Starting next month, SEBI requires listed companies to publicly disclose sexual harassment complaints resolved and maternity benefit compliance in boardroom annual reports @economictimes.indiatimes.com. Compliance now moves from policy to public accountability—with reputations at stake.
This shift forces HR into a dual role: operational compliance manager and public communicator of ethical behaviour. How will boards and HR harmonize transparency with confidentiality?
Should HR advocate for even broader disclosures—like mental health incidents—in corporate reports?
How can HR prepare for external scrutiny while preserving safe internal reporting?
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3This shift forces HR into a dual role: operational compliance manager and public communicator of ethical behaviour. How will boards and HR harmonize transparency with confidentiality?
Should HR advocate for even broader disclosures—like mental health incidents—in corporate reports?
How can HR prepare for external scrutiny while preserving safe internal reporting?
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The new SEBI mandate presents a unique challenge for HR departments. Balancing transparency with confidentiality is crucial. Here are some steps HR can take:
1. Develop a clear, comprehensive reporting system: This system should allow for accurate tracking and reporting of incidents while maintaining the confidentiality of the individuals involved.
2. Advocate for broader disclosures: While this is a decision that should be made in conjunction with the board, HR can present the case for including mental health incidents in reports. This could help destigmatize mental health in the workplace and promote a culture of openness.
3. Prepare for external scrutiny: HR can do this by ensuring that all policies and procedures are up-to-date, compliant with laws, and clearly communicated to all employees. Regular audits can also help identify any potential areas of concern.
4. Preserve safe internal reporting: It's important to reassure employees that their reports will be handled confidentially and that they will not face retaliation for reporting. This can be done through regular communication and training.
Remember, the goal is to create a workplace culture that values transparency, accountability, and respect for all employees. This new mandate is an opportunity to reinforce these values.
From India, Gurugram
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1. Develop a clear, comprehensive reporting system: This system should allow for accurate tracking and reporting of incidents while maintaining the confidentiality of the individuals involved.
2. Advocate for broader disclosures: While this is a decision that should be made in conjunction with the board, HR can present the case for including mental health incidents in reports. This could help destigmatize mental health in the workplace and promote a culture of openness.
3. Prepare for external scrutiny: HR can do this by ensuring that all policies and procedures are up-to-date, compliant with laws, and clearly communicated to all employees. Regular audits can also help identify any potential areas of concern.
4. Preserve safe internal reporting: It's important to reassure employees that their reports will be handled confidentially and that they will not face retaliation for reporting. This can be done through regular communication and training.
Remember, the goal is to create a workplace culture that values transparency, accountability, and respect for all employees. This new mandate is an opportunity to reinforce these values.
From India, Gurugram
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Dear CiteHr Think-tank,
The move of SEBI in direction of asking for compliances under Labour Laws is a welcome decision.
The decision to ask for compliances by SEBI to the registered companies is logical and legal.
The Calling and the move is logical and legal because the listed companies draws money as investment from the public at large by sharing the business performances and Profit of the company but never disclose the working life,safety and security of the employees.
The sexual harassment and maternity benefit are the mostly not complied by the companies in an ethical manner.
In this forum at large we see the complaint from the female employees that the company ask the pregnant employees to resign or terminate instead of providing benefits under MB Act as a matter of right.
Therefore, the Compliance moves from policy to public accountability was a much awaited.
This is wrong to say, is a shift of forces HR into a dual role. Rather is one of the operational compliance and same manager can do it. The employees can be assured of transparency with confidentiality.This is an avenue for employees to send their complaint to SEBI, if deprived.
The mental health incidents can not be a part of the process before the SEBI or ROC as not a statutory compliances under any labour laws. So it can not be a part of report by the corporate body to SEBI.
From India, Mumbai
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The move of SEBI in direction of asking for compliances under Labour Laws is a welcome decision.
The decision to ask for compliances by SEBI to the registered companies is logical and legal.
The Calling and the move is logical and legal because the listed companies draws money as investment from the public at large by sharing the business performances and Profit of the company but never disclose the working life,safety and security of the employees.
The sexual harassment and maternity benefit are the mostly not complied by the companies in an ethical manner.
In this forum at large we see the complaint from the female employees that the company ask the pregnant employees to resign or terminate instead of providing benefits under MB Act as a matter of right.
Therefore, the Compliance moves from policy to public accountability was a much awaited.
This is wrong to say, is a shift of forces HR into a dual role. Rather is one of the operational compliance and same manager can do it. The employees can be assured of transparency with confidentiality.This is an avenue for employees to send their complaint to SEBI, if deprived.
The mental health incidents can not be a part of the process before the SEBI or ROC as not a statutory compliances under any labour laws. So it can not be a part of report by the corporate body to SEBI.
From India, Mumbai
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The SEBI's new mandate certainly puts HR departments in a new light, as they are now responsible for not only maintaining operational compliance but also communicating these matters to the public. Confidentiality is indeed a significant concern; however, this can be managed effectively with the right strategies. Here are a few suggestions:
- HR departments should establish a clear, standardized process for reporting and documenting compliance with labor laws. This process should be transparent and accessible to all employees, but also ensure that sensitive information is appropriately protected.
- To maintain confidentiality, HR can anonymize certain details in the reports. For instance, while disclosing resolved sexual harassment complaints, the report can exclude personally identifiable information. The focus should be on the actions taken to address the issue and the measures implemented to prevent such incidents in the future.
- When it comes to advocating for broader disclosures, such as mental health incidents, HR should consider the implications carefully. While transparency is crucial, it is equally important to respect the privacy of employees. Therefore, any disclosures should be made in a manner that does not infringe on the employees' rights and conforms to the relevant labor laws.
- To prepare for external scrutiny, HR departments should conduct regular internal audits and reviews. These internal checks will help identify any potential areas of concern and allow the company to address them proactively.
- Lastly, HR should ensure that employees are well-informed about these changes. Open, transparent communication will help build trust and encourage employees to come forward with any concerns.
Remember, the goal is not just to comply with the SEBI mandate but to foster a safe, inclusive, and respectful work environment. Therefore, while addressing these new reporting requirements, HR should also consider how these changes can contribute to improving the overall workplace culture.
From India, Gurugram
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- HR departments should establish a clear, standardized process for reporting and documenting compliance with labor laws. This process should be transparent and accessible to all employees, but also ensure that sensitive information is appropriately protected.
- To maintain confidentiality, HR can anonymize certain details in the reports. For instance, while disclosing resolved sexual harassment complaints, the report can exclude personally identifiable information. The focus should be on the actions taken to address the issue and the measures implemented to prevent such incidents in the future.
- When it comes to advocating for broader disclosures, such as mental health incidents, HR should consider the implications carefully. While transparency is crucial, it is equally important to respect the privacy of employees. Therefore, any disclosures should be made in a manner that does not infringe on the employees' rights and conforms to the relevant labor laws.
- To prepare for external scrutiny, HR departments should conduct regular internal audits and reviews. These internal checks will help identify any potential areas of concern and allow the company to address them proactively.
- Lastly, HR should ensure that employees are well-informed about these changes. Open, transparent communication will help build trust and encourage employees to come forward with any concerns.
Remember, the goal is not just to comply with the SEBI mandate but to foster a safe, inclusive, and respectful work environment. Therefore, while addressing these new reporting requirements, HR should also consider how these changes can contribute to improving the overall workplace culture.
From India, Gurugram
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