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srikanthlogic/equity-&-etiquette_-the-vishaka-challenge-quest.json

Created August 10, 2025 17:10
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equity-&-etiquette_-the-vishaka-challenge-quest.json
{
"board": {
"jailPosition": 10,
"locations": [
{
"description": "Welcome to the company! Start your journey towards a respectful workplace.",
"name": "Onboarding Day",
"type": "START"
},
{
"description": "Understanding the core of workplace conduct policies.",
"name": "Policy Fundamentals",
"type": "PROPERTY",
"color": "bg-blue-600"
},
{
"description": "Community support for building a cohesive and respectful team.",
"name": "Team Harmony Fund",
"type": "COMMUNITY_CHEST"
},
{
"description": "Learning proactive steps to prevent harassment and discrimination.",
"name": "Prevention Protocols",
"type": "PROPERTY",
"color": "bg-blue-600"
},
{
"description": "Skipped a crucial awareness session. Pay the price in knowledge.",
"name": "Missed Training Penalty",
"type": "TAX"
},
{
"description": "Your first point of contact for guidance and support.",
"name": "HR Department",
"type": "UTILITY"
},
{
"description": "A dedicated space for addressing concerns fairly and confidentially.",
"name": "Grievance Redressal Point",
"type": "PROPERTY",
"color": "bg-pink-600"
},
{
"description": "Draw a card and face a realistic workplace situation.",
"name": "Workplace Scenario Card",
"type": "CHANCE"
},
{
"description": "The body responsible for investigating and resolving complaints.",
"name": "Internal Committee (IC)",
"type": "PROPERTY",
"color": "bg-pink-600"
},
{
"description": "An allegation has been made. Go to Reflective Corner.",
"name": "Misconduct Allegation",
"type": "GO_TO_JAIL"
},
{
"description": "Time to reflect on guidelines and responsible behavior. (Jail)",
"name": "Reflective Corner",
"type": "JAIL"
},
{
"description": "Share your thoughts and contribute to a positive environment.",
"name": "Employee Feedback Channel",
"type": "PROPERTY",
"color": "bg-orange-600"
},
{
"description": "Participate in events celebrating our diverse workforce.",
"name": "Diversity & Inclusion Event",
"type": "COMMUNITY_CHEST"
},
{
"description": "Connect with experienced colleagues for guidance and support.",
"name": "Mentorship Program",
"type": "PROPERTY",
"color": "bg-orange-600"
},
{
"description": "For advice on complex legal aspects of workplace conduct.",
"name": "Legal Counsel Office",
"type": "UTILITY"
},
{
"description": "Learn how to safely and effectively intervene in inappropriate situations.",
"name": "Bystander Intervention Training",
"type": "PROPERTY",
"color": "bg-red-600"
},
{
"description": "Draw a card and deal with an unexpected workplace incident.",
"name": "Workplace Incident Card",
"type": "CHANCE"
},
{
"description": "Contributing to continuous improvement of workplace safety policies.",
"name": "Preventive Measures Taskforce",
"type": "PROPERTY",
"color": "bg-red-600"
},
{
"description": "Actions have consequences. A lapse in judgment costs reputation.",
"name": "Reputational Damage Fine",
"type": "TAX"
},
{
"description": "A day to celebrate collective efforts in building a respectful and inclusive environment.",
"name": "Positive Workplace Culture Day",
"type": "FREE_PARKING"
}
]
},
"chanceCards": [
{
"description": "You proactively reported a potentially discriminatory remark. Your vigilance is rewarded!",
"resourceChanges": [
{
"name": "awareness",
"value": 20
},
{
"name": "trust",
"value": 10
}
]
},
{
"description": "Missed an important update on recent policy changes. A lapse in your awareness.",
"resourceChanges": [
{
"name": "awareness",
"value": -15
}
]
},
{
"description": "A colleague sought your advice on handling a delicate situation. Your support built trust.",
"resourceChanges": [
{
"name": "trust",
"value": 25
},
{
"name": "wellbeing",
"value": 5
}
]
},
{
"description": "A minor misunderstanding escalated due to poor communication. Impacts team trust.",
"resourceChanges": [
{
"name": "trust",
"value": -20
}
]
},
{
"description": "You successfully de-escalated a tense situation between colleagues. Positive impact on wellbeing.",
"resourceChanges": [
{
"name": "wellbeing",
"value": 30
},
{
"name": "trust",
"value": 10
}
]
},
{
"description": "Failed to follow a clear procedural guideline, causing delays. Reflects on your diligence.",
"resourceChanges": [
