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 IC members change, employees leave, new hires join — but the training stays outdated.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.


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