Smita C Kapoor.
Smita C. Kapoor, CEO of Kelp and PoSH Compliance Expert
In this interview, Smita C. Kapoor, CEO of Kelp and PoSH compliance expert, discusses how workplace safety in India is moving beyond basic compliance to become a core leadership and culture priority. Through the lens of the Kelp PoSH Awards 2026, she highlights the growing participation of over 300 organisations, the increasing role of CXOs in PoSH accountability, and the need for robust, inclusive, and psychologically safe workplace systems. She also explains how the awards recognise organisations that go beyond policy and paperwork to build safer, more trusted workplaces across sectors.
Q1. The Kelp PoSH Awards 2026 have completed their sixth edition. What makes this year's edition particularly significant ?
Six editions in, and I can tell you with complete conviction that this year feels like a genuine inflection point. Every year we run the Kelp PoSH Awards, we hope to move the needle just a little further. But 2026 has felt categorically different. The quality of applications, the depth of evidence that organisations have submitted, the maturity of their PoSH frameworks - all of it has leaped forward in ways that genuinely moved us.
What makes this year particularly significant is not just the numbers, even though the numbers are staggering. It is the intent behind the participation. Organisations are no longer coming to us to tick a box or to get a badge for their boardroom wall. They are coming to us because they want to be held to a standard. They want an external mirror. They want someone credible to look at what they have built and tell them, honestly, where they stand. That shift in motivation is everything.
We also saw, for the first time, a real reckoning happening at the leadership level. CXOs are now personally invested in what their PoSH numbers look like. That was not the case even two or three years ago. When the corner office starts asking serious questions about redressal timelines, about Internal Committee training hours, about awareness reach across locations, you know the conversation has genuinely arrived in the mainstream. This sixth edition, to me, marks the moment when workplace safety stopped being an HR agenda and became a leadership agenda.
Q2. This year saw participation from over 300 organisations. What does this response indicate about the growing importance of workplace safety in India Inc. ?
Over 300 organisations participating in the Kelp PoSH Awards reflect a clear shift in how India Inc. views workplace safety. Organisations are no longer treating PoSH as a basic compliance requirement, but as a serious culture, talent, and leadership priority. By voluntarily submitting themselves to a rigorous evaluation, they are showing a willingness to be assessed, benchmarked, and held accountable.
This response also signals that safe workplaces are becoming a business imperative. With a more aware workforce that expects dignity, fairness, and protection at work, companies now understand that strong PoSH ecosystems are not just about regulation. They help build trust, retain talent, and strengthen employer reputation. The growing peer-to-peer credibility of the awards further shows that the platform is shaping how organisations think about workplace safety.
Q3. What was the larger thought behind creating the Kelp PoSH Awards, and how has the platform evolved over the years ?
The Kelp PoSH Awards were created to recognise organisations that go beyond basic compliance and genuinely prioritise employee safety. While corporate awards often celebrate growth, innovation, and business performance, there was no credible platform spotlighting organisations that had built strong PoSH frameworks, empowered Internal Committees, and cultures where employees feel safe to speak up.
The larger idea was to set benchmarks for India Inc. By publicly recognising excellence, the awards give other organisations a standard to aspire to and encourage them to strengthen their own workplace safety practices. Over six editions, the platform has evolved from a small annual recognition into a more rigorous, year-round conversation on what safe workplaces should look like, supported by deeper evaluation parameters, credible juries, and categories such as the Torchbearer award.
Q4. How are the winners of the Kelp PoSH Awards evaluated, and what makes the assessment process credible and robust ?
The credibility of the Kelp PoSH Awards lies in the rigour of the assessment process. Organisations are evaluated across multiple dimensions, including governance, policy strength, Internal Committee training, awareness, complaint handling, confidentiality, procedural fairness, and leadership commitment. The process also looks at how deeply PoSH is embedded across the organisation, not just for metro offices or permanent employees, but for contractual staff, third-party workers, remote teams, and employees across locations.
What makes the recognition robust is the independence of the jury, which includes senior practitioners, employment law experts, social sector leaders, and professionals working in gender justice and workplace rights. Organisations are also required to support their claims with data and documentation, ensuring the awards recognise genuine excellence rather than strong paperwork alone.
Q5. The awards recognise India's Top 25 Safest Workplaces. What are some qualities that stood out among this year's winners ?
This year's winners stood out for moving beyond reactive compliance and building genuinely preventive workplace safety cultures. They showed strong systems for early disclosure, manager training, awareness, and timely intervention before issues escalate.