{
"name": "awareness",
"value": -10
},
{
"name": "wellbeing",
"value": -10
}
]
},
{
"description": "Your innovative suggestion for a new training module was adopted. Boosts collective awareness!",
"resourceChanges": [
{
"name": "awareness",
"value": 30
},
{
"name": "trust",
"value": 15
}
]
},
{
"description": "An anonymous feedback highlighted a communication gap you were involved in. Impacts trust.",
"resourceChanges": [
{
"name": "trust",
"value": -15
},
{
"name": "wellbeing",
"value": -5
}
]
}
],
"description": "Navigate the workplace, understand your rights and responsibilities, and build a safe environment guided by the Vishaka Guidelines.",
"footerSections": [
{
"content": "<strong>Objective:</strong> Navigate the workplace board, manage your resources (Awareness, Trust, Wellbeing), and learn about ethical conduct based on the Vishaka Guidelines. The player who best demonstrates understanding and maintains a positive impact on the workplace wins. <ul><li><strong>Movement:</strong> Roll the dice and move your token.</li><li><strong>Spaces:</strong> Land on 'Policy' spaces to acquire knowledge, 'Utility' for support, 'Tax' for penalties, and 'Card' spaces for unexpected events.</li><li><strong>Resources:</strong> Gain 'Awareness' by engaging with policies and training. Build 'Trust' through responsible actions and fostering a safe environment. Maintain 'Wellbeing' by contributing positively and seeking support.</li><li><strong>Going to Reflective Corner:</strong> If you land on 'Misconduct Allegation' or draw a card sending you there, you must reflect for a turn, losing some 'Wellbeing'.</li><li><strong>Bankruptcy:</strong> If any resource drops to 0, you lose the game, indicating a failure to uphold workplace standards.</li></ul>",
"title": "Rules"
},
{
"content": "This game is designed to introduce employees to the core principles and importance of the <strong>Vishaka Guidelines</strong>. These guidelines, laid down by the Supreme Court of India in 1997, were a landmark judgment to provide a framework for preventing sexual harassment of women in the workplace until a legislative act was enacted. They emphasize the employer's responsibility to provide a safe working environment and established the Internal Complaints Committee (ICC). The subsequent <strong>Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013</strong>, formalized these guidelines into law. Through interactive scenarios and resource management, 'Equity & Etiquette' aims to foster a deeper understanding of respectful conduct, grievance redressal mechanisms, and the collective responsibility in building an inclusive and safe professional environment for everyone. Our aim is to promote awareness and empower employees to contribute positively to workplace culture.",
"title": "About"
}
],
"name": "Equity & Etiquette: The Vishaka Challenge",
"playerColors": [
"text-red-600",
"text-blue-600",
"text-green-600",
"text-yellow-600"
],
"resources": [
{
"barColor": "bg-blue-500",
"icon": "InfoIcon",
"initialValue": 100,
"name": "Awareness",
"maximumValue": 200,
"minimumValue": 0
},
{
"barColor": "bg-green-500",
"icon": "MoneyIcon",
"initialValue": 100,
"name": "Trust",
"maximumValue": 200,
"minimumValue": 0
},
{
"barColor": "bg-purple-500",
"icon": "TimeIcon",
"initialValue": 100,
"name": "Wellbeing",
"maximumValue": 200,
"minimumValue": 0
}
],
"communityChestCards": [
{
"description": "Company-wide 'Speak Up' campaign launched. Everyone gains courage to report.",
"resourceChanges": [
{
"name": "awareness",
"value": 15
},
{
"name": "trust",
"value": 10
}
]
},
{
"description": "Employee recognition for fostering an inclusive environment. Feel good and inspire others!",
"resourceChanges": [
{
"name": "wellbeing",
"value": 25
},
{
"name": "trust",
"value": 5
}
]
},
{
"description": "New digital library of HR resources is now available. Boost your knowledge!",
"resourceChanges": [
{
"name": "awareness",
"value": 20
}
]
},
{
"description": "A successful team-building event improved inter-departmental relations. Enhances trust.",
"resourceChanges": [
{
"name": "trust",
"value": 30
}
]
},
{
"description": "Volunteered for a workplace wellness initiative. Positive impact on your own and others' wellbeing.",
"resourceChanges": [
{
"name": "wellbeing",
"value": 20
},
{
"name": "awareness",
"value": 5
}
]
},
{
