PoSH Compliance: Investment vs. Expense

Author: Pallavi Pareek, Founder & MD, Ungender

Numerous leaders have asked me, “Is it impossible for us to conduct these awareness sessions ourselves? After all, what am I paying my HR for?”

While the inquiry is certainly indicative of a certain degree of ignorance, I am grateful that it is being asked at all. This is because, as a result of these questions, even those leaders who never considered this subject previously have now added a cursory 2-minute introduction to POSH and appropriate workplace behavior in their HR-led inductions.

However, this approach suffers from several critical problems.

Why internal support for PoSH isn’t enough?

Firstly, it provides zero value-adds, as the person conducting the session is merely going through the motions of checking a box by running through a few slides. Legally, this may suffice for briefing new employees, but the participants are unlikely to retain any substantive information.

Also read: How to make your PoSH training for employees effective?

Secondly, the lack of investment in these awareness sessions sends a message to employees that this subject is not a priority. This can result in a culture where corners are cut, bare minimums are done, costs are saved, and appearances are prioritized over substance.

Thirdly, employees are ill-equipped to handle any queries that may arise on this subject, as they have not received the necessary training. This lack of preparation stems from the company’s unwillingness to invest in experts who can facilitate these sessions.

Fourthly, cutting costs on awareness sessions does not necessarily translate to actual savings. In the long run, an incident is likely to occur, which will lead to even greater losses, such as the cost of hiring new employees or legal fees.

Lastly, leaders who fail to prioritize gender sensitization and sexual harassment prevention programs may not understand the importance of these sessions from an actual monetary stand because they are asking the wrong leaders. Instead, they should consult with other leaders who value this subject and are willing to invest in it. Ultimately, this will demonstrate to the team what kind of leader they can expect to work with and what type of culture they will be fostering.

Conclusion

The cost of neglecting workplace sexual harassment can be significant, both in terms of the human toll on employees and the financial impact on companies.

Also read: Neglecting workplace sexual harassment and business costs

For employees who experience sexual harassment, the impact can be devastating, leading to emotional distress, anxiety, depression, and a range of physical and mental health problems. This can also result in decreased productivity, higher absenteeism, and reduced quality of work life. Additionally, it can create a toxic work environment, leading to high turnover rates, difficulty in attracting new talent, and damage to the company’s reputation.

For companies, the financial costs of neglecting workplace sexual harassment can be substantial. This includes legal fees and settlements, as well as indirect costs such as decreased productivity, low morale, and increased absenteeism. Moreover, companies may face regulatory fines, negative publicity, and loss of business due to reputational damage.

It is up to leaders now – what money they want to save and at what cost?

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