Glossary
- Ableism Discrimination in favour of people who do not have disabilities or are able-bodied people.
- Accessibility In a literal sense, it refers to the ability to easily access a place or intformation. In context of disabilities, it is the practice of making spaces and information usable for as many people as possible- including people with disabilities.
- Accommodation Any modifications, alterations or changes done to spaces or practices to ensure it allows an individual with a disability to access the same.
- Affinity bias Tendency to favour or prefer a person based on their similarity to one's self
- Agender A person who does not identify as having a gender identity
- Allyship Actions, behaviours and practices undertaken to support, amplify and advocate with others, even if one does not personally identify with the cause.
- Belonging A liking for a place or a group, where one feels welcome and accepted
- Bias Aassociations we hold that are not a part of our conscious awareness and control. They are often a product of social conditioning and are learned associations between specific qualities and a social category.
- BIPOC An abbreviation for "Black, Indigenous, and People of Colour". The term is specific to the United States of America and intends to demonstrate solidarity between historically disadvantaged groups in USA.
- Bisexual A sexual orientation where a person feels romatic or sexual attraction to both genders (male and female), to more than one gender or people of the same and dfferent gender than one's self
- Black A primarily American terminology used to refer to persons with origins in any of the Black racial groups of Africa
- Black lives matter (BLM) A political and social movement that aims to highlight racism, discrimination and racial inequality faced by Black people and to promote anti-racism.
- Breaching confidentiality The act of sharing information that is confidential with persons who are not authorised to receive such information. Under the PoSH Act 2013, infromation regarding parties, complaint and outcome of the complaint is confidential
- Bullying Repeated and intentional words or actions that cause distress or risk to wellbeing of the person to whom the behaviour is targeted
- Burden of proof The party that is required to provide evidence is said to shoulder the burden of proof. Under the PoSH Act 2013, burden of proof is on plausibility of the survivors testimony and the analysis of the defence by the respondent
- Bystander A bystander is someone who may see an incident of sexual harassment occuring. They are neither directly facing nor causing the sexual harassment
- Bystander effect Also, bystander apathy. A theory that states that bystanders are less likely to help a victim, in the presence of other people.
- Bystander intervention Social science model to predict likelihood of individuals or groups to actively address a problematic situation
- Chairperson Also, Presiding Officer. A senior woman employee of the organisation appointed as the figure-head of the Internal Committee
- Cisgender A person whose gender identity corresponds with their gender assigned at birth
- Colorism/ Colourism Prejudice or discrimination of favouring persons with lighter skin, compared to persons with darker skin. This is especially within a race or ethnic group.
- Coming out Disclosure of a member of the LGBTQIA+ community's sexual orientation or gender identity
- Compensation In addition to corrective action, Internal Committee is empowered to deduct a sum from the wages or salary of the respondent to be paid to the complainant or their legal heirs for the purpose of returning them to the position that they were in if sexual harassment did not occur
- Complainant Complainant refers to the individual filing a complaint of sexual harassment
- Complaint A statement and details of sexual harassment submitted to the Internal Committee
- Conciliation Also, informal process. Conciliation refers to the process of redressing a complaint of sexual harassment by discussion and coming to a mutually agreeable settlement, moderated by the Internal Committee
- Confidentiaility Confidentiality refers to ensuring that essential information regarding a complaint of sexual harassment is not disclosed to anyone who is not empowered under the PoSH Act 2013
- Confirmation bias Tendency to search for, interpret, favour or recall information in a manner that supports or confirms a prior belief or value
- Conflict of interest Arises in a scenario of complaint of sexual harassment where the Internal Committee member's ability to take a decision that is in line with the principles of natural justice may be hampered
- Conformity bias Tendency to change or alter one's beliefs, behaviours and actions in order to fit in with others
- Consent An unequivocal agreement to engage in a specific sexual act. The absence of resistance does not imply consent.
- Contextual bias Tendency for considerations to be influenced or affected by background information
- Corrective action Also, disciplinary action. When a complaint of sexual harassment is proven by the Internal Committee, the IC may recommend corrective action against the respondent
- Counselling The Internal Committee may make a recommendation of a gender sensitisation counselling to the complainant, as part of the recommendation for corrective action
- Cultural appropriation Inappropriate or unacknowledged assumption of element(s) of a culture or identity by a person who does not below to the culture or identity.
- Cultural harassment Any unwelcome behavior based on a person's cultural background that creates an intimidating, hostile, or offensive environment.