"description": "Company achieved 100% compliance on a recent audit of ethical guidelines. Boosts collective trust.",
"resourceChanges": [
{
"name": "trust",
"value": 20
},
{
"name": "awareness",
"value": 10
}
]
},
{
"description": "A new 'Open Door' policy is implemented, making it easier to raise concerns. Improves trust and wellbeing.",
"resourceChanges": [
{
"name": "trust",
"value": 15
},
{
"name": "wellbeing",
"value": 10
}
]
},
{
"description": "Received positive feedback on your commitment to a respectful workplace. Gain wellbeing.",
"resourceChanges": [
{
"name": "wellbeing",
"value": 15
}
]
}
],
"groundingInReality": true,
"positivity": 0.5,
"pregeneratedScenarios": {
"Policy Fundamentals": [
{
"title": "The Unnoticed Policy Gap",
"description": "You've just joined \"Policy Fundamentals,\" a company committed to a safe workplace. During an introductory session, you notice a senior manager making a series of comments that, while not overtly aggressive, create an uncomfortable atmosphere for a colleague. You recall hearing about workplace policies, but the company's internal portal seems to lack clear information on how to report such incidents or who constitutes the Internal Complaints Committee (ICC), which is a key body mandated by the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, stemming from the Vishaka Guidelines. The Supreme Court recently highlighted \"serious lapses\" in the enforcement of this Act across many organizations, urging immediate compliance. [17] You wonder if this company is one of them.",
"choices": [
{
"text": "Discreetly inquire with HR about the functioning and composition of the ICC and the official policy for addressing workplace misconduct.",
"outcome": {
"explanation": "By taking a proactive approach to understand the policy and the ICC's structure, you demonstrate awareness and contribute to a safer environment. You discover that while the company has a policy on paper, the ICC's members haven't been adequately trained or publicized, reflecting the \"serious lapses\" noted by the Supreme Court. Your inquiry prompts a review. [17]",
"resourceChanges": [
{
"name": "awareness",
"value": 2
},
{
"name": "trust",
"value": 1
},
{
"name": "wellbeing",
"value": 1
}
]
}
},
{
"text": "Observe further and wait for a more explicit incident or for your colleague to speak up first, assuming the company has policies in place.",
"outcome": {
"explanation": "While understandable, waiting can lead to prolonged discomfort for your colleague and yourself. The lack of visible policy enforcement might signal a systemic issue, potentially impacting overall workplace wellbeing if not addressed. You realize that a safe environment often requires active participation.",
"resourceChanges": [
{
"name": "awareness",
"value": 0
},
{
"name": "trust",
"value": -1
},
{
"name": "wellbeing",
"value": -1
}
]
}
}
],
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"sourceTitle": "How do internal complaints committees work? | Explained - The Hindu",
"id": "policy-fundamentals-0",
"custom": false,
"enabled": true
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],
"Prevention Protocols": [
{
"title": "The Dismissive Remark",
"description": "A new, detailed poster outlining the Vishaka Guidelines and the PoSH Act has been prominently displayed near the common area, emphasizing the company's commitment to a safe workplace. During a tea break, you overhear a colleague, Rohan, making a dismissive joke about the poster, saying something like, 'Oh, another set of rules to make everyone walk on eggshells. What's next, a manual on how to breathe at work?' His remark elicits uncomfortable chuckles from a few, while others visibly cringe. You feel a shift in the atmosphere, and the spirit of 'prevention protocols' seems momentarily undermined.",
"choices": [
{
"text": "Politely interject and clarify the importance of such guidelines for a respectful workplace, perhaps referencing a specific aspect from the poster.",
"outcome": {
"explanation": "By calmly addressing Rohan's remark and highlighting the true purpose of the guidelines, you help reinforce the importance of prevention protocols. This demonstrates your commitment to a safe environment and subtly educates others. While Rohan might feel slightly called out, the overall awareness increases, and trust in a safe environment is strengthened for those who were uncomfortable. Employers are legally bound to provide a safe working environment and conduct awareness sessions under the PoSH Act. [2, 13]",
