Holi, the festival of colours, is a celebration of the joys of oneness, merriment, and cultural festivals. The streets ring with laughter, replete with colourful tones and merrily coloured glee that is the symbol of triumph of good over evil. Celebration suggests that there is an underlying darkness—a darkness often swept under the carpet in the guise of celebration and tradition. The motto of “Bura na mano, Holi hai!” is regularly called upon as a reason for indecent behavior, and particularly against women.
Over the past few years, debate over workplace safety and harassment has only intensified, courtesy of the Prevention of Sexual Harassment (POSH) Act. But do workplace protections reach beyond cubicles? Can a celebratory festival like Holi, which encourages mingling, sometimes compromise consent boundaries? This article is talking about the convergence of office ethics, safety of women, and overall effects of the POSH Act on contemporary society in the context of Holi festival.
Holi and the Issue of Consent
Holi differs from other celebrations in its free participation, whereby people from various backgrounds come together to celebrate. However, the same liberty is often taken advantage of. Several women and groups of marginalized communities have complained of inappropriate touch, verbal abuse, and coercive use of color under the pretext of celebration.
The phrase “anything goes on Holi” makes it quite difficult for individuals to report harassment. The problem is compounded when it appears at the workplace, where individuals are concerned about their reputation and their relationships with colleagues. Post-Holi, the work environment can become quite uncomfortable for an individual who has been subjected to harassment during festivities or social events with colleagues.
POSH and Workplace Responsibilities
The Prevention of Sexual Harassment (POSH) Act was passed in India in 2013 to protect women employees, from sexual harassment in workplaces. Although the general perception is that POSH relates to corporate offices and boardrooms, the act applies to any professional setting, including work parties, off-site celebrations, and office parties, including Holi parties.
The employers are responsible for the safety of the employees, both on office premises or on official events. That means unwanted physical contact, advances, or hostile work environment of any sort—whether at times of Holi celebrations or otherwise—can be complained about and dealt with according to work-place harassment laws.
The Role of the Employer in Making Work Culture During Festivals Safe
Since Holi festivities often spill over into the work culture, employers must establish guidelines to ensure that inclusivity, safety, and respect are not compromised. The following are some proactive measures organizations can take:
Workplace Behaviour Guidelines: Internal Complaints Committees (ICCs) must orient employees on appropriate behaviour, reminding them that inappropriate behaviour—even in social spaces—has work-related consequences.
Safe Spaces and Reporting Mechanisms: The staff must be encouraged to report the harassment without fear of retribution. The organizations should assure them that POSH protections apply to work-related activities outside office premises as well.
Alcohol and Controlled Celebrations:Holi parties organized by the office should be overseen so that alcohol intake or any irresponsible activity does not result in harassment or misconduct.
Careful choice of music: Songs are the integral part of every Holi Celebration, however, most of the bollywood songs on Holi celebrations dilutes the consent and promotes the objectification of women. Organisation should be mindful and careful what songs they play during the celebrations which should not make any person uncomfortable but promotes inclusivity.
Non-Cultural Sensitivity Training: Workers should be taught to respect individuals’ boundaries and that cultural or customary practices should not be used as an excuse for crossing the boundaries.
Mindset Shift: Going Beyond Compliance with the Law
Though legal provisions such as POSH ensure redressal for victims, actual change needs to arise from altering attitudes.
Men as Allies: Male colleagues and managers need to actively build a culture of respect and safety on Holi and in general.
Social Media Responsibility: Prohibition of undesired behavior for the sake of fun in the name of spreading anything related to Holi needs to be deprecated.
Facilitating Open Discussions: Holiday celebrations need to have open discussions on consent, gender sensitivity, and inclusivity in workplaces.
Dealing with Harassment Outside Workplaces: POSH deals mostly with workplace harassment, but the same principles should extend to social areas where there are power imbalances.
The Current Societal Challenge
In the modern era, when discussions of workplace harassment and gender equality are becoming increasingly prominent, it is important to realize that festivals should not be exceptions to the code of respect and dignity. The recent spurt in cases of workplace harassment and incidents reported at public celebrations is a pointer to the need for more stringent implementation of POSH guidelines.
The normalization of invasive behavior on Holi is symptomatic of a greater social issue—one that equates enjoyment with disrespect for others’ boundaries. Cultural traditions are to be cherished, but they must adapt to contemporary standards of ethics.
Conclusion
Holi is a joyous, one and all and cultural pride-festival. It is also the time of stress and fear of harassment and cross-border behavior by others for a majority. No way should the expression “Bura na mano, Holi hai!” justify neglect of all sorts of workplace and street sexual harassment and such in social cliques.
Organizations, colleagues, and society as a whole must join together to ensure that Holi remains a festival of merriment for all—and not a blanket license for indecorous behavior. An organization that upholds the spirit of the POSH Act beyond office boundaries will have a space where celebration and reverence can coexist. For it is only when all are safe, respected, and included that genuine celebration ensues.
Views of the author are personal and do not necessarily represent the website’s views.
