Why POSH Training Fails (And How to Fix It)

The Ground Reality in 2025

POSH training is not new. Most companies today are doing it at least on paper.

But here’s what we’re seeing on the ground:

Teams still whisper about what’s appropriate and what’s not
Managers freeze when someone reports sexual harassment at the workplace
Employees hesitate to come forward, even when they need help

In manufacturing, e-commerce, and financial services where workforces are large, diverse, and spread across locations, POSH training is not just a legal requirement. It’s a business need.

When POSH training fails, you lose more than compliance. You lose trust. You lose good people. And eventually, you lose reputation.

1. 87% of Companies Still Treat POSH Training as a One-Time Event

Most POSH training sessions are annual. They’re done to tick a compliance box. Often, they’re crammed into a half-day workshop or squeezed into orientation slides.

Here’s the problem: workplace harassment doesn’t follow a calendar.

If your POSH training is once a year, you’re relying on memory, not behavior. Even worse, employees stop taking it seriously when no one follows up.

What smart companies are doing in 2025:

Embedding POSH awareness into induction and leadership development
Sending quarterly refreshers via email, WhatsApp, or micro-learning apps
Making POSH part of team discussions and performance culture

It’s not about more training hours. It’s about smarter, spaced-out touchpoints.

2. 3 Out of 5 Employees Find the Training Too Generic or Irrelevant

Typical POSH training sessions often include:

Legal jargon
Old case studies
A static presentation on Internal Committee (ICC) structure

This doesn’t connect. Especially not in high-speed industries or blue-collar environments.

People want real-world examples that reflect their roles and realities.

For example:

In a warehouse: a supervisor making personal remarks
In a support team: late-night messages with personal undertones
In a finance firm: isolating an employee after she speaks up

What works in 2025:

Department-specific content for POSH training
Industry-relevant examples of sexual harassment at the workplace
Interactive formats: videos, roleplays, internal podcasts

Some companies even use regional language content engagement goes up, and so does understanding.

3. Most Managers Are Not Trained to Respond When It Matters

One of the biggest gaps in POSH training? Managers don’t know how to respond.

When someone says, “I want to report something,” they either:

Panic
Minimize the issue
Delay action

And trust breaks right there.

What works:

Train managers in listening and escalation
Use simulations to roleplay real scenarios
Give every manager a POSH quick-reference guide

Manager training is where prevention begins. If leaders aren’t prepared, the Internal Committee can’t function effectively.

4. There’s No Trust in the Reporting Process

Common employee feedback:

“There’s no point in reporting. It won’t be taken seriously.” “I don’t even know who’s in the Internal Committee.” “I’ll face retaliation if I complain.”

This shows a failure not of policy, but of perception.

When people don’t trust the process, they stay silent. And that silence creates unsafe environments.

Solutions companies are using:

Anonymous reporting options (digital or drop-box style)
IC introductions at town halls or onboarding sessions
Regular updates on resolved cases (while maintaining privacy)
Visible leadership support for POSH policy and action

In one logistics company, a QR-based complaint form in multiple languages led to a 3x increase in reporting—not just complaints, but clarification requests too.

5. POSH Isn’t Linked to Workplace Culture or Company Values

If your mission says “people first” but POSH is a tick-box, employees notice the disconnect.

Real culture is what gets rewarded, ignored, or punished. POSH training must reflect those values.

What smart companies do:

Include respectful behavior in leadership KPIs
Celebrate actions that uphold safe workplace culture
Recognize employees who speak up, support peers, or educate teams

For example, one financial services client started a “Culture Champion” award for those driving employee safety and inclusion. Small step, big shift.

What Good Looks Like in 2025: Real Stories

Case: Logistics Startup
Problem: Delivery teams unaware of boundaries
Fix: POSH training during onboarding + monthly SMS reminders
Result: 40% higher engagement and proactive reporting

Case: Manufacturing Plant
Problem: Factory workers feared the ICC
Fix: Local language posters and in-person IC introductions
Result: First formal complaint raised in 2 years handled successfully

Case: Financial Firm
Problem: No complaints = trust gap
Fix: Anonymous “Ask the IC” system + open HR sessions
Result: Spike in employee safety concerns being voiced (and resolved)

The Business Case for Strong POSH Training

It’s not just about compliance. Poor POSH training affects:

Retention: Unsafe workplaces lose good talent
Productivity: Stress kills focus and collaboration
Brand: Mishandled cases damage reputation

Companies investing in POSH training see real ROI: safer teams, stronger culture, and fewer legal risks.

How to Fix POSH Training at Your Company

Use this quick checklist:

You don’t need a bigger budget. You need a better, braver approach.

Ready to Make POSH Practical?

At Eclatmax, we work with clients across manufacturing, logistics, retail, e-commerce, finance, and tech—to turn POSH policy into lived culture.

Want to know where your POSH training stands? Book a free diagnostic call. Let’s build workplaces where respect isn’t optional, it’s the norm.