"resourceChanges": [
{
"name": "awareness",
"value": 15
},
{
"name": "trust",
"value": 10
},
{
"name": "wellbeing",
"value": 5
}
]
}
},
{
"text": "Ignore the comment, assuming Rohan didn't mean any harm and that addressing it might create an awkward situation.",
"outcome": {
"explanation": "Ignoring the comment allows the dismissive sentiment to linger, potentially creating an impression that such guidelines are not taken seriously. This can subtly erode trust among colleagues who might feel less safe or heard, and reduce the perceived importance of prevention efforts. The PoSH Act requires employers to ensure a safe working environment and foster a culture free from harassment. [3, 6]",
"resourceChanges": [
{
"name": "awareness",
"value": -5
},
{
"name": "trust",
"value": -10
},
{
"name": "wellbeing",
"value": -5
}
]
}
}
],
"sourceUrl": "https://ungender.in/everything-you-need-to-know-about-vishaka-guidelines/",
"sourceTitle": "Everything you need to know about Vishaka Guidelines - Ungender",
"id": "prevention-protocols-0",
"custom": false,
"enabled": true
}
],
"HR Department": [
{
"title": "The Unspoken Complaint",
"description": "You overhear your colleague, Priya, discussing uncomfortable interactions with a senior team member. She mentions 'sexually coloured remarks' and unwanted 'physical contact' during team meetings. Priya seems hesitant to report it, expressing fears of repercussions on her career. Deciding to act proactively and understand your role in fostering a safe environment, you approach the HR department to clarify the process for addressing such concerns, guided by the principles of the Vishaka Guidelines and the subsequent POSH Act.",
"choices": [
{
"text": "Ask HR directly about the Internal Complaints Committee (ICC) and the detailed procedure for reporting sexual harassment, emphasizing the importance of confidentiality and protection for the complainant.",
"outcome": {
"explanation": "By actively seeking specific information about the Internal Complaints Committee (ICC) and the reporting procedures, you demonstrate a strong commitment to a safe workplace and adherence to the POSH Act (which superseded the Vishaka Guidelines). This proactive step helps to ensure that a proper channel for grievances is understood and reinforced, potentially increasing trust among all employees that serious matters will be handled appropriately. [2, 3, 5, 6]",
"resourceChanges": [
{
"name": "awareness",
"value": 2
},
{
"name": "trust",
"value": 1
},
{
"name": "wellbeing",
"value": 1
}
]
}
},
{
"text": "Suggest to HR that the company should conduct a general awareness session on respectful workplace conduct and professional boundaries, without directly mentioning Priya's specific situation.",
"outcome": {
"explanation": "While advocating for a general awareness session on workplace conduct is a positive step towards promoting a respectful culture and aligns with the preventive measures outlined in the Vishaka Guidelines and the POSH Act, it doesn't immediately address the need for a formal complaint mechanism for Priya's specific concerns. This approach might increase general awareness but may not fully build the trust required for individuals to report specific incidents of harassment. [2, 7]",
"resourceChanges": [
{
"name": "awareness",
"value": 1
},
{
"name": "trust",
"value": 0
},
{
"name": "wellbeing",
"value": 0
}
]
}
}
],
"sourceUrl": "https://ipers.in/the-vishaka-guidelines-a-step-against-sexual-harrasment/",
"sourceTitle": "The Vishaka Guidelines: A step against Sexual Harrasment - iPleaders",
"id": "hr-department-0",
"custom": false,
"enabled": true
}
],
"Grievance Redressal Point": [
{
"title": "The Hesitant Disclosure",
"description": "A new team member, Maya, approaches the Grievance Redressal Point looking visibly distressed. She mentions a senior colleague's repeated 'jokes' and comments about her attire that make her feel deeply uncomfortable and affect her concentration at work. She's hesitant to call it 'harassment' and fears potential backlash or damage to her career if she escalates the issue. She quietly asks, 'What exactly are my rights here? And will this truly remain confidential?'",
"choices": [
{
"text": "Advise her to immediately file a formal written complaint, emphasizing that quick action is crucial and that the process will handle the rest.",
