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Understanding the Inquiry Process: PoSH

Faakirah Junaid

- April 16, 2021

When we look at understanding the concept of inquiry it’s important to note that the law has laid down the guideline that the ICC has to necessarily follow the principles of natural justice in conducting their inquiry. 

What does “the principles of natural justice” mean? 

A complaint relating to sexual harassment is a sensitive matter. It has been well explained by the court in the following case law:

In the case of Ashok Kumar vs University of Delhi, the court said: 

“That is a sexual harassment complaint, sometimes the complainant may not have the courage to depose all that has happened to her at the workplace. There may be an atmosphere restraining the free expression of the victim’s grievance before the ICC. The privacy and secrecy of such victims are also required to be protected. It is to be noted that verbal cross-examination is not the sole criteria to contradict or contradict any statement given by the aggrieved before any authority.”

Here, the court examines that in the case of a sexual harassment complaint, the complainant may not have the courage or the emotional stability to speak about the trauma they have experienced. This could be owing to a lack of safe space to express themselves in front of the committee. It is imperative to uphold the privacy of the complainant. 

“Primarily, in a sexual harassment complaint, the ICC has to verify and analyze the capability of the aggrieved to depose before them fearlessly without any intimidation. If ICC is of the view that the aggrieved is feeble and cannot withstand any cross-examination, ICC can adopt such other measures to ensure that the witness’s statement is contradicted or corrected by the delinquent in another manner. Fair opportunity, therefore, has to be understood in the context of an atmosphere of free expression of grievance.” 

This case law further elaborates that:

“Fundamental principles relating to the principles of natural justice is that when prejudicial statements are made, the same shall not be used against any person without giving him an opportunity to correct and contradict.”

The judges acknowledge that it can be difficult for a complainant to express themselves with the respondent present in the same room. They deliver on the matter by upholding the “free expression “ of the complainant, which is very difficult to achieve in presence of the respondent. 

The court, therefore, puts the onus on the internal committee to create another mechanism to cross-examine the status of the complaint that doesn’t include the victim and respondent being in the same room.

Takeaways for the Internal Committee

  • The inquiry process should be confidential and a safe environment for the victim to be able to communicate the incident without any fear.
  • To formalize a mechanism where the complainant and respondent are not in the same room. This is to ensure that the complainant’s statements are not corrected or contradicted by the respondent.
  • The complainant should be given a safe space and the fair opportunity to express themselves freely. The ICC must ensure an atmosphere that fosters the same, specifically focusing on being free from any fear of retaliation. 

Glossary of legal maxims used:

Principle of natural justice: This principle is used while adjudication of a case. Where a person is guaranteed a fair, unbiased hearing.

For eg: Both the respondent and the complainant should be given equal opportunity to represent their case without any discount. The act of making sure that both sides have had adequate representation means that principles of natural justice have been followed. 

Another fact that the juror shouldn’t be related to either parties so as to eradicate bias which again is a principle of natural justice.

Prejudicial statements: statements that can cause a preconceived opinion. In legal cases they can change the course of the case and result in a partial/ biased judgment. 

For eg: if a person has been convicted of harassment before and that is being used as a statement against him in the present case. Hence the statement can build a bias on the jurors mind who would likely believe that the person would’ve committed the act again. 

Free expression: In the given article it can be understood as the ability to express one’s opinion free from any fear. Here we understand that the victim would fear harm or it would harass them mentally if they’re cross questioned in front of the accused. The courts identify the lack of safety the situation would put them in hence hindering the ability of free speech.

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Aseem is an Inclusive Workspace Architect dedicated to reshaping workplace diversity and accessibility. He is skilled in conducting comprehensive accessibility audits and implementing inclusive design solutions.


Aseem is passionate about creating environments that foster equal opportunities

He holds a Bachelor’s degree in Architecture and a Master’s degree in Urban and Regional Planning.

 

Thejaswini CA

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Thejaswini is responsible for the operations and maintenance of Serein’s in-house e-learning platform. She assists customers to deliver learning content and assess employee engagement through Serein’s tracking system. 

