Why is leadership buy-in for PoSH important?

The lack of leadership buy-in for PoSH in organizations is astounding. At a time when organizations are looking to make their workplaces more inclusive, leadership and senior management are still not able to understand the business case for PoSH leading to a lack of allocation of financial resources and investment.

The PoSH Act, 2013 came into existence to prevent, prohibit, and redress workplace sexual harassment of women in the workplace. While the gender-exclusive applicability of the PoSH Act is a different debate altogether, it is also important for us to understand who the people in these leadership positions are and why is there so much resistance when it comes to investing sufficiently in PoSH.

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Is leadership buy-in for PoSH important?

Yes. Leadership buy-in is crucial not only for PoSH but every initiative that drives a safe and inclusive organizational culture. Since I work in sales and have conversations with decision-makers, leaders, management, and HR professionals day in and day out, one thing that is as clear as day is that leaders are still not as invested in the effective implementation of the law as they should be. This is mainly because of:

• An absence of understanding and awareness about workplace safety,
• Perceived low priorities when compared to other business initiatives, and
• Not acknowledging the need for implementing PoSH due to lack of cases.

Pooja Poddar, Head of PoSH Services & Internal Ops, Ungender, says:

Leadership surpasses checklist compliance. To genuinely foster workplace inclusivity and safety, leaders must go beyond perfunctory actions. Ongoing education, genuine commitment, and a tone set by informed leaders form the bedrock for a truly great workplace—where actions align with aspirations.

However, leadership buy-in sets the tone for a safe workplace culture in any organization. Here’s why:

Lead by example

Leadership buy-in is prominent when leaders are ready to invest in PoSH compliance. Then, they create a framework of behavior that resonates throughout the workforce.  At Ungender, we have worked with some commendable leaders who are always asking us, “What more can we do?” Acknowledging the gaps, partnering with experts, and getting involved in every step that involves the transformation of organizational culture, leaders lead their teams by example.

Cultural transformation

By investing in PoSH, leaders signal a strong commitment to fostering a work environment characterized by respect, fairness, and professionalism. This transformation is not merely about complying with policies; it’s about embracing a fundamental shift in the way employees interact and perceive their workplace.

Maintaining business reputation

In today’s interconnected world, where news and information spread rapidly through social media, maintaining a strong business reputation is imperative. Leadership buy-in for PoSH initiatives acts as a shield against potential negative publicity stemming from incidents of harassment and safeguards the organization’s image and brand integrity.

Also read: How to go beyond POSH compliance and improve employee well-being?

Decision-makers and decision-making

Who are these leaders or rather decision-makers who are influencing such a crucial element of workplace safety? Needless to say, gender disparities in leadership positions are evident. I have spoken to decision-makers such as Directors, CHROs, HR Heads, and Compliance Officers who, more often than not, are men.

During one of my conversations with a startup that had recently raised about USD 5 million in Seed funding, the compliance officer, a man, believed investing about INR 2,000 per month in PoSH was “too much.” A CEO, again, a man, did not want to invest a lot in PoSH because they had never received an official PoSH complaint and believed they wouldn’t ever receive one either. Another resistance I have observed from decision-makers is that implementing PoSH will give people (re: women) an avenue to file false or frivolous complaints.

Gender inequality in leadership positions and decision-making roles has far-reaching implications that extend beyond representation numbers. The prevailing gender dynamic can significantly influence the organizational approach toward critical matters such as implementing PoSH. 

When men predominantly shape the leadership landscape, there is a heightened risk of biases influencing decision-making processes. Biases, whether implicit or explicit, can impact judgments, priorities, and resource allocation. In the context of PoSH implementation, these biases might lead to underestimating the urgency and importance of creating safe workplaces.

Restricted budget allocation or investment

In the last year of working in sales at Ungender, I have spoken to around 300 organizations across various industries and team sizes. Mostly, the process owners of implementing PoSH in organizations are HR Managers or Business Partners. 

While the HR function is dedicated to deriving the best results when it comes to PoSH compliance and understands that it’s a long-term investment and outcome-driven process, they struggle with restrictive budgets and resources allocated by the leadership and the management. 

One of the HR Managers of an organization with about 100 employees told me recently that their Director does not want to invest too much in these (PoSH) activities. Another HR Executive wanted to conduct employee awareness sessions in smaller batches for maximum impact but couldn’t do so because the budget allocated didn’t allow the same. 

A lot of times, leadership entrusts the HR function with drafting the PoSH policy, conducting awareness workshops, and IC training internally, and nominating their acquaintance as the External Member.

What they fail to realize is that saving costs at this point will cost them in the long run. Leadership does not take the legal consequences of non-compliance into consideration; they don’t realize the repercussions of an Internal Committee that is incapable of dealing with a PoSH complaint or employees who do not even know what to do if they face any such incident.

Also read: 7 common mistakes companies make in implementing PoSH

What is the way around?

Suggesting a middle ground that does not compromise the effectiveness of PoSH or the allocated financial resources is unrealistic. Here’s how the leadership can be convinced: 

1. The business case for PoSH

Securing the necessary financial resources is crucial and the same can be done by developing a strong business case for PoSH that outlines its tangible benefits. Potential long-term cost savings, such as reduced legal liabilities and improved employee retention must be highlighted to leaders.

2. Explore cost-effective options

It is crucial that leaders are introduced to cost-effective options such as Ungender’s PoSH Management System. Our System includes e-learning modules, incident reporting channels, and complaint redressal mechanisms that have resulted in our client organizations saving 50% of costs.

3. Collective responsibility

We also need to make the leadership understand that creating a safer and more inclusive workplace is a collective responsibility. While the accountability is theirs, the responsibility will stem from a collaboration between HR, leadership, and employees to ensure that PoSH remains a top priority.

Conclusion

Conversations around implementing PoSH effectively in workplaces should not center around minimizing costs. Leadership buy-in for PoSH is a commitment that transcends policies, driving a cultural shift towards respect and accountability. By advocating for robust budgets, we enhance employee morale, reduce risks, and harness diverse talent. Leaders, be the catalysts for change in your organization. Ignite a movement that knows no limits, resonates with understanding, and unfolds workplaces free from sexual harassment.

Looking for specific help on this? Get in touch with us or write to us at contact@ungender.in.

Author: Pallavi Pareek is the Founder and MD of Ungender. Having handled more than 6,000 sexual harassment and workplace misconduct cases, she is an expert in the field of workplace sexual harassment laws and in building diverse and inclusive workplaces. Pallavi is also the leading advisor, trainer, consultant, and external member for some of India’s biggest organizations in these matters. Her approach is grounded in research, and she draws upon the latest insights and best practices to inform her work.