- Culture Ideas, customs and social behaviours of a particular group of persons or society
- Cyber security All measures and decisions taken for protecting an organisation and its employees and assets against cyber threats
- Cyber stalking Sending targeted messages using digital or electronic media with the intention of causing harm or intimidating a victim. It also involves the unwanted monitoring of someone’s online activities.
- Cyberbullying Usage of electronic communication and devices to intimidate and bully coworkers. This can happen over online platforms such as email, video calls, slack, social media and instant messaging platforms
- Data Security Process of safeguarding digital information from corruption, theft or unauthorised access
- Deadnaming Referring to a transgender person with the name that they do not use after transitioning
- Demisexual A sexual orientation where a person only feels sexual attraction once they have established an emotional bond with a person.
- Disability Condition of impairment of the body or the mind which makes it more difficult for the person with the condition to do certain activities and interact with the world around them
- Disability Harassment Offensive or negative remarks, actions or behaviours against a person's disability, workplace assistance requirements or any other verbal or physical conduct based on person's disability
- Disciplinary action Also, corrective action. When a complaint of sexual harassment is proven by the Internal Committee, the IC may recommend corrective action against the respondent
- Discrimination Unjust, unfair or prejudicial treatment of different categores of people. This is especially on grounds of sex, gender, sexual orientation, ethnicity, race
- District Officer Authority appointed under the PoSH Act 2013 to ensure compliance and implementation
- Diversity Practice of involving persons from different gender identities, sexual orientations, race, culture and backgrounds
- Domestic violence Also, Intimate Partner Violence. Patterns of behaviour(s) in any relationship that is used to gain or maintain power and control over an intimate partner
- Empathy Being aware of and sharing another person’s feelings, experiences, and emotions. Not to be confused with sympathy
- Employee awareness sessions Also, awareness workshop. The PoSH Act 2013 requires that employer conduct awareness trainings for employees every calendar year, to understand the process of the PoSH Act 2013
- Employer Head of relevant department, undertaking organisation, establishment, institution, office, branch or person in charge of supervision. The responsibility of implementation under PoSH Act 2013 shall be on such person
- Enquiry report
- Equity Recognition that not all persons have equal access and start from different places and taking active steps to creating a level playing field
- Ethnic harassment Any unwelcome behavior based on a person's ethnic background that creates an intimidating, hostile, or offensive environment.
- Ethnicity belonging to a certain population group, which consists of people from the same cultural background or descent
- Evidence Evidence refers to anything that assists the Internal Committee in coming to a conclusion by proving any allegation. For example, screenshots, video recordings, receipts etc.
- Explicit bias Attitudes, beliefs that we have about a person or a group that we are consciously aware of
- Extended workplace Definition of the workplace under PoSH Act 2013 extending beyond the physical workplace. For example, virtual workplace, offsites, communication outside typical working hours, social media interactions
- External member External member is a member of the Internal Committee that shall be from amongst non-governmental organisations or associations committed to the cause of women or shall be a person familiar with the issues relating to sexual harassment.
- False complaints Also, malicious complaints. Complaints made by the complainant with knowledge of falsehood, with malicious intention. Such complaints shall be punishable under the PoSH Act 2013
- Female A person whose gender identity and gender role are that of a woman
- Feminism Belief in the social, economic and political equality of the sexes and genders
- Formal process Process under PoSH Act 2013, the Internal Committee conducts an inquiry where evidence and witnesses are analysed to come to the conclusion regarding whether sexual harassment has occured
- Gay A person who is sexually or romatically attracted to people of their own sex, especially a man attracted to a man.
- Gender Gender is one’s innermost concept of self which can be masculine, feminine, a blend of both, neither or any other identity one may relate with.
- Gender attribution Process of assigning a gender to another person, without knowing about their gender identity
- Gender dysphoria Unease a person may feel because of the mismatch between their biological sex and gender identity
- Gender fluid A person that embraces an adaptable nature of gender identity and expression. They may identiy with one gender, multiple genders or no gender.
- Gender identity A person's internal experience of their gender
- Gender Identity Harassment Unwelcome or offensive behavior, either physical, verbal, or non-verbal, targeting a person for their gender identity
- Gender neutral Not relating to or specific to a particular gender
- Gender neutral Policy A Policy that applies to all persons irrelevant of their gender identity. A gender neutral PoSH Policy applies to persons of all genders
- Gender nonconforming Not adhering to society's gender norms such as clothing and presentation
- Gender pronouns Behaviours, actions and attitutudes that are expected from society due to a person's gender identity
- Gender roles Behaviours, actions and attitutudes that are expected from society due to a person's gender identity
- Gender stereotypes Preconceptions regarding attributes or characteristics based on a person's gender identity
- Graphic sexual harassment Sexual harassment done through graphic forms such as drawings, pin-ups, cartoons that are sexually explicit in nature
- Halo Effect An overall positive impression of a person based only on a single characteristic.
