Emojis feel harmless. Casual. Almost invisible in everyday work chats.
But in POSH inquiries, those tiny icons can carry serious weight.

In this episode of POSH Conversations on Metis POSH Radio, host Jayaprada speaks with Dr. Anita, POSH consultant at Metis POSH Consulting, to unpack how emojis are interpreted under India’s Prevention of Sexual Harassment framework.

The conversation breaks down why emojis are not “just decoration” in professional communication and how they can become evidence in a POSH complaint.

You’ll learn:

• Why impact matters more than intent, even with emojis

• Which emojis are commonly flagged as inappropriate at work

• How power dynamics change the meaning of the same emoji

• When emojis strengthen a complaint and when they weaken it

• Why group chats and “public” messages are not a safe excuse

• Practical do’s and don’ts for using emojis at work without crossing boundaries

Using real-life POSH case examples, this episode shows how patterns, repetition, timing, and ignored discomfort signals can turn a simple emoji into a red flag.

The key takeaway is simple.
Digital behaviour is workplace behaviour.
When in doubt, leave it out. Emojis are optional. Respect is not.

Metis POSH Consulting helps organisations build safe, respectful workplaces through clear policies, practical training, legal advisory, audits, and culture-building content in every major Indian language. From employee sessions to IC support to communication campaigns, we make POSH simple, human, and effective.
For Sales and collaboration: contact@posh.metisindia.com
Follow us:
Instagram: instagram.com/metisposh
LinkedIn: linkedin.com/company/metisposh
X: @metisposh
YouTube: youtube.com/@metisposh
Radio: https://posh.metisindia.com/metis-posh-radio/
Phone: +91-95355 66588
Website: www.posh.metisindia.com

In this episode of Posh Conversations, hosts Jaya and Rajesh dive into the importance and intricacies of the POSH annual report. They explain how this legally required document under India's POSH Act reflects an organization's commitment to workplace safety, accountability, and culture. The discussion covers the key components of the report, frequently asked questions, and common misconceptions. They emphasize that the report should be seen not just as a compliance task but as an opportunity to review and enhance the organization's POSH framework. The episode aims to provide clarity for internal committee members, HR, and employees about the significance and preparation of the POSH annual report.

00:00 Introduction to Posh Conversations

00:33 Understanding the Posh Annual Report

01:41 Importance and Compliance of the Posh Annual Report

03:43 Frequently Asked Questions

07:06 Filing and Reporting Details

09:33 Conclusion and Key Takeaways

Metis POSH Consulting helps organisations build safe, respectful workplaces through clear policies, practical training, legal advisory, audits, and culture-building content in every major Indian language. From employee sessions to IC support to communication campaigns, we make POSH simple, human, and effective.

For Sales and collaboration: contact@posh.metisindia.com

Follow us:

Instagram: instagram.com/metisposh

LinkedIn: linkedin.com/company/metisposh

X: @metisposh

YouTube: youtube.com/@metisposh

Radio: https://posh.metisindia.com/metis-posh-radio/

Phone: +91-95355 66588

Website: www.posh.metisindia.com

In this episode of Posh Conversations on Metis POSH Radio, Jayapradha and Anita break down some of the most common myths surrounding the POSH Act. From assumptions about who can file complaints to misunderstandings about evidence, timelines, and what counts as harassment — this segment brings clarity with real examples from workplace cases.

They discuss:
• Why the respondent isn’t always a man — and how POSH applies to all genders
• Why POSH is not “anti-men” and is meant to ensure safe, respectful workplaces
• How false complaints are dealt with seriously by the IC
• How POSH applies beyond corporate offices — including schools, hospitals, NGOs, domestic work, virtual meetings, and employer-provided transport
• Why sexual harassment includes verbal, non-verbal, written, and virtual behaviour
• Why complaints don’t have to be made immediately — and how trauma impacts reporting
• Why lack of evidence doesn’t invalidate a complaint — and how the IC evaluates credibility, context, and consistency

The hosts highlight how myths can discourage genuine complaints and emphasise the importance of awareness. POSH isn’t about blaming anyone — it’s about building safer, more respectful workplaces for all.

Tune in for an eye-opening conversation that demystifies the law and empowers employees to use the POSH system confidently.