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Mr. Milin Dholakia, COO at Beyond Key, explains why workplace safety depends on employee trust, transparency, and accountability, and why organizations must move beyond mere POSH compliance to create truly safe and inclusive workplaces. The growing focus on workplace ethics and employee well-being is driving the global governance, risk, and compliance (GRC) market, which is projected to expand at a12-14% CAGR through 2030. As organizations move beyond regulatory compliance, transparency, accountability, and employee trust are emerging as the key pillars of workplace safety. Almost every organization today can claim that they are compliant with POSH rules. They have policies, committees, training programs. But all of these things do not guarantee that your workplace is a safe place for everyone. In many places, there are still concerns from workers, especially women, about whether it is worth filing a report. This is not about the lack of systems or procedures; it is about the lack of trust in these systems. The gap between being compliant and having a safe workplace exists in transparency, access, and accountability. One of the most common problems today in creating a safe environment in the workplace is that there is a discrepancy between theoretical documents and practice. Many organizations can proudly boast about their POSH system, but their employees have doubts about its practical application. Employees have questions but do not dare to ask them aloud: The above issues are not abstract but stem fromwork culture, previous experience, and the story being told about misconduct through the employee grapevine. In the absence of transparency, no matter how stringent and comprehensive the policy, its effectiveness may wane. Transparency does not refer to disclosure of proprietary data. Transparency involves the communication of the process, the safety measures put in place, and the repercussions for those who break the rules. When an individual understands the reporting process and how it operates, he or she becomes more confident and less hesitant to come forward. Simply having the policy in anintranet portaldoes not make it accessible. What counts is making sure that employees will be able to locate needed information without difficulty. In many organizations today, there is usually an effective reporting mechanism, but it may lack visibility. Employees do not always know which individual to speak to or where to seek answers in case of problems. Lack of visibility leads to hesitance to use the reporting procedure. Organizations should make sure that the reporting mechanism is visible on multiple mediums, including employee portals, onboarding resources, bulletin boards, and internal communication forums. Accessibility also requires digital inclusion. TheInternal Complaints Committee(ICC) is the foundation of the POSH framework. However, the reliability of the committee does not lie in its establishment but in its readiness and impartiality. All