- Harassment unwelcome or offensive behavior, either physical, verbal, or non-verbal, that creates a hostile, intimidating, or uncomfortable work environment for an individual or group
- Heteronormativity Assumption that the "default" sexual orientation is heterosexual.
- Heterosexism Systems of attitudes, bias and discrimination in the favour of heterosexuality and heterosexual relationships, over others.
- Heterosexual Sexual orientation where a person feels sexual or romantic attraction towards the opposite sex.
- HiPPO Effect The full form of HiPPO is "Highest Paid Person's Opinion". HiPPO Effect is a bias that means that the highest paid person opinion carriers more weight than anyone else in the team/organisation/workplace.
- Homophobia Homophobia includes all negative feelings or perspectives that can be projected against homosexuality or homosexual individuals.
- Horn Effect Horn Effect is a bias that unduly influences one's perception of others on the basis of a single negative trait. It is closely related to the Halo Effect.
- Hostile work environment type of sexual harassment unwelcome advances, sexual innuendos, or offensive gender-related language that is sufficiently severe or pervasive, which impact a person's ability to carry out professional duties
- Identity-first language Identity-first language is a way of referring to individuals by emphasising what is considered the core aspect of their identity. For instance, saying "disabled person" and not "person with disability"
- Identity-first language Identity-first language is a way of referring to individuals by emphasising what is considered the core aspect of their identity. For instance, saying "disabled person" and not "person with disability"
- Implicit bias Implicit bias refers to unconscious perspectives, prejudices and stereotypes that are developed as a result of prior experiences or conditioning in life.
- Implicit bias Implicit bias refers to unconscious perspectives, prejudices and stereotypes that are developed as a result of prior experiences or conditioning in life.
- Inclusion Inclusion is the practice of providing equal access, opportunities and resources to people who might otherwise be excluded or marginalized on the basis of their social identity.
- Inclusion Inclusion is the practice of providing equal access, opportunities and resources to people who might otherwise be excluded or marginalized on the basis of their social identity.
- Inclusive language Inclusive language refers to words, phrases and terms that are used to avoid expressions or slang that discriminate against individuals on the basis of their gender, sexuality, race, ethicity and so on.
- Inclusive language Inclusive language refers to words, phrases and terms that are used to avoid expressions or slang that discriminate against individuals on the basis of their gender, sexuality, race, ethicity and so on.
- Intersectionality Intersectionality is a theory that an individual's multiple social identities such as gender, race, class, religion etc overlap and intertwine to influence their life experiences.
- Intersectionality Intersectionality is a theory that an individual's multiple social identities such as gender, race, class, religion etc overlap and intertwine to influence their life experiences.
- Intersex Intersex refers to a situation when a person is born with reproductive anatomy that does not align with the binaries of either "male" or "female"
- Intersex Intersex refers to a situation when a person is born with reproductive anatomy that does not align with the binaries of either "male" or "female"
- Invisible disability Invisible disabiliy is a physical, mental or neurological condition that is not outwardly apparent. This can include conditions like ADHD, Depression, Autism among others.
- Invisible disability Invisible disabiliy is a physical, mental or neurological condition that is not outwardly apparent. This can include conditions like ADHD, Depression, Autism among others.
- Jurisdiction The power to make legal decisions and judgement. The Internal Committee's jurisidction is limited to complaints of sexual harassment at the workplace
- Lesbian A lesbian is a homosexual woman or girl.
- LGBTQ+ LGBTQ is an acronym that stands for "lesbian, gay, bisexual, transgender, and queer". It may refer to anyone who is non-heterosexual, non-heteroromantic, non-cisgender, or questioning their sexual identity, instead of exclusively to people who are lesbian, gay, bisexual, transgender or queer.
- Local Complaints Committee/ Local Committee Body formed at the District level under the PoSH Act 2013 to receive and redress complaints of sexual harassment that cannot be taken up by the Internal Committee
- Male Male is the sex of an organism that produces sperm, which fuses with the ovum in the process of fertilisation. In humans, the word male can also be used to refer to gender, in the social sense of gender role or gender identity.
