In the year 1992, Bhanwari Devi, employed with the rural development program of the Government of Rajasthan, was viciously gang-raped because of her efforts to stop the then prevailing practise of child marriage in support of the government’s campaign against child marriage. This supreme court judgment defined the ambit of Sexual Harassment as including an uninvited or unwelcome sexual favour or sexual gestures from one gender towards the other gender Vishaka Judgment is a historical case that deals with the offence of Sexual Harassment of women at her workplace. Know How Before the Posh Act: Vishaka vs State of Rajasthan (1997) The person who can file a complaint has to be a woman, the POSH Act is not gender-neutral. The PoSH Act, as mandatary compliance, requires every company having more than ten employees to constitute an Internal Complaints Committee (ICC) in the prescribed manner to receive and address the complaints of any sort of sexual harassment from women in a time-bound and extremely confidential manner.

The PoSH Act has been implemented to prevent and protect women from sexual harassment at the workplace and thereby ensure a safe working environment for women. PoSH (Protection of Women from Sexual Harassment) Act, 2013 UN Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW).Are there any mandates at the international level against sexual harassment?.J.S Verma Committee on sexual harassment at workplace, 2012.Before the Posh Act: Vishaka vs State of Rajasthan (1997).PoSH (Protection of Women from Sexual Harassment) Act, 2013.

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