"outcome": {
"explanation": "While swift action can be important, pushing Maya directly into a formal complaint without first building trust and ensuring she fully understands the process and her protections might overwhelm her. This approach could inadvertently increase her fear of repercussions, making her less likely to engage fully or trust the system in the long run. Many victims are hesitant to report due to fear of retaliation or stigma, highlighting the need for a sensitive approach. [7, 14]",
"resourceChanges": [
{
"name": "awareness",
"value": -1
},
{
"name": "trust",
"value": -2
},
{
"name": "wellbeing",
"value": -1
}
]
}
},
{
"text": "Listen empathetically, explain the purpose of the Vishaka Guidelines (and the POSH Act), detailing her rights to a safe workplace and the confidential, supportive nature of the complaint process, including the role of the Internal Complaints Committee (ICC).",
"outcome": {
"explanation": "Taking the time to listen and provide clear, empathetic information about the Vishaka Guidelines and the POSH Act, which mandates a safe working environment and provides a framework for addressing sexual harassment, empowers Maya. This approach builds trust by assuring confidentiality and detailing the protective measures in place, such as the Internal Complaints Committee (ICC). This increases her awareness of her rights and fosters a sense of security, contributing to her wellbeing and encouraging her to utilize the redressal mechanism effectively. [5, 9, 12]",
"resourceChanges": [
{
"name": "awareness",
"value": 3
},
{
"name": "trust",
"value": 3
},
{
"name": "wellbeing",
"value": 2
}
]
}
}
],
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"sourceTitle": "The Vishakha Case and Its aftermath: A Decade of Progress and Persistent Challenges - Ipleaders, Vishakha Guidelines | Virangana Avanti Bai Govt. College, VISHAKA GUIDELINES, Case Studies: Landmark Judgments on Sexual Harassment - Corrida Legal, Vishaka V. State Of Rajasthan (1997): A Landmark Judgment On Sexual Harassment At Workplaces - Lawful Legal, Organisations still callous about Vishakha guidelines: Shocking revelations on sexual harassment at work - HR Katha, A Legal Analysis of Vishaka Guidelines to Posh Act and Beyond: Addressing Sexual Harassment at work and Advocating Legal Reforms. - iarconsortium",
"id": "grievance-redressal-point-0",
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],
"Internal Committee (IC)": [
{
"title": "The Question of Impartiality",
"description": "You are a member of the Internal Committee (IC) responsible for investigating complaints. A new complaint alleging sexual harassment has been filed by Ms. Sharma. However, before the inquiry properly begins, Ms. Sharma raises a serious concern: she claims one of the IC members has a close personal relationship with the accused, potentially compromising the committee's impartiality. She demands that the member be recused, citing the need for a fair and unbiased investigation as per the Vishaka Guidelines and POSH Act principles. The integrity of the IC's process is now under scrutiny. [2, 5, 8, 10]",
"choices": [
{
"text": "Insist that the concerned IC member recuses themselves immediately and find a suitable replacement as per the guidelines to ensure complete impartiality and uphold the process's integrity.",
"outcome": {
"explanation": "The IC member is recused, and a new, unbiased member is appointed, restoring the complainant's faith in the process. The investigation proceeds with perceived fairness, strengthening the committee's reputation. This aligns with the emphasis on procedural fairness and unbiased investigations. [2, 5]",
"resourceChanges": [
{
"name": "awareness",
"value": 2
},
{
"name": "trust",
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{
"text": "Explain that all IC members are trained and bound by confidentiality, and assure Ms. Sharma that the member's personal relationship will not affect the investigation, advising her to trust the committee's judgment.",
"outcome": {
"explanation": "Ms. Sharma feels her concerns were dismissed. While the committee might proceed, her trust in the process is severely eroded, potentially leading to a lack of cooperation or further complaints about the IC's conduct. This reflects scenarios where lack of adherence to procedural fairness or biased environments lead to negative outcomes. [2, 5, 8]",
