In today’s corporate world, a safe, respectful, and inclusive workplace is not just a goal — it's a necessity. One of the most significant steps taken in India toward ensuring workplace dignity was the introduction of the POSH Law , formally known as The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. But who really invented this law, and is it effective in making the corporate world a better place? Let’s explore. Who is the Inventor of POSH Law? While no single person is credited as the "inventor" of the POSH Law, its roots trace back to a landmark judgment by the Supreme Court of India in the Vishaka vs. State of Rajasthan case in 1997. This judgment laid the foundation for what would later become formal legislation in 2013. The credit for initiating and shaping the POSH law goes to: Vishaka Group of NGOs : A collective of women's rights groups that filed the petition. Justice Verma Committee : Formed after the Nirbhaya cas...
The Prevention of Sexual Harassment ( POSH ) Act, 2013 was introduced in India with the objective of providing a safe working environment for women. While this legislation was a much-needed step towards protecting women at the workplace, a common question that arises today is—what about men? Can men be victims of sexual harassment at the workplace too? And if so, are they protected under Indian law? This blog explores the often-overlooked issue of sexual harassment against men, their legal standing under the POSH Act, and the need for inclusive policies in India. Understanding the POSH Act The POSH Act primarily focuses on the protection of women from sexual harassment at workplaces. It defines sexual harassment, sets up internal complaint committees (ICC) in organizations, and lays down the procedures for filing and resolving complaints. However, the act clearly states that only women can file a complaint under it. This means that men (and even LGBTQ+ individuals) currently do not hav...