Confidentiality vs Transparency – Managing Sensitive Investigations Confidentiality is a statutory mandate under the POSH Act . Disclosure of identities, contents of complaint, witness details, or recommendations is prohibited. The objective is to protect dignity and prevent retaliation or workplace gossip. However, confidentiality does not mean secrecy without accountability. Employers must still ensure procedural transparency between parties sharing responses, evidence summaries, and findings. The balance lies in controlled disclosure within the inquiry framework, not public communication. Improper leaks can result in statutory penalties and reputational damage. Organizations must restrict access to inquiry records and sensitize leadership about non-interference. Simultaneously, leadership must communicate a culture of zero tolerance without discussing case specifics. Transparency about policy commitment, rather than individual cases, strengthens trust. Managing this balance is criti...
Introduction Workplace sexual harassment results in employee attrition and is a serious issue that affects many employees around the world. Seven out of ten women who leave a workplace due to an experience of workplace sexual harassment do so without informing their employer. This is a troubling statistic that raises questions about why so many victims of workplace sexual harassment do not come forward. In this article, we will explore some of the reasons why employees do not file a complaint of workplace sexual harassment, AND, as an employer, what is it that you can do to change this. Reasons for not reporting workplace sexual harassment Fear of Retaliation One of the main reasons why employees do not file a complaint of workplace sexual harassment is fear of retaliation. Victims may worry that they will be retaliated against by their harasser, their supervisor, or other co-workers if they report the harassment. Retaliation can take many forms, including being demote...