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"title": "Subtle Exclusion or Potential Harassment?",
"description": "You've noticed a new team member, Priya, seems to be consistently excluded from informal discussions and frequently receives dismissive remarks from a senior colleague, Rajesh. While not overtly offensive, these actions are creating a subtly uncomfortable environment for Priya. The company's 'Employee Feedback Channel' is promoted as a safe space for anonymously sharing observations and concerns.",
"choices": [
{
"text": "Report the observed behavior anonymously through the feedback channel, describing the pattern of exclusion and dismissive remarks, and suggesting that HR or the Internal Complaints Committee (ICC) could discreetly observe the team dynamics.",
"outcome": {
"explanation": "Your anonymous report prompted HR to quietly observe the team. They identified the pattern of behavior and conducted a general awareness session on respectful workplace interactions and the importance of inclusion, subtly addressing the issue without singling anyone out. This proactive approach improved team dynamics and reinforced the company's commitment to a safe environment under the Vishaka Guidelines/POSH Act. Employees feeling heard and seeing action boosts confidence in the system. The Vishaka Guidelines established that employers must take appropriate steps to prevent sexual harassment, which includes creating appropriate work conditions to ensure no hostile environment towards women at workplaces. [2, 6]",
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"text": "Wait to see if the situation escalates further or if Priya directly expresses discomfort, as intervening now might be perceived as overreacting or gossiping.",
"outcome": {
"explanation": "You waited, but the situation worsened. Priya eventually became withdrawn and less productive, feeling isolated. The delay in reporting meant the issue escalated, causing more distress before it was eventually addressed through a formal complaint by Priya, which could have been mitigated earlier. This highlights the importance of timely intervention and utilizing available feedback mechanisms, as outlined in the Vishaka Guidelines, to prevent a hostile environment. Employee feedback channels are crucial for identifying issues proactively and addressing concerns before they become systemic issues. [11, 14]",
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"sourceTitle": "Everything you need to know about Vishaka Guidelines; How AllVoices Streamlines Employee Feedback",
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"Mentorship Program": [
{
"title": "The Uncomfortable DMs",
"description": "In the company's mentorship program, your assigned mentor, a senior colleague, has been incredibly helpful. Lately, however, they've started sending you messages late at night on the program's official chat platform. The messages are overly personal, discuss your appearance, or share unrelated personal anecdotes that make you feel uneasy, even though they aren't explicitly offensive. You value their guidance but now feel a subtle shift in the dynamic, and your wellbeing is starting to be affected. You recall recent internal communications about the POSH Act and the Vishaka Guidelines. [3, 12]",
"choices": [
{
"text": "Address the behavior subtly by keeping responses strictly professional and short, hoping the mentor gets the hint without direct confrontation.",
"outcome": {
"explanation": "While attempting to manage the situation indirectly, this approach might not clearly communicate your discomfort, potentially leading to the behavior continuing or escalating. It avoids immediate conflict but doesn't fully resolve the underlying issue. Your awareness of subtle harassment increases, but your trust in open communication might decrease if the hint isn't taken.",
"resourceChanges": [
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"name": "trust",
"value": -1
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"name": "wellbeing",
"value": 0
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},
{
"text": "Confide in another trusted, experienced colleague or the program coordinator about the discomfort caused by your mentor's messages, seeking advice on how to proceed according to the company's POSH policy.",
