The Intersection of Diversity, Equity and Inclusion (DEI) and PoSH

Author

Meenakshi Vuppuluri

The dialogue of workplace safety comprises of two elements. Diversity Equity and Inclusion initiatives and PoSH compliances. In the WTW’s Wellbeing Programmes India Survey 2022-2023, responses from 210 employers from India were taken with specific questions targeting DEI trainings. The report states that “the number of organizations offering DEI initiatives is 71% for inclusion and diversity training, 71% for accessible office spaces, 71% for gender-neutral workplace communication, and 62% for inclusive benefits options. In the next three years organisations are planning numerous initiatives to improve the well being of employees across the four pillars of physical emotional financial and social areas.”

To begin with DEI is not a mere compliance activity and neither is POSH. Even though POSH mandates compliance for prevention of sexual harassment at workplace for women, a lot of organisations are going above and beyond with their commitment to workplace safety as a larger issue. Experts at Kelp (A company working as a consultancy for PoSH and DEI) have noticed that the recipients of POSH Awards (an award which is dedicated to TOP 25 safest workplaces) have always won because of their initiatives that go beyond mere compliance for Anti Sexual Harassment. Initiatives for Women Safety, LGBTQIA+ inclusion and many other forms of inclusive training sessions have benefitted people to create a safe workplace and build that respect from within. This in turn has reduced the number of Gender Discrimination or Sexual Harassment complaints which often stem from ignorance or lack of empathy between two parties.

PoSH and DEI share similar goals, both want a safe and inclusive workplace. While PoSH ensures strict compliance against anti sexual harassment, DEI trainings along with PoSH trainings sensitise employees to be kind to each other and respect the different walks of life from which people often show up at a workplace in a diverse country like India.

In order to provide employees with a transparent and easily accessible method for reporting occurrences, PoSH establishes channels for the filing and management of sexual harassment allegations. In addition, DEI ensures that all workers have equitable and simple access to these complaint procedures, accounting for various aspects like linguistic barriers, cultural disparities, and physical disabilities. This intersection makes sure that there are truly inclusive and accessible procedures for dealing with harassment in the workplace.

A fair and impartial inquiry process is ensured by PoSH’s requirement for diverse representation on internal committees since it acknowledges that different viewpoints can provide more just and balanced results. In order to achieve this goal, DEI actively works to promote equity in positions of leadership and decision-making and cultivates an atmosphere that values and includes a variety of viewpoints. By combining a variety of experiences and points of view, this partnership improves the efficacy of PoSH committees, which is essential for comprehending the intricacies of sexual harassment cases. Organisations may guarantee a more thorough and equitable resolution of these matters by encouraging a diversity of viewpoints within these committees, which will ultimately result in a more welcoming and encouraging work environment. This integration strengthens a dedication to equity and justice throughout the inquiry process in addition to improving it.

Now a days, laws are coming with social prerogative in mind and hence they do focus on creating initiatives for people from marginalised identities to avail job opportunities with equal representation in workforces. The future looks at happy and safe workplaces filled with women, employees who are queer and proud or even employees who embrace their culture values and bring their shared secular cultures to work. The PoSH compliance merely won’t cut the bill for a workplace to be following utmost safety principles. It has to take into consideration the intersectionality with DEI initiatives and ensure an equitable and dynamic work environment.

At Kelp, we understand that the intersectionality between Diversity, Equity, and Inclusion (DEI) and Prevention of Sexual Harassment (PoSH) is crucial to creating truly safe and inclusive workplaces.

Our comprehensive approach combines targeted training, sensitization programs, and the integration of robust policies for creating safe, happy, productive and inclusive workplaces to ensure that every employee feels valued and protected.

Partner with Kelp to elevate your workplace culture.