Workplace Safety – No longer Optional but a Business Essential

2025 presented an opportunity to mentor a social impact organisation dedicated to the vision of “Empowering the Disempowered” segments of society, including “Women”. My starting point was to understand the term “disempowerment” within the context of women. Secondary research revealed that the “Six S”—Siksha, Swasthya, Samajik Nyaya, Swalambhan, Samvedan, and Samta—are manifestations of women’s disempowerment. While this is a subject close to my heart and related to gender, and I could discuss it extensively based on my ongoing research, for this post, I will focus on the fundamental expectations of women for a safe, decent, respectful workplace that upholds their rights to equality and dignity.

The ecosystem, as we know, includes low literacy levels driven by unconscious biases within families, a lack of awareness, and limited access to higher education opportunities, leading to a mismatch between employable qualifications and skills, all contributing to lifelong financial disempowerment amongst women.

For women who brave these challenges, including societal and familial perceptions of safety, especially in metro cities, long commutes and demanding work hours often result in dropouts due to marriage, maternity, spouse mobility, elder care, child-rearing, nuclear families, and unsupportive marital environments.

Most women who persist, whether due to economic necessity or personal ambitions, face workplace challenges such as hostile environments, unconscious biases in hiring, promotions and pay, work-life imbalance, limited opportunities after career breaks, and weak enforcement of supportive laws. All these factors contribute to their mental, physical, and emotional disempowerment.

A common question might be, “Why a post on workplace safety in August, long after the March ‘Women’s Day’ celebrations?” The reason: The Hon’ble Supreme Court on August 12th issued a directive to all States and Union Territories to complete a district-wise survey on all establishments within six weeks to verify compliance with the PoSH Act- Prevention of Sexual Harassment of Women (Prevention, Prohibition and Redressal) Act 2013, and whether Internal Committees have been established as mandated. Organisations found non-compliant could face cancellation or non-renewal of their business licenses.

These directives resemble a clarion call for all employers and establishments with 10 or more staff, recognising that “workplace safety” is a genuine concern. Over the decade since the law’s enactment, compliance remains more the exception than the rule. Where there is compliance, it is often a superficial checkbox exercise, considered a low priority and a manageable risk.

In my view, the Supreme Court’s actions are informed by prior experience with the weak and inconsistent implementation of the Vishaka Guidelines, established in 1997 to enforce gender equality and protect women from sexual harassment. In 2006 and 2012, the Court noted the lack of sufficient information on enforcement and directed government officials to bolster the formation and operation of Internal Complaint Committees.

For those unfamiliar with workplace safety legislation, it’s important to understand that the law is comprehensive. It applies to all establishments, regardless of size, revenue, sector, or ownership structure, and covers actions against malicious complaints, roles of redressal authorities, standards of proof, prompt inquiry procedures, relief measures, penalties, and mandatory reporting.

The courts have reflected the evolving socio-economic landscape, especially post-COVID, where workplaces now include remote, virtual, cross-border, and boundaryless environments, with evidence often recorded through electronic media, extending protections to gig workers, transgender individuals, and platform workers.

Unfortunately, the law and its enforcement do not fully address issues like non-reporting driven by fears of stigma, trauma, retaliation, or low confidence in mechanisms, alongside tedious inquiries and low conviction rates.

Nevertheless, statistics confirm that “Workplace Safety” remains a growing concern. It is the inalienable duty of employers to be “Equal Opportunity Employers” by fostering an ecosystem devoid of discrimination, violence, and exploitation, regardless of colour, race, caste, creed, location, abilities, or orientation.

The Supreme Court’s directive acts as a wake-up call for all employers and establishments lagging in compliance. Non-adherence poses a business risk, potentially leading to cancellation of licenses. Offering a safe workplace not only complies with the law but also attracts and retains talent, enhances employer branding, boosts productivity, and reduces staff turnover.

For further details on this subject, you may contact [email protected].

By Triveni Mehta, Senior Human Resource Consultant