Thejaswini is also engaged with finance and other operations to ensure Serein’s 500+ long-term partners are compliant with the Prevention of Sexual Harassment (PoSH) law.

Thejaswini holds a Bachelor’s degree in Computer Application from Field Marshal KM Cariappa College, Kodagu.

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Ishani founded Serein to provide a data and research-based approach to solving DEI challenges at the workplace. She advises company leaders, startup founders, and venture capital firms on industry best practices to increase diversity and design a DEI roadmap.

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Chryslynn is a regular columnist with publications like ‘LiveMint’ and ‘The Hindu’ where she writes about unconscious bias, prevention of sexual harassment, and company culture.

Before Serein, she was a Gandhi Fellow working in rural Rajasthan to address educational leadership and gender equity in government schools. She graduated from Azim Premji University in Bangalore with a Master’s in Education where she specialised in gender and sexuality education.

Bianca D’Costa

Head of PoSH: India, Global

Bianca leads the compliance partnerships and workshops on anti-sexual harassment, anti-harassment and anti-discrimination laws in India, South East Asia, Europe, and the USA. She has 100+ hours of experience consulting on sexual harassment investigations in the workplace.

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Before Serein, Bianca worked in hospitality for 5 years with Emirates Airlines. She holds a Bachelor’s degree in Political Science from St. Xavier’s University, Mumbai. She is presently pursuing a Master’s degree in Gender and Sexuality in Global Politics from SOAS University of London.

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Aparna is leading the finance and operations at Serein. She has also been responsible for Serein’s online platform, customer management, and marketing.

She works closely with Serein’s 500+ long-term partners to ensure they are compliant with the Prevention of Sexual Harassment (PoSH) law. Aparna is a workshop facilitator on topics like the prevention of sexual harassment at the workplace in languages like Tamil, Telugu, and Kannada.

Aparna Pandurangan holds a degree in Electronics and Communication Engineering from Anna University, Chennai. 

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Faakirah is a legal professional and expert facilitator on topics like anti-sexual harassment, anti-harassment and anti-discrimination laws in India, South East Asia, Europe, and the USA. Faakirah has conducted 100+ training sessions on the prevention of sexual harassment for employees and internal committee members.

She has 150+ hours of experience consulting on sexual harassment investigations in the workplace. Her legal research at Serein includes policy analysis, human rights, women’s rights, and document drafting.

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Bhavini Pant

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Bhavini serves as a PoSH external member for 30+ companies in industries like education, healthcare, IT, Pharma, and more. She has 70+ hours of experience consulting on sexual harassment investigations in the workplace and supporting partner organizations on the legal procedure and best practices for workplace safety.

Before Serein, Bhavini worked as an archivist at Tata Institute of Fundamental Research, Mumbai, and as an editorial assistant for IIT Bombay’s PR and Alumni Associations department.

She has a Master’s degree in Education from Azim Premji University where she worked extensively with the management on anti-sexual harassment legal implementation. Her work involved the interpretation of the law in a university as a workplace and an educational institution for adults. 

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Kirtika N

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Kirtika is an expert speaker and workshop facilitator on topics like sexual harassment awareness, bystander intervention, and anti-harassment redressal mechanisms. She has developed learning content for investigating committees on topics like witness cooperation in a workplace sexual harassment inquiry proceeding. 

Kirtika serves as a PoSH external member for 30+ companies in fintech, healthcare, business management, gaming, and more. She has 50+ hours of experience consulting on sexual harassment investigations at the workplace and supporting partner organisations on legal procedure and best practices.

She has a Master’s degree in Counseling Psychology from Montfort College, Bengaluru, and has experience working as a trainee counselor.

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Sharanya serves as a PoSH external member for 15+ companies in e-commerce, fintech, healthcare, SaaS, and more. She supports partner organisations on legal procedures and best practices to build safe work cultures.

She has been involved in the review of PoSH policies, labour law compliances, and research regarding the risk of secondary victimisation of complainants under the PoSH Act.

Sharanya graduated with BBA, LLB (Hons.) degree from Symbiosis Law School, Pune. She has experience in PoSH and employment law with notable law firms like Shardul Amarchand Mangaldas and Co., J. Sagar and Associates, among others.

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