There is no data or a substantive study on sexual harassment to apprehensive of onboarding women after the POSH law came into force. The POSH law only provides complementary protection to women and the same must be clearly addressed in training sessions for such policies in every organisation.The fundamental problem here is that the various stakeholders involved primarily view the issue of sexual harassment at the workplace as a ‘women’s issue’ and not as an employment issue. The focal point needs to be on creating a safe work environment and in developing gender-sensitive social protection policies by addressing the real problem of hostile work environment.

The definition of employer and workplace under the POSH law is wide enough to cover even one’s home in the current lockdown scenario and, therefore, it is practically impossible to escape the ambit of this law. Employers must view compliance with the POSH law as instrumental in achieving greater growth of business and a sustainable work environment.

In India, women work in both the unorganised sector and the organised one. How optimistic are you about women’s workplace rights trickling down to all socio-economic strata?

The POSH law has a wide scope, thereby covering both formal and informal economies. It recognises every woman’s right to a safe and secure working environment, irrespective of age, employment status and capacity of work.

A large portion of the unorganised sector comprises female workforce, and due to their vulnerability and lack of agency, effective implementation of the POSH law becomes more pertinent in this sector.

With more conversation on these lines, changing approaches towards addressing the real issues, and significant involvement of judiciary and government agencies, better implementation of the POSH law can be achieved at all socio-economic levels