"outcome": {
"explanation": "Reporting your concerns, even informally, demonstrates an understanding of your rights and the importance of a safe workplace. It allows for the appropriate channels to be potentially engaged and can lead to a formal resolution, protecting your wellbeing and potentially that of others. This action builds trust in the system when handled correctly. [2, 3]",
"resourceChanges": [
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}
}
],
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"Legal Counsel Office": [
{
"title": "Navigating Subtle Hostility",
"description": "You've noticed a pattern of subtly demeaning comments and \"jokes\" from a senior colleague, Alex, during team meetings and casual interactions. While not explicitly sexual, these remarks often target certain individuals or create an uncomfortable atmosphere, making you and some other colleagues feel uneasy and unheard. You're concerned about the impact on the team's morale and your own sense of safety, but you're unsure if this constitutes \"sexual harassment\" under the Vishaka Guidelines or the POSH Act, especially since Alex is well-regarded and many colleagues laugh along. You decide to visit the Legal Counsel for confidential advice.",
"choices": [
{
"text": "Ask about the definition of sexual harassment beyond overt acts and the process for confidential consultation without immediately filing a formal complaint.",
"outcome": {
"explanation": "The legal counsel explains that sexual harassment under the Vishaka Guidelines and the POSH Act includes any unwelcome conduct, whether physical, verbal, or non-verbal, that creates a hostile work environment. They clarify that even 'jokes' or remarks that demean or intimidate can fall under this if they are of a sexual nature or contribute to a hostile atmosphere. [2, 4, 9, 14] They also outline the options for initial confidential consultation, internal complaint mechanisms (ICC/LCC), and the employer's duty to prevent such environments. [5, 6, 9] This increases your understanding of your rights and the available avenues, empowering you to make an informed decision without immediate formal action.",
"resourceChanges": [
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},
{
"text": "Inquire about immediately escalating the issue to a formal complaint, emphasizing your discomfort and asking for immediate protective measures for yourself and affected colleagues.",
"outcome": {
"explanation": "The legal counsel explains the formal complaint process and the steps the Internal Complaints Committee (ICC) would take, including inquiry and recommendations for disciplinary action. [13] They also confirm the employer's obligation to ensure a safe environment and prevent retaliation. [6] While this path is valid, the counsel advises on the importance of gathering any specific instances or documentation to strengthen the case. While immediate action is sought, the emphasis on direct escalation without prior confidential exploration might put you under immediate scrutiny within the workplace before fully understanding the nuanced legal definitions and the implications of a formal complaint, potentially leading to increased stress or a perception of overreacting by some. [2, 3]",
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{
"title": "The Uncomfortable Laughter",
"description": "During an informal team gathering after work, a senior colleague, Mr. Sharma, is repeatedly making sexually suggestive \"jokes\" directed at a new intern, Ms. Priya. Ms. Priya looks visibly uncomfortable, trying to politely deflect, but Mr. Sharma persists, and others are either laughing awkwardly or looking away. You are nearby and notice Ms. Priya's distress, which aligns with unwelcome verbal conduct of a sexual nature as defined under the Vishaka Guidelines. [3, 4]",
"choices": [
{
"text": "Discreetly approach a trusted HR representative or a senior manager present to report the observation, ensuring the incident is addressed through proper channels.",
"outcome": {
"explanation": "By involving HR or a senior manager, you ensure the incident is officially noted and can be addressed through the organization's formal mechanisms, such as the Internal Committee (IC) under the Prevention of Sexual Harassment (POSH) Act, which superseded the Vishaka Guidelines. [2, 5] This action helps to prevent recurrence and holds the organization accountable for providing a safe workplace, aligning with an employer's duty to prevent sexual harassment. [4, 7]",
