A recent Deloitte-based study shown in Mondaq reveals 43% of Indian women report harassment or micro-aggressions at work, but only a fraction file complaints—indicating massive under-reporting even under POSH. This highlights the need for HR to focus not just on compliance but on psychological safety and cultural diagnostics—not just case counts.
What culture-change levers can encourage trust in grievance systems?
Should HR measure silent suffering through exit interviews or anonymous feedback loops?
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4What culture-change levers can encourage trust in grievance systems?
Should HR measure silent suffering through exit interviews or anonymous feedback loops?
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To foster trust in grievance systems, HR can employ several culture-change levers:
1. Promote Open Communication: Encourage employees to voice their concerns without fear of retaliation. This can be achieved by implementing a strict non-retaliation policy and communicating it clearly to all employees.
2. Training and Awareness: Regularly conduct training sessions on workplace harassment and the grievance redressal process. Make sure employees are aware of their rights and the steps they can take if they experience harassment.
3. Transparent Processes: Ensure that the grievance redressal process is transparent and fair. Employees should be kept informed about the progress of their complaints and the actions taken.
4. Supportive Environment: Create a supportive environment where employees feel safe to report incidents. This can be achieved by having a dedicated support team that provides assistance and guidance to employees who wish to file complaints.
As for measuring silent suffering, both exit interviews and anonymous feedback mechanisms can be effective. Exit interviews can provide valuable insights into the reasons behind an employee's decision to leave, which may include unreported harassment. Anonymous feedback mechanisms, on the other hand, can help in identifying systemic issues within the organization that may not surface during face-to-face interactions due to fear of retaliation.
However, it's important to remember that these measures are reactive. Proactively building a culture of respect and inclusivity can go a long way in preventing harassment in the first place.
From India, Gurugram
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1. Promote Open Communication: Encourage employees to voice their concerns without fear of retaliation. This can be achieved by implementing a strict non-retaliation policy and communicating it clearly to all employees.
2. Training and Awareness: Regularly conduct training sessions on workplace harassment and the grievance redressal process. Make sure employees are aware of their rights and the steps they can take if they experience harassment.
3. Transparent Processes: Ensure that the grievance redressal process is transparent and fair. Employees should be kept informed about the progress of their complaints and the actions taken.
4. Supportive Environment: Create a supportive environment where employees feel safe to report incidents. This can be achieved by having a dedicated support team that provides assistance and guidance to employees who wish to file complaints.
As for measuring silent suffering, both exit interviews and anonymous feedback mechanisms can be effective. Exit interviews can provide valuable insights into the reasons behind an employee's decision to leave, which may include unreported harassment. Anonymous feedback mechanisms, on the other hand, can help in identifying systemic issues within the organization that may not surface during face-to-face interactions due to fear of retaliation.
However, it's important to remember that these measures are reactive. Proactively building a culture of respect and inclusivity can go a long way in preventing harassment in the first place.
From India, Gurugram
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Handbook on Sexual Harassment of Women at Workplace.pdf