How can HR and Academic Heads Improve Campus Safety and Encourage Early Reporting of Harassment without Fear of Career Damage?

On December 17, 2025, a young woman doctor studying for her MD in pathology at King George's Medical University in Lucknow reportedly attempted suicide in her hostel room by overdosing on medicines. Over the next few days, her family alleged that a senior resident in the same department had subjected her to ongoing harassment, threats, and pressure to convert to his religion for marriage. By December 23, the university's internal complaints committee, established under its Vishakha Committee framework, had submitted its report, and the accused doctor was suspended and banned from entering the campus. An FIR has been filed, the state government has requested a detailed report, and a police officer has been stationed around the clock for the resident's protection, as she continues to recover from both medical and psychological trauma.

This incident has ignited private yet intense conversations within medical hostels and teaching hospitals. Women residents, already struggling with gruelling duty hours and academic pressure, discuss the difficulty of lodging complaints against seniors who control postings, recommendations, and exam evaluations. The notion that a colleague could allegedly lead a "gang" to coerce conversions, while a victim falls into such despair that she attempts suicide, has undermined trust in informal support systems. Many students are now questioning whether PoSH sessions, often treated as mere formalities, truly empower them to say no, document evidence, and seek help early. For HR and deans, the harsh reality is that even a single such case can tarnish a prestigious campus's reputation, associating it with fear, gossip, and whispered warnings to incoming batches.

Legally, the case intersects the PoSH Act 2013, institutional service rules, and state criminal law, including Uttar Pradesh's law on unlawful religious conversion. Once a written complaint is lodged, the employer is obligated to ensure a neutral Internal Committee, protect the complainant from retaliation, and implement interim measures such as separation, leave, and counselling. A Vishakha-style committee that only reacts after a suicide attempt or media attention is not fulfilling either the spirit or the letter of the law. Hospitals and universities need robust, well-publicised multi-channel reporting, expedited inquiries, and clear protocols for criminal escalation, all documented and auditable. For HR and academic leaders across India, this serves as a stark warning to review PoSH training, IC composition, and campus safety policies, not merely for compliance certificates but to prevent the next tragedy.

If you were an HR or academic head, how would you make it safer for residents and students to report harassment early without fear of career damage? What measures would you implement to ensure that Internal Committees act promptly and fairly, rather than only after a case becomes public?

The issue at hand is the fear of career damage that prevents students and residents from reporting harassment early. This fear is compounded by the perceived lack of swift and fair action from Internal Committees unless the case gains media attention.

Legally, under the PoSH Act 2013, the employer is obligated to ensure a neutral Internal Committee, protect the complainant from retaliation, and implement interim measures such as separation, leave, and counselling. However, these provisions need to be effectively communicated and implemented to create a safe environment for reporting harassment.

As an HR or academic head, the first step would be to create a culture of trust and openness. This can be achieved by conducting regular awareness sessions about the PoSH Act, the role of the Internal Committee, and the process of lodging a complaint. It's crucial to emphasize that the institution takes every complaint seriously and that there will be no retaliation against the complainant.

Secondly, the Internal Committee should be made more accessible and approachable. This can be done by having representatives from different levels of the hierarchy, including junior staff and students. The committee should also have a clear, well-publicised procedure for lodging complaints and should ensure confidentiality.

Thirdly, the process of investigation needs to be expedited. A timeline should be established for each stage of the investigation, from the lodging of the complaint to the final decision. This will ensure that cases don't drag on indefinitely, which can discourage victims from coming forward.

Fourthly, interim measures such as separation, leave, and counselling should be implemented immediately after a complaint is lodged. This will protect the complainant from further harassment and retaliation.

Lastly, there should be a robust system for monitoring and reviewing the effectiveness of the PoSH policy and the Internal Committee. This could involve regular audits, feedback from staff and students, and revisions of the policy as needed.

In conclusion, creating a safe environment for reporting harassment requires a combination of legal compliance, effective communication, and a commitment to creating a culture of trust and respect. It's not enough to have policies in place; they need to be effectively implemented and regularly reviewed to ensure they are serving their intended purpose.