It’s been a decade since India formalised laws to combat sexual harassment in the workplace, and the conversation around it has only grown louder. Panels, papers, and policy discussions abound. But what do the numbers say, and more importantly, what do they mean?
According to recent reports, complaints in corporate India have surged by over 40% in the last year. Post-pandemic, with more employees returning to the office, the spike is even sharper. But here’s the big question: Is this rise a sign of progress or a red flag?
Well, the answer isn’t as straightforward as we might hope. Let’s unpack some of the common assumptions:
- More complaints mean greater awareness – Yes, the increased numbers suggest that people are more willing to report incidents. Awareness campaigns seem to be working, and the law is doing its job.
- A rise in cases reflects a more unsafe work environment – Maybe. But does this spike necessarily mean workplaces are getting more dangerous? That’s where things get murky.
- Companies with more reported cases are failing their female employees – Again, not necessarily. A higher number could mean the opposite—that these companies have robust systems in place and employees trust the process.
- Low reporting equals safety – Definitely not. Less reporting might mean a lack of awareness, or worse, a complete absence of a functioning Internal Complaints Committee (ICC).
So, what’s the real takeaway here? “Maybe” is the right answer to all the above. Why? Because the data is incomplete. The bulk of the reports come from a small slice of companies—typically large, urban organisations where millennials and Gen Z women dominate the workforce. Meanwhile, small businesses, regional offices, and more senior women are barely represented. This leaves huge gaps in understanding the true landscape of workplace harassment.
What’s more concerning is that roughly 75% of organisations don’t participate in these surveys or haven’t even set up an ICC. So, while the numbers are rising, they’re concentrated in a fraction of the corporate world. That’s hardly a success story for compliance.
The real issue isn’t just awareness. It’s about ensuring every organisation—big or small, in metros or tier-2 cities—implements POSH policies effectively. Victims shouldn’t need to initiate the process; the process should be there, ready and waiting. And beyond reporting, the integrity of how complaints are handled—ensuring fairness and equity—is where true progress lies.
Lastly, let’s not ignore the elephant in the room: misuse of the law. While we strive for safe and equitable workplaces, we can’t turn a blind eye to the potential for false complaints. Balancing protection with the prevention of abuse is critical.
Perhaps that’s a topic for another Big Take!