Part 2: Practical safeguards - rotation systems, transparency declarations, external member oversight & complainant's right to object to biased IC members.
- PoSH
Paid leave, lactation spaces and phased returns are essential for gender equity.
- People and CulturePersonal Wellbeing
Workplace wellbeing needs more than metrics. Move beyond tracking to building momentum: foster psychological safety, connection & meaningful work for holistic health.
- Personal Wellbeing
Part 1: Structural safeguards - diverse IC composition, mandatory training on unconscious bias & clear recusal protocols for conflicted members.
- PoSH
Breaching complainant/respondent identities attracts ₹5,000 penalty. Only IC members, witnesses & concerned parties may access inquiry details.
- PoSH
SHE Box enables direct online complaints to MoWCD, ensuring oversight when employers fail to act. Anonymity optional, tracking mandatory.
- PoSH
Metrics hold firms accountable, turning diversity pledges into measurable progress.
- People and Culture
Conciliation is voluntary resolution without inquiry - only for mild cases, excluding monetary settlements. No apology coercion; complainant may withdraw anytime.
- PoSH
Employers must implement IC recommendations within 60 days. Non-compliance invites penalties up to ₹50,000 under Section 26 of the PoSH Act.
- PoSH
