Working in a safe and secure environment is a blessing in today’s world. It is crucial that every individual—whether male, female, or a member of the LGBTQ+ community—has access to a workplace that ensures safety, respect, and inclusivity. A positive work environment not only enhances well-being but also fosters productivity and professional growth.
With over 15 years of experience in aviation and academics, Ms. Swati Kaushal, PDP & Head of International Placements at Servo Hospitality School, and a certified PoSH Trainer, offers valuable insights into the significance of the PoSH policy. Understanding this policy empowers individuals to work freely and confidently, fostering a safe and respectful workplace.
POSH Policy: Ensuring a Safe and Respectful Workplace in the Hotel Industry
Introduction
A workplace should be a safe and respectful space for all employees. However, sexual harassment remains a significant concern, especially in customer-facing industries like hospitality. To address this, India introduced the Prevention of Sexual Harassment (POSH) Act, 2013, making it mandatory for organizations to establish preventive and corrective measures.
In the hotel industry, where employees frequently interact with guests, vendors, and colleagues, a strong POSH policy is crucial to ensuring a professional and safe work environment.
Understanding POSH
The POSH Act defines sexual harassment as any unwelcome behavior of a sexual nature, including:
- Physical contact and advances
- Demand or request for sexual favors
- Sexually colored remarks
- Display of explicit content
- Any other unwelcome physical, verbal, or non-verbal conduct of a sexual nature
Legal Requirements of POSH for Hotels
Hotels with 10 or more employees must comply with the POSH Act by implementing the following:
- Internal Complaints Committee (ICC)
- Hotels must form an ICC, including a senior female employee as the presiding officer, two other employees, and an external expert from an NGO or legal background.
- The ICC investigates complaints and must resolve them within 90 days.
- Clear POSH Policy Communication
- Hotels must define sexual harassment and display the policy in visible locations (staff rooms, employee handbooks, etc.).
- Employees should be encouraged to report incidents without fear of retaliation.
- Regular Training and Awareness
- Conduct mandatory POSH training for all employees, including front desk staff, housekeeping, kitchen staff, and security.
- Induction programs must include POSH awareness sessions.
- Strong Complaint Redressal Mechanism
- Employees should have a confidential, unbiased, and accessible reporting system.
- Strict disciplinary actions (warnings, suspension, and termination) should follow if misconduct is proven.
Why POSH is Critical in the Hotel Industry
Hospitality employees often face unique challenges, such as:
✅ Guest Misconduct: Inappropriate guest behavior, including verbal abuse and physical advances.
✅ Late Working Hours: Shift-based jobs and night shifts increase vulnerability.
✅ Power Dynamics: Junior staff may fear retaliation when reporting senior-level misconduct.
✅ Lack of Awareness: Many employees do not know their rights, making them hesitant to report harassment.
Real-World Example: The Oberoi Hotels & Resorts Initiative
The Oberoi Group, a leading luxury hotel chain, has set a benchmark for POSH implementation. They conduct mandatory training sessions for all employees, including role-playing scenarios to handle guest misconduct. Employees are encouraged to report incidents anonymously via a confidential hotline. The hotel also has CCTV monitoring in common areas and strict guest policies, allowing them to blacklist offenders if needed. This proactive approach has enhanced employee confidence and created a zero-tolerance culture for harassment.
How Hotels Can Strengthen POSH Compliance
1️⃣ Training & Awareness
- Conduct periodic refresher training to reinforce POSH policies.
- Display POSH posters in break rooms and staff areas.
2️⃣ Handling Guest Misconduct
- Establish a guest misconduct policy and train employees on handling such situations.
- Implement a strict guest blacklist system for repeated offenders.
3️⃣ Security Measures
- Install CCTV cameras in public and employee areas.
- Provide emergency help buttons for immediate assistance.
4️⃣ Zero-Tolerance Code of Conduct
- Enforce strict disciplinary measures for any violation of POSH guidelines.
- Extend POSH policies to third-party vendors and contractors.
Conclusion
Implementing a robust POSH policy is not just a legal requirement—it is an ethical responsibility. A hotel that ensures a harassment-free environment fosters employee trust, higher job satisfaction, and a better brand reputation. By prioritizing safety, training, and strict redressal mechanisms, hotels can create a workplace that is both professional and respectful.
