Sexual Harassment At Workplace: Challenges and Solutions

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In a workplace or other professional or social context, behaviour marked by unwelcome and inappropriate sexual remarks or physical approaches is known as sexual harassment at the workplace.

It is not unknown that women are sexually harassed at their workplaces quite often than would like to agree. To protect them from this, we have PoSH Act, which provides safety to the woman and a complaint redressal mechanism to seek justice.

While the PoSH (Prevention, Prohibition and Redressal) Act, 2013 has made it easy for women to file a complaint and seek redressal, they still face many challenges, a few of which are listed below with the solution to them.

Challenges & Solutions

As with any harassment, it becomes challenging to identify and realize that the person is being harassed specifically sexually or coupled with other harassment.

As the harassment begins, many are unclear about the Act being a series of awkward acts, or they are intentionally pursuing it to make you feel uncomfortable.

Rather than addressing a sexual harassment incident as a sexual harassment issue, employees prefer to portray it as a disciplinary issue. They are afraid of being criticized, ostracised, or retaliated against if they file a sexual harassment complaint. They also don’t want to be perceived as victims or attention-seekers.


The solution to this issue would be for the aggrieved to follow the steps in the Act and file a complaint with the IC. The IC then will maintain the complaint and the entire issue confidential to the extent possible.

Any company where the employees feel unsafe speaking their truth must reanalyze its culture and make it a more conducive environment for its employees.

PoSH Act, 2013 is not Gender-neutral

One of the biggest criticism of this Act is that it is not a gender-neutral act; harassment does not know in general while it is true that most women face these issues.

It is also worth noting that men are a victim of this as well. When an employee of any gender is subjected to sexual harassment, the Act does not address the redress procedure. Employees of the opposite gender are unable to report.


To close this gap, an organization can create a separate policy on sexual assault for all genders.

However, the new committee will not be covered under the PoSH Act, but it will reassure all employees’ safety, and their complaints will be heard. Employees can also be instructed on their rights and obligations to create a harassment-free workplace, as long as the policy is gender-neutral.

PoSH complaints are not anonymous

The Act specifies that the complainant must give a written complaint to the IC for further investigation. According to the Act, the organization is not required to respond to an anonymous complaint.

But what if responding to an anonymous report can prevent the accused from engaging in further heinous behaviour?

This puts the management in a precarious position.


An anonymous complaint must be considered for the well-being of the company and the protection of employees.

To address the above and various other challenges along with solutions, we should always conduct regular training. We can create an amazing organization by giving this issue some additional importance. 

Do you want Training on PoSH for you or your employees? Connect with us at or call us at +91-9555115533.


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