Leadership’s Role in Combating Workplace Sexual Harassment

Manisha Madan

When I chose Advertising, Media, and Corporate Communications as my career path more than 30 years ago, I knew I was stepping into an industry where male dominance and workplace harassment were often unspoken realities. Coming from a middle-class family, my parents were not just skeptical—they were appalled. They feared for my safety and questioned whether this was the right career choice for me.

From Day One, I understood that if I wanted to survive and thrive in this industry, I had to stand firm on my terms—even at the cost of career progression. I said no to late-night "official" meetings, after-office outings, and outstation work trips, even as I watched some of my colleagues move ahead into senior roles. At times, I was labeled "unambitious," but I stood my ground. Today, as I look back at my career, I take pride in knowing that I let my work speak for itself.

However, for young professionals today, navigating these challenges is not always as straightforward. The competitive nature of the corporate world makes it difficult to set such boundaries. Fortunately, workplace awareness has improved significantly over the years, and most organizations today recognize these issues and adhere to the Policy Against Sexual Harassment (POSH) guidelines to create safer environments.

Sexual harassment in the workplace is not just an HR issue—it is a leadership issue. While policies and laws exist, their effectiveness depends on how seriously leaders take their role in fostering a safe and respectful work environment. As someone who has spent over three decades in corporate communications, I have seen firsthand how leadership directly shapes workplace culture.

I consider myself fortunate to have worked in environments where employees felt safe, respected, and empowered to speak up. Today, as the Chairperson of the POSH Committee in my organization, I make it a point to reassure every newly inducted female employee in our first meeting that they are in a safe workplace. But policies alone are not enough—real change happens when leadership is committed to enforcing them, not just complying with them.

Throughout my career, I have observed both extremes—organizations where leaders took a firm stance on ethical behavior and others where silence and inaction allowed toxic cultures to fester. I recall a senior executive who once dismissed an employee’s complaint about inappropriate behavior as “just office banter.” The reluctance to take action not only discouraged the complainant but also sent a chilling message to others: speaking up is pointless. On the other hand, I have seen organizations where the CEO personally addressed employees after a harassment case, reaffirming a zero-tolerance policy and ensuring swift corrective measures. The difference in leadership approach determined whether employees felt safe or silenced.

Harassment is not always overtly sexual. Sometimes, it takes the form of subtle biases and gender-based stereotypes. Being told that, as a woman, I might not be able to do justice to a role because I also have family responsibilities—implying that my focus is divided—is a form of workplace discrimination. Like many women, I have had to override familial commitments to prove that I was just as committed as my male colleagues.

One experience that still stands out to me is when I received a lower performance rating simply because I had been on maternity leave. My supervisor justified it by saying, “I didn’t see you in the office for three months, so I can’t evaluate your work fairly.” I knew I couldn’t protest because, with a small child at home, there would likely be more instances in the future where I would need to prioritize family over work. I simply couldn’t afford to be labeled as “difficult” or “unreliable.”

That was 15-20 years ago. Thankfully, today, the legal landscape is different. In 2013, the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act (POSH Act) was introduced to provide a legal framework for preventing and addressing workplace harassment. The law mandates that organizations with 10 or more employees establish an Internal Complaints Committee (ICC) to handle complaints. The POSH Act aims to create workplaces where employees—especially women—can work with dignity, free from harassment or fear of retaliation.

While the Act provides structure and legal backing, true change depends on leadership. Creating a harassment-free workplace is not just about reacting to complaints—it is about proactively fostering a culture of safety, respect, and fairness.

Women employees, in turn, must stand up for their rights, call out favoritism and unfair treatment, and support each other in the workplace. A truly inclusive culture is built when leadership and employees work together to challenge biases and ensure fairness.

Organizations that invest in ethical leadership and employee safety see long-term benefits in trust, productivity, and reputation. Sexual harassment prevention is not just about compliance—it is about commitment.

As I reflect on my career, I realize that standing by my principles may have slowed my career progression at times, but it also earned me the respect and credibility that matter in the long run. I hope that the workplaces of today and tomorrow will not force women to make such choices, but will instead create an environment where talent—not gender—determines success.

Manisha Madan is a seasoned marketing and communications professional with extensive experience in building brands and shaping corporate narratives. With a career spanning over three decades, she has worked across industries, driving impactful storytelling and ethical leadership. As the Chairperson of the POSH Committee in her organization, she is committed to fostering safe and inclusive workplaces.

For organisations seeking to strengthen their PoSH/DEI frameworks, write to us on hello@shesr.in to build inclusive workplaces that empower, retain, and elevate women. Talk to us to know more about leadership's role in preventing workplace harassment.