Creating a safe and respectful workplace is essential in every institution, including schools. The Prevention of Sexual Harassment (POSH) Act, 2013, was enacted to protect employees from harassment and ensure dignity in the workplace. By implementing strong preventive measures, schools can foster a culture of respect and inclusivity where educators feel valued and secure.

Why POSH Matters in Schools

 

While schools focus on nurturing young minds, they must also safeguard the well-being of educators and staff. Sexual harassment can manifest in various forms—verbal, physical, or even online interactions. A hostile work environment affects job performance, mental health, and overall morale. Recognizing these risks and addressing them proactively can make a significant difference in creating a positive workplace culture.

Key Responsibilities of Schools

To ensure compliance with the POSH Act and create a safe space, schools must take active steps, including:

• Establishing an Internal Committee (IC): Schools with more than 10 employees must form an IC to address complaints confidentially and fairly.
• Conducting Regular Awareness Sessions: Training workshops should be organized to educate staff about their rights, responsibilities, and the process of filing complaints.
• Implementing a Zero-Tolerance Policy: Schools must clearly communicate that sexual harassment in any form will not be tolerated, and strict actions will be taken against offenders.
• Ensuring Confidentiality: Employees must be assured that all complaints will be handled discreetly to protect their privacy and dignity.
• Providing Support Systems: Schools should offer access to counselling and legal aid for those affected.

Recognizing and Addressing Harassment

Sexual harassment doesn’t necessarily call for violence or an actual unwanted touch and includes all types like:

• Unwelcome physical advances or inappropriate gestures.
• Verbal harassment, including sexually suggestive comments or jokes.
• Displaying explicit content or making sexually colored remarks.
• Cyber harassment through messages, emails, or social media.
• Creating a work environment that feels unsafe or intimidating.

Educators must be encouraged to report incidents without fear of retaliation, and institutions must ensure swift action to address complaints.

How to File a Complaint

 

Employees should feel safe in reporting incidents. Complaints must be submitted in writing to the IC within three months of the incident. The IC is responsible for conducting an inquiry and ensuring resolution within 90 days. Employers must act on recommendations promptly to maintain a harassment-free workplace. Both the complainant and the accused have the right to appeal if they are dissatisfied with the decision.

Building a Safe Future

Compliance with the POSH Act isn’t just a legal requirement—it’s a commitment to fostering a workplace where educators can teach, grow, and thrive without fear. Schools play a vital role in shaping young minds, and ensuring a safe work environment for teachers is fundamental to maintaining a healthy educational space. By prioritising awareness, strong policies, and proactive measures, schools can set a powerful example of safety, inclusivity, and respect.