"resourceChanges": [
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"value": 2
},
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"name": "trust",
"value": 1
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},
{
"text": "Create a distraction, like spilling a drink or starting a new conversation nearby, to diffuse the immediate situation, and then check in with Ms. Priya privately later.",
"outcome": {
"explanation": "Your immediate distraction provides a temporary reprieve for Ms. Priya, offering her a chance to move away from the uncomfortable situation without direct confrontation. [9, 11] Checking in with her privately later shows support and empathy. However, for a lasting solution and to prevent future incidents, it is crucial to also report the behavior to HR or the Internal Committee, as individual intervention might not be enough to address systemic issues or ensure formal action is taken as per the Vishaka Guidelines/POSH Act. [2, 9]",
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"sourceUrl": "https://www.safespaces.in/bystander-actions-in-sexual-harassment-cases/",
"sourceTitle": "Bystander Actions in Sexual Harassment Cases - Safe Spaces Inc.",
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"Preventive Measures Taskforce": [
{
"title": "The Whispered Concern",
"description": "As a member of the Preventive Measures Taskforce, you receive an anonymous note describing a pattern of subtle, uncomfortable remarks and gestures from a senior manager towards junior staff. The note expresses fear of a formal complaint due to potential repercussions, but highlights a declining sense of safety among some employees. This situation, while not an overt sexual harassment complaint, indicates a potential breach of a respectful workplace environment and could escalate if unaddressed. Your taskforce needs to decide on the best course of action to uphold the Vishaka Guidelines and maintain a safe workplace.",
"choices": [
{
"text": "Initiate a subtle, organization-wide sensitization workshop focused on professional conduct and subtle forms of harassment, emphasizing the importance of a respectful environment without singling out individuals or departments.",
"outcome": {
"explanation": "By conducting a general sensitization workshop, the taskforce proactively addresses the underlying issue of inappropriate behavior without prematurely escalating the situation or risking the anonymity of the complainant. This approach aims to educate all employees, reinforce professional boundaries, and subtly signal that such behavior is noticed and not tolerated. It promotes awareness and builds trust in the system's ability to create a safe environment, though direct, immediate redressal for the specific incident is not provided. This aligns with the need for enhanced awareness campaigns and regular training to educate employees about laws and redressal processes. [1]",
"resourceChanges": [
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"name": "trust",
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]
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},
{
"text": "Launch an immediate, discreet investigation into the senior manager's conduct, interviewing team members individually while assuring strict confidentiality to gather more concrete evidence before taking further action.",
"outcome": {
"explanation": "Directly investigating the senior manager, even discreetly, risks raising suspicions and potentially exposing the informal complainant if not handled with extreme care. While it aims for direct redressal, without prior general awareness or clear reporting channels, it could inadvertently reduce trust if perceived as targeting or if confidentiality is breached. The fear of retaliation and lack of trust in redressal mechanisms often lead to underreporting of incidents. [1] If successful, it could enhance immediate safety but carries higher risks regarding trust and wellbeing if mishandled.",
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"sourceTitle": "The Vishakha Case and Its aftermath: A Decade of Progress and Persistent Challenges",
"id": "preventive-measures-taskforce-0",
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