- Malicious complaints Also, false complaints. Complaints made by the complainant with knowledge of falsehood, with malicious intention. Such complaints shall be punishable under the PoSH Act 2013
- Maternity Benefits Legal benefits provided to persons who are pregnant under the Maternity Benefits Act.
- Microaffirmation Micro-affirmations are subtle or small acknowledgments of a person's value and accomplishments. Mary Rowe of MIT coined the term in 1973, building upon previous research on micro-aggression by Chester Pierce, specifically around racial hostility.
- Microaggressions Microaggression is a term used for commonplace verbal, behavioural or environmental slights, whether intentional or unintentional, that communicate hostile, derogatory, or negative attitudes toward those of different races, cultures, beliefs, or genders. The term was coined by Harvard...
- Misgender Misgendering is the act of labelling or referring to others with a gender that does not match their gender identity.
- Misogyny Hatred or prejudice against women
- Neurodiversity Neurodiversity is understanding that the diversity of human cognition is a biological fact.
- Non-compliance under POSH Act 2013 Not complying with the 5 compliances stated in the PoSH Act 2013. These compliances are: (1) issuing a PoSH Policy, (2) constituting an IC, (3) training employees and IC Members on sexual harassment and the PoSH Policy, (4) ensuring employees are aware of the policy and the IC, and (5) filing...
- Non-verbal sexual harassment Inappropriate, sexually-tinged behaviour done via gestures, online, or physically that makes another person feel uncomfortable.
- Nonbinary Non-binaryis an umbrella terms for gender identities that are not solely male or female (identities outside the gender binary).
- Online sexual harassment Inappropriate, sexually-tinged behaviour done online that makes another person feel uncomfortable. This can include messaging someone after work, leaving inappropriate comments on someone's personal social media, sending inappropriate GIFs, memes, audio notes, stickers to someone.
- Pansexual Pansexuality is sexual, romantic, or emotional attraction towards people of all genders, or regardless of their sex or gender identity.
- Penalty - breaching confidentiality The penalty for breaching confidentiality before, during or after a PoSH inquiry as per the law is Rs 5000. Additionally, depending on the extent and impact of the breach, the company can treat the offence as a disciplinary issue and penalise the responsible employee under their service rules.
- Penalty - non-compliance of PoSH law The penalty for non-compliance with the PoSH law is a fine of Rs 50,000 payable to the government body conducting the audit. Companies have also been penalised on a compound basis depending on the extent and impact of their non-compliance. Repeated non-compliance may also lead to withdrawal or...
- People-first language Also, person-first language. A type of linguistic prescription which puts a person before a diagnosis, describing what condition a person "has" rather than asserting what a person "is".
- People of colour The term "person of colour" is primarily used to describe any person who is not considered "white".
- People with disabilities Disability is the experience of any condition that makes it more difficult for a person to do certain activities or have equitable access within a given society.
- Physical sexual harassment Inappropriate, sexually-tinged behaviour done physically that makes another person feel uncomfortable. This can include standing too close to someone, making uncomfortable gestures, touching or holding someone without consent, violating someone's personal space. It also includes more severe...
- PoSH Act 2013 A law passed in 2013 that applies to all private and government enterprises operating in India with 10 or more employees. The Act was passed in order to prevent, prohibit and redress sexual harassment of women at the workplace.
- Prejudice Prejudice can be an affective feeling towards a person based on their perceived group membership. The word is often used to refer to a preconceived (usually unfavourable) evaluation or classification of another person based on that person's perceived personal characteristics.
- Presiding Officer Also, Chairperson. The PoSH Act requires companies to nominate a senior woman employee to lead the PoSH Committee. The Presiding Officer's presence is mandatory at all meetings and she is the signatory for all PoSH-related documentation.
- Privacy (data) Data privacy is the right of a person to decide what personal information of theirs may be shared online. This information can include their name, contact details, location, identity, and online behaviour.
- Psychological safety Psychological safety is the belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes.
- Queer Queer is an umbrella term for people who are not heterosexual or are not cisgender.
- Questioning Questioning is a major form of human thought and interpersonal communication. It involves employing a series of questions to explore an issue, an idea or something intriguing. Persons who question their gender are known as gender-questioning.
- Quid pro quo sexual harassment The literal translation in Latin is "this for that". This is a type of sexual harassment where someone asks for sexual favours in exchange for any kind of professional assistance. This professional assistance could include negotiations such as pay, benefits, job role. An example of this could...
