A robust POSH framework creates a psychologically safe workplace, which is the foundation of a strong mental wellbeing support. When employees know they are protected from harassment, discrimination, and bias, they feel respected, valued, and empowered to bring their whole selves to work.

Instances of harassment lead to emotional distress and affect not just the victims but also the overall organizational culture.

Experiencing sexual harassment can have profound psychological impacts on victims. These can include the following:

• – Anxiety and Depression: Victims may experience intense anxiety, fear, and depression due to the trauma of the incident.
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• – Loss of Self-Esteem: Sexual harassment can severely damage a victim’s self-worth and confidence.
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• – PTSD: In some cases, victims may develop Post-Traumatic Stress Disorder (PTSD), characterized by flashbacks, nightmares, and hypervigilance.
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• – Social Withdrawal: Victims may isolate themselves from colleagues and friends, impacting their social and professional lives.

Furthermore, the process of reporting and dealing with sexual harassment can also be emotionally taxing. Victims may face stigma, disbelief, and even retaliation, adding further strain to their mental well-being.

What Organization’s can do?

Integrating POSH policies with mental health initiatives helps create a holistic approach to workplace safety, let us see how:

1. 1. Psychological safety through POSH: A well-implemented POSH policy creates an environment where employees feel safe to report incidents without fear of retaliation, enhancing their mental well-being.
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3. 2. Mental health support as a complement to POSH: Organizations can mental health counselling and awareness programs to support employees through difficult experiences related to harassment. Support hotlines can prove to be great to overcome such overwhelming situations.
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5. 3. Capability building for Internal Committees (IC) : IC members must be trained to recognize the psychological impact of harassment and handle cases with sensitivity and empathy.
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7. 4. Bystander intervention and leadership: Proactive leadership training and bystander intervention programs reduce harassment and minimize its psychological toll on the workforce. Leaders must also be trained to model respectful behaviour and promote a zero-tolerance stance toward harassment.
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9. 5. Safe communication channels for reporting: Establishing secure and confidential reporting mechanisms encourages employees to share concerns early, reducing prolonged mental stress. Regularly communicating the importance of these channels reinforces trust in the system.
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11. 6. Trauma-informed approach to handling complaints: A trauma-informed approach ensures that complainants feel heard, validated, and supported throughout the process. Sensitivity in communication and offering mental health resources during inquiries can help mitigate psychological harm.
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13. 7. Regular wellbeing checks and pulse surveys: Conducting anonymous pulse surveys can help assess the psychological safety climate within the organization. Regular feedback loops allow organizations to identify mental health risks early and take preventive action.
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15. 8. Culture of care and compassion: Organizations must embed a culture of care, where managers and leaders actively check in on their teams’ emotional wellbeing. Encouraging empathy, compassion, and open conversations around POSH and mental health creates a more supportive workplace environment.

By integrating POSH with mental wellbeing initiatives, organizations can build a workplace culture that not only protects employees from harassment but also nurtures their emotional and psychological health, leading to a more engaged, resilient, and productive workforce.

A safe workplace is a mentally healthy workplace, and both are essential for sustainable organizational growth. After all, a safe mind leads to a safe workplace.