Another key quality was inclusivity of reach. The strongest organisations ensured that safety was not limited to head offices or metro teams, but extended to field staff, contractual workers, remote employees, and teams in smaller locations. Leadership visibility also played a major role, with senior leaders actively communicating and participating in PoSH awareness.
Most importantly, the winners demonstrated psychological safety. Their frameworks were not just strong on paper, but reflected a culture where employees could trust the system, speak up, and seek support with confidence.
Smita C. Kapoor, CEO of Kelp and PoSH compliance expert
Q6. This year's winners represent sectors such as aviation, BFSI, healthcare, manufacturing, consulting, and real estate. What does this diversity say about the relevance of PoSH and workplace safety across industries ?
The sectoral diversity of this year's winners shows that workplace safety is relevant across every industry. Sexual harassment and misconduct are not limited to any one sector, which is why strong PoSH frameworks are essential everywhere, from aviation and healthcare to manufacturing, consulting, and real estate.
It also highlights that there is no single model of a safe workplace. Each industry has its own risks, power dynamics, and vulnerabilities, whether it is a nurse on a night shift, cabin crew in the air, field teams, factory workers, or real estate professionals meeting clients on site. The winners stood out because they understood these sector-specific realities and built safety systems around them.
This diversity also creates strong peer influence, showing other organisations in each sector that compliance, culture, and operational excellence can go hand in hand.
Q7. The Torchbearer category recognises organisations that have demonstrated consistent excellence over three consecutive years. Why is this category important ?
The Torchbearer category recognises organisations that have demonstrated consistent excellence in PoSH implementation for three consecutive years. This is important because workplace safety cannot be treated as a one-time initiative or a badge that is won once and forgotten. The real test lies in sustaining strong systems, refreshed training, active Internal Committees, and leadership attention year after year.
For employees, being a Torchbearer signals that the organisation's commitment to safety is structural and not seasonal. It shows that employee dignity, trust, and protection are embedded in the culture, regardless of leadership changes or business pressures.
For the wider industry, Torchbearers become benchmarks. They prove that high PoSH standards can be maintained consistently and give other organisations a clear reference point for what long-term workplace safety excellence should look like.
Q8. In your view, how do awards like these help organisations move beyond basic compliance and build a stronger workplace culture ?
The Kelp PoSH Awards help organisations move beyond basic compliance by showing them what true workplace safety excellence looks like. Compliance creates the minimum standard through policies, Internal Committees, annual reports, and mandatory processes. But safe workplaces require more than documentation. Employees must understand the policy, trust the process, and believe that the system will protect them.
The awards raise that aspiration by assessing culture, lived experience, leadership commitment, and the effectiveness of PoSH systems. The application process itself helps organisations identify gaps, ask deeper questions, and strengthen their frameworks beyond what a basic audit would reveal.
Recognition also empowers internal champions, including HR teams, IC members, and DEI leaders, who often drive this work within organisations. When leadership celebrates such recognition, it reinforces that workplace safety is not just a compliance task, but a core cultural priority.
Q9. What kind of impact do you hope the Kelp PoSH Awards create for participating organisations, employees, and the wider industry ?
The Kelp PoSH Awards aim to create impact at multiple levels. For participating organisations, the assessment process itself is meant to be valuable, helping them understand their strengths, identify blind spots, and build a clearer roadmap for safer workplaces.
For employees, the hope is that participation or recognition gives them greater confidence in their organisation's systems. A strong PoSH framework should make people feel that if they ever need support, they will have a fair, dignified, and trusted process to turn to.
For the wider industry, the awards are intended to become a benchmark for workplace safety, encouraging boards, investors, sector bodies, and leadership teams to treat PoSH as a core governance and culture priority. Ultimately, the larger goal is to contribute to a broader shift in how India thinks about dignity, respect, and safety at work.
Q10. How do you see the Kelp PoSH Awards growing in the coming years as a benchmark for workplace safety in India ?
The ambition for the Kelp PoSH Awards is to grow into the default benchmark for organisations that take workplace safety seriously. The goal is to expand participation across sectors, city tiers, and business formats, from startups and family-run businesses to gig economy platforms and large enterprises.
As workplaces evolve, the assessment framework will also continue to deepen, especially around remote and hybrid work, digital harassment, virtual misconduct, and power dynamics across online platforms. The aim is for the awards to carry credibility not only with HR teams, but also with boards, regulators, investors, and job seekers.
In the long run, the vision is to see participating organisations deliver stronger outcomes such as better trust, higher engagement, faster complaint resolution, and more confidence in reporting mechanisms. While the Kelp PoSH Awards are six editions old, Smita believes they are still in the early chapters of becoming a larger force for safer workplaces in India.