- Race A classification by humans, of humans into groups based on physical traits, and/or social relations
- Racial discrimination Disrespectful behaviour that can impact quality of life and access to opportunities towards a particular person specifically because they belong to a different race.
- Racial identity Race is a categorization of humans based on shared physical or social qualities into groups generally viewed as distinct within a given society.
- Recency bias Recency bias is a cognitive bias that favors recent events over historic ones; a memory bias. Recency bias gives "greater importance to the most recent event", such as the final lawyer's closing argument a jury hears before being dismissed to deliberate.
- Reconstitution Nominating a new set of Internal Members or a new Presiding Officer of a company's PoSH Committee.
- Regional inclusion A due regard for the unique identity and experiences of those belonging to a different region and place from oneself.
- Respect A due regard for the feelings and rights of others.
- Respect at work A due regard for the feelings and rights of others at the workplace.
- Respondent A person against whom a complaint of sexual harassment at the workplace has been filed at the workplace.
- Retaliation Harmful behaviour directed towards the Complainant, Witnesses, their families, team as a reaction to a sexual harassment complaint. This is usually perpetrated by the Respondent or their Witnesses.
- Romantic orientation Romantic orientation is the sex or gender which a person experiences romantic attraction towards or is likely to have a romantic relationship with.
- Safe space The term safe space refers to places "intended to be free of bias, conflict, criticism, or potentially threatening actions, ideas, or conversations".
- Sex Sex is the trait that determines whether a sexually reproducing organism produces male or female gametes. By convention, organisms that produce smaller, more mobile gametes (sperm) are called male, while organisms that produce larger, non-mobile gametes (egg cells) are called female.
- Sex assigned at birth Sex assignment is the discernment of an infant's sex, usually at birth.
- Sexual harassment Unwelcome behaviour of a sexual nature. This can be direct or indirect, physical, online, verbal or non-verbal. Sexual harassment includes a range of actions which can be a one-time or repetitive occurence.
- Sexual orientation Sexual orientation is a pattern of romantic attraction or sexual attraction (or a combination of these) to persons of the opposite sex or gender, the same sex or gender, or to both sexes or more than one gender.
- SHe-box India's Ministry of Women and Child Development has developed an online complaint management system titled Sexual Harassment electronic–Box (SHe-Box) for registering complaints related to sexual harassment at workplace by women, including government and private employees. It can be accessed...
- Social identities The identity of a person determined by social factors, such as their family, culture, ethnicity, and the education, healthcare, and political system they were governed by during their lifetime.
- Stereotypes A widely held but fixed and oversimplified image or idea of a particular type of person or thing.
- Third Party Under the PoSH Act 2013, a third party is a person who is not an employee of the organisation. They may include vendors, clients, visitors, interns, consultants, freelancers etc.
- Transgender A transgender person is someone whose gender identity differs from that typically associated with the sex they were assigned at birth.
- Transphobia Transphobia consists of negative attitudes, feelings, or actions towards transgender people or transness in general.
- Unconscious bias Unconscious bias describes a subconscious attitude that affects the way individuals feel and think about others around them.
- Verbal sexual harassment Verbal sexual harassment refers to inappropriate, sexually-tinted comments made in the workplace. This can include sexual rumours, innuendos, jokes, insistance on engaging in sexual activity etc.
- Vernacular awareness training Vernacular awareness trainings are those that are carried out in vernacular or local languages spoken by the audience.
- Virtual harassment Also, Online Harassment. Virtual harassment refers to inapporiate behaviour carried out within the official cyberspace. This may include sharing innappropriate correspondence, images, audio, videos etc on workplace digital channels.
- Vishaka Guidelines The Vishaka Guidelines are a set of procedural recommendations to be followed while dealing with cases of workplace sexual harassment against women. They were brought forth by the Supreme Court of India in 1997.
- Working parents Working parents refer to those who engage in a work life and are also involves in the upbringing of their child/children.
- Workplace A workplace is any place visited by the employee arising out of or during the course of employment including the transportation facilities provided by the employer.
- Written complaint According to the PoSH Act, a written complaint is one that an aggrieved individual would need to file along with supporting documents, names and addresses of the witnesses to the IC or LC, within 3 months from the date of the incident
- Written sexual harassment Written sexual harassment refers to sexually-tinted written material such as messages, that is shared within a workplace and which results in discomfort among colleagues.
- Xenophobia Xenophobia is the fear or dislike of anything which is perceived as being foreign or strange.