In the TSOW community, Tejasvi was looking for a POSH trainer with one condition: it has to actually work for Gen Z. Not passive. Not for-the-sake-of-it.

That single request reveals a two-layer problem most HR teams haven't fully solved: the compliance gap and the generational gap.

Over 70% of Gen Z employees consider DEI a key factor in choosing where to work, and they can tell when a company is just checking a box.

For Gen Z, POSH isn’t just a “women’s issue.” It’s a people issue. They expect:

As Adv. Ruchi Kumar puts it, Gen Z wants proof the system actually works, not just that it exists.

From July 14, 2025, companies must include detailed POSH disclosures in their Board’s Report, including trainings conducted, complaints received, and actions taken.

Non-disclosure is now a Companies Act violation too, with penalties up to ₹50,000 and stricter action for repeat non-compliance.

If HR hasn’t discussed this with legal yet, it’s time to.

Common gaps companies miss:

🚩 No external member on the ICC
🚩 ICC not reconstituted after resignations
🚩 POSH policy still doesn’t cover remote or hybrid work
🚩 Annual report not filed with the District Officer
🚩 SHe-Box registration still pending

✅ Confirm ICC structure and active members
✅ Update policies for hybrid workplaces
✅ Ensure POSH training was conducted in the last 12 months
✅ File annual reports and board disclosures
✅ Complete SHe-Box registration
✅ Train ICC members, not just employees

If building an HR function that’s actually ready for 2026 is on your mind, this is the room to be in.

HR Playbook 7.0 is more than content. More than a masterclass. It’s India’s largest HR community coming together for one Wednesday, and everything that comes with being in that room.

What to expect:

HR’s future isn’t waiting, so why should you?

Are they satisfied?

Dr. Udai Pareek thought that wasn't enough. He asked something sharper: do people feel effective in their roles?

That distinction changes everything.

A person can be satisfied and completely ineffective. A person can be dissatisfied but deeply effective.

Satisfaction tells you how people feel. Efficacy tells you how they function.

He broke this down further — looking at whether a role feels central, connected to others, and allows room to grow. He called it Role Efficacy.

What's interesting is when this work showed up.

He published it in the 1980s. The industry caught up 30 years later and started calling it "employee experience" and "role design" — as if they were new ideas.

The question I keep coming back to: Are we measuring how happy people are, or how effective they feel? Because they're not the same thing.

Next: the learning organisation — before it was a trend.

— Kartik Mandaville, Founder & CEO, Springworks

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