Prevention from Sexual Harassment Act (POSH) Act 2015 has a landmark legislation in field of gender empowerment and gender justice by protecting women against workplace harassment.

POSH Act → limited success in raising awareness about sexual harassment Lack of constitution of Internal Complaints Committee in many organizations → so only 12 out of 20 separated jurisdiction have constituted ICC. Lack of awareness building by the corporate at workplace - Gender biased nature of laws → where only women are covered, not transgender - Hesitation among women to report offences due to career loss - Lack of sensitive training and awareness campaign to highlight the subtle form of harassment. - Use of coercive measures to force female employees to take both complaint. Factors hindering outreach of POSH Act to unorganized sector women: - Non-constitution of district complaints committee for unorganized sector. - Lack of awareness about the act among women. - Fear of reporting client the incident. - Unorganized sector like domestic workers are outside the scope of administration. - Lack of adequate and legal support to fight cases. - An inadequate use of civil society and NGOs for awareness generation and capacity building. - Complacency culture where it is considered normal.

[Diagram showing strategies to bridge the gap with branches:] - Preparatory role of civil society & NGOs - Awareness generation among unorganized sector women - Regular campaigns and workshops at residential societies, small firms - Proper implementation of district complaints committee and effective functioning - Police should be sensitized to inform women if needed - Ensure adequate legal support to victim women This act can be instrumental in enhancing the workplace participation of women and economic empowerment. There is a need to make it more strong and gender-neutral.

— Nidhi Goyal · AIR 91