetie/”beta” etc. become harassment when unwelcome, infantilising or undermining professionalism. Context & recipient reaction define appropriateness.

Colleagues should offer support without prying, respect confidentiality, and share factual testimony if they witnessed events. They must never victim-blame.

The IC Presiding Officer must actively steer inquiries, ensure procedural fairness, manage dynamics & uphold PoSH’s spirit – not merely rubber-stamp decisions.

Zero PoSH complaints often signal fear, mistrust or poor awareness – not model compliance. Proactive culture audits are essential.

All-male workplaces must still form ICs per PoSH rules, appointing an external woman member and ensuring gender diversity where possible in the committee.

IC-recommended compensation considers trauma, medical costs, income loss & suffering. Employers must enforce payment within 60 days.