Title: “बस एक बात थी… जो कहनी बाकी रह गई थी” – Why POSH Act is Not Just a Rule, But a Lifeline

Note:

This is a real incident shared by one of our certified POSH trainers during a free awareness session conducted under the Concept of Living Charitable Trust. The name has been changed to respect the individual’s privacy, in accordance with legal guidelines.

Rekha (name changed), a young woman from a Tier-2 city, joined her dream job in a reputed company. The first few weeks were smooth; her team was welcoming and the atmosphere seemed respectful — until her manager started making personal remarks.

“Promotion chahiye toh thoda personal touch bhi dena padega,” he whispered one day in the corridor with a smirk.

She gave a nervous smile, unsure how to respond. She didn’t want to create a scene. But the comments didn’t stop. Messages started late at night. In meetings, he stood too close.
When Rekha finally confided in a friend, the reply was familiar:
“Chhoti si baat hai. Ignore kar de.”

But it wasn’t small.
It was a pattern.
And it was harassment.

Why This Incident Reflects a Larger Problem:

In small towns and traditional workplaces, there’s often no clear language for such experiences. Victims remain silent out of fear, shame, or social pressure. Many don’t even know: there’s a law to protect them – the POSH Act, 2013.

Why the POSH Act is Essential:

1. It Recognizes Harassment in All Forms:

POSH (Prevention of Sexual Harassment) Act covers not just physical acts, but also verbal, emotional, visual, and behavioral forms of harassment at the workplace.

2. It Applies to All Workspaces:

Whether it’s a corporate office, school, hospital, NGO, or even a home-based business, the law ensures safety for all working individuals.

3. It Provides a Clear Complaint Mechanism:

Every organization with more than 10 employees must have an Internal Committee (IC) to handle such complaints confidentially and fairly.

4. It Empowers Victims with Rights:

Victims are not left alone. They have the right to:

• File a formal complaint.
• Ask for workplace support (leave, transfer).
• Receive protection during inquiry.

5. It Builds a Culture of Respect:

When employees are aware, organizations are trained, and management is accountable — it creates a safer, healthier work culture for all genders.

The Awareness Gap in Tier 2 & 3 Cities:

Despite 10 years of the POSH Act, awareness is still limited, especially in smaller cities. Women often believe:

• “This is normal.”
• “Speaking up will cost my job.”
• “Law is only for big cities.”

This mindset must change.

What Can We Do?

• Train employees on workplace boundaries.
• Educate women and men about their rights.
• Form Internal Committees in every office.
• Break the silence — share stories, speak up, support one another.

Rekha finally found the courage to speak out — not because the harassment ended, but because she learned she had rights.

POSH is not just about punishing the wrongdoer.
It’s about giving voice to the silenced, and restoring dignity to every working woman and man in India.

📣 If you’re part of any organization, ask today: Do we have a POSH Committee?
And if you’ve ever felt uncomfortable at your workplace, don’t ignore it — report it.
Your voice can change not just your life, but someone else’s too.

A real incident from a Tier-2 city highlights how casual comments at work can escalate into harassment. Due to lack of awareness and fear of judgment, many women stay silent. The article explains why the POSH Act is essential to protect, empower, and create safer workplaces, especially in smaller cities. It urges organizations and individuals to break the silence, build awareness, and take action.