When we think of sexual harassment in the workplace, the absence of complaints is often seen as a victory. But what if that silence is a sign of something far more concerning? Red flags in sexual harassment reporting don’t always come in the form of complaints. In fact, when there are no complaints, that is when organisations should start asking some difficult questions.
In my 15+ years of working in the field of POSH (Prevention of Sexual Harassment) compliance and safe workplace advocacy, I’ve learned that silence can be a deceptive comfort. An organisation with “no complaints” may, in fact, be nurturing an environment where people feel unsafe to speak up.
About the Author: Vishal Bhasin, Co-founder of NoMeansNo
Vishal Bhasin is a leading POSH (Prevention of Sexual Harassment) expert and co-founder of NoMeansNo, a division of the Centre for Skill Development & Training, specialising in workplace safety and compliance. Over the past 15 years, Vishal has conducted over 1,200 POSH workshops for more than 1.5 lakh individuals, both in India and internationally.
Vishal serves as an external member for nearly 100 Internal Committees (ICs) and has personally overseen more than 400 sexual harassment investigations.
His pragmatic, high-energy approach, paired with his profound legal expertise, has made Vishal a highly respected figure in the field. Not only has Vishal become one of the few male professionals excelling in a predominantly female-led domain, but he also brings a fresh perspective to addressing sexual harassment in diverse industries.
Outside of his POSH expertise, Vishal is passionate about wildlife, especially tigers, and often visits national parks, drawing inspiration from nature to apply lessons to workplace dynamics.
The misleading red flags in sexual harassment reporting: ‘No Complaints’
One narrative that has remained constant, and frankly concerning, over these years is organisations proudly stating, “Luckily, we have never had a sexual harassment case, so all is well!” Really? I wish it were that simple. We are dealing with human beings, not machines. There are multiple touchpoints where things can potentially go wrong. These may include workplaces, official travel, client interactions, retreats, parties, and extended workplace environments.
People, at times, knowingly or unknowingly, cross lines, misjudge situations or misinterpret boundaries. With the focus on diversity in today’s workplace, it is hard to believe that there has never been any instance of sexual harassment. For me, such claims are often a red flag in sexual harassment reporting.
If there are no complaints, it is not a cause for celebration. Instead, it could indicate that employees feel unsafe reporting incidents, are not aware of what constitutes sexual harassment, or that discussions around harassment are still taboo.
The reality behind reporting gaps
So, what does this silence indicate? There could be a lack of awareness of what sexual harassment truly means, a culture of fear and hesitation, or simply social taboos surrounding the issue. If employees are not speaking up, the company may not have cultivated an environment where employees feel safe and confident to raise concerns.
The reality is that when a company has moderate reporting of sexual harassment, it is actually a healthy sign. It shows that employees trust the system. The redressal mechanisms are working, and employees feel empowered to speak up when something goes wrong.
Sexual harassment across sectors
When the POSH Act was first introduced, there was a general misconception that sexual harassment reporting would primarily happen in sectors like IT, KPOs, and BPOs. However, data from my experience as part of Internal Committees (ICs) tells a different story. Of the 400 cases I have handled:
- Around 30% of complaints came from the manufacturing sector, including automobiles, pharmaceuticals, and FMCG.
- The hospitality and aviation sectors followed closely at 22%.
- Surprisingly, the IT/BPO/KPO industries accounted for only 19% of the total.
- Higher education institutions and the development sector were unexpected contributors.
What is even more concerning is that in over 90% of these cases, the respondent was a senior figure. They were either holding a higher position or having employment control over the complainant. The numbers alone should be a wake-up call for companies.
Awareness drives reporting—and that’s a good thing
Organisations must focus on awareness and education rather than just building complaint mechanisms. Prevention starts with educating employees about what harassment looks like, what behaviours cross the line, and how to safely report them. That is where many organisations fall short.
I remember being asked during an interview how I measure the success of my POSH workshops. The answer is simple: awareness leads to action. One example stands out: after conducting a POSH workshop for a sales team at a consumer durables company, I boarded a flight to Mumbai. Just before takeoff, I received a message from the CHRO about a POSH complaint—just hours after the session. To me, that’s a 10/10 success.
When people are empowered to report harassment, the number of complaints will initially rise. That is a good thing. However, some organisations are afraid that holding training will “encourage” complaints. In fact, I have had clients ask me not to share real-life scenarios, fearing it might give employees ideas. That mindset needs to change.
Compliance vs. Culture
There is a vast difference between simply achieving POSH compliance as a check-the-box exercise and fostering a culture where employees feel safe and respected. Many companies opt for e-learning modules and think their work is done, but that’s far from the truth. Real compliance is about creating an inclusive environment where people feel empowered to report without fear of retaliation. That’s what drives actual progress.
At its core, POSH is about prioritising the well-being of your employees. It is not about “me too,” it is about “me first”. POSH training is not about avoiding complaints; it is about cultivating an atmosphere where employees feel they can—and should—speak up. The measure of success in a workplace is not the absence of complaints but fostering a work environment where everyone’s voice is valued. Red flags in sexual harassment reporting include a complete lack of reports, as it likely signals fear, not safety.
Investing in training and awareness
If organisations want to go beyond mere legal compliance, they must invest in awareness programs, regular workshops, and comprehensive training. They should not do it just once a year but continually. Leaders and managers need to be taught how to address inappropriate behaviour, and they should actively promote a culture of transparency.
Building robust reporting mechanisms that allow employees to report without fear of retaliation is vital. A company that prioritises safety, inclusion, and respect creates an environment where harassment is unlikely to flourish. Organisations that invest in awareness, promote open conversations, and take proactive measures to prevent harassment are setting a benchmark for success—one that goes far beyond mere compliance.
Red flags in sexual harassment reporting: The final thoughts
Remember, zero-tolerance begins with awareness.
At the end of the day, prevention against sexual harassment is not just about ticking legal boxes. It is about respect, empowerment, and ensuring that everyone—no matter their rank—has a voice. Achieving a culture of zero tolerance for harassment requires ongoing awareness, training, and a deep commitment to cultural change. That is what I have dedicated my career to—and it will make a meaningful difference in your organisation, too.
So ask yourself: What is your organisation doing to ensure a safe and inclusive workplace?
Disclaimer: The views expressed in this article are based on the writer’s insights, supported by data and resources available both online and offline, as applicable. Changeincontent.com is committed to promoting inclusivity across all forms of content, which we define broadly to include media, policies, law, and history—encompassing all elements that influence the lives of women and gender-queer individuals. Our goal is to promote understanding and advocate for comprehensive inclusivity.
