1. Compliance Is Treated as a One-Time Activity

Many organisations create a POSH policy once and never revisit it again. IC members change, employees leave, new hires join — but the training stays outdated.

Fix:
Conduct annual refreshers, update policies, and retrain IC members regularly.

2. Employees Don’t Fully Understand What Harassment Looks Like

Most people are unsure about:

What qualifies as workplace harassment

What qualifies as workplace harassment

How intent vs. impact works

This leads to underreporting, misinterpretation, and fear.

Fix:
Use scenario-based training with relatable examples and real-life case studies.

3. IC Members Lack Confidence or Clarity

Internal Committee members often feel anxious about:

Following inquiry procedures correctly

Understanding documentation rules

Handling sensitive conversations

Fix:
Provide specialised IC training, guidance, and ongoing advisory support.

4. Employees Fear Retaliation or Blame

Even when policies exist, employees hesitate to speak up.

Fix:
Build psychological safety through leadership modelling, communication campaigns, and unbiased investigation processes.

The Bottom Line

POSH compliance isn’t just a legal requirement — it’s a foundation for trust, culture, and employee wellbeing.

With structured training, IC support, and ongoing reinforcement, organisations can move from paper compliance to real cultural transformation.