Sthir Stories
From Compliance to Cultural Shift: Empowering Internal Teams for Lasting PoSH Excellence
Summary:
A healthcare data company aimed to improve PoSH compliance while building internal capacity to handle cases and foster a safer workplace.
Sthir implemented a comprehensive program combining policy refinement, train-the-trainer sessions, IC training, and behaviour-change campaigns, resulting in full legal compliance, empowered internal teams, and a lasting cultural shift toward respect and inclusivity.
Industry
Data & Analytics
Client
Client Name Withheld
Date
January, 2024
Case Study
Challenge:
A leading provider of data and analytics technology and services to healthcare organizations approached us with a critical need to improve compliance with the “Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013” (PoSH). Their goal was not only to address gaps in compliance but also to build internal capacity through a robust Internal Committee (IC) and in-house trainers.
The Sthir Approach
We conducted a thorough assessment of the company’s existing PoSH practices and identified several key areas for improvement. Our solution included a comprehensive intervention plan, designed for both immediate action and long-term enhancement.
Intervention:
- 1. Mindset Shift: From Just Compliance to Cultural Transformation: Instead of focusing solely on legal compliance, we emphasized a broader cultural shift where respect, safety, and inclusivity are core values. This approach helped the organization foster a culture of zero-tolerance towards harassment.
- 2. Policy Review: We reviewed and refined the company’s workplace policies to ensure they were fully PoSH-compliant and clearly communicated throughout the organization.
- 3. Train-the-Trainer Model: To enhance capability building, we trained select employees to become in-house PoSH trainers. This model empowered the organization to maintain continuous education and awareness without constant external support.
- 4. Internal Committee (IC) Training: Similar to our case-based approach for trainers, we equipped the IC with the skills to handle complaints in a sensitive, fair, and compliant manner. This training ensured that the IC could perform thorough, impartial investigations in line with PoSH requirements.
- 5. Behaviour Change Campaigns: We launched communication campaigns that introduced subtle but powerful nudges, encouraging respectful behaviour and raising awareness about harassment policies in everyday workplace interactions.
Outcome
Results:
- Full Compliance with PoSH Laws: The organization achieved full compliance with the Sexual Harassment of Women at Workplace Act, significantly reducing legal risks.
- Empowered IC & HR Teams: HR and IC teams gained the capability to manage PoSH compliance and handle cases independently, reducing reliance on external experts.
- Long-Term Cultural Shift: The focus on cultural transformation, alongside legal compliance, established a lasting change in mindset, fostering a more positive and inclusive work environment.
Key Takeaways:
- Leadership Commitment: Real change begins with leadership. Commitment from the top is critical to embedding principles of respect and safety throughout the organization.
- PoSH compliance is a great trigger for positive change: A PoSH-compliant company nurtures a secure, respectful environment that supports employee well-being and fosters better engagement.
- Cultural Transformation is Essential: Achieving workplace safety requires a shift beyond
- Reducing Legal Risks and Enhancing Reputation: PoSH compliance minimizes legal risks and strengthens the company’s reputation as a responsible, ethical employer.
