Ram Kapoor admits to inappropriate remarks at media event; why intent doesn’t erase impact in the workplace

In a conversation with The Times of India, Kapoor admitted to making the comments in question and taking  responsibility for his actions. However, he asserted that he tends to be more open and free with people that he has built a comfort level with, adding that those familiar with him understand that causing offense is never his intention.

He went on to admit that while his comments were not meant to harm, they clearly had an effect, especially on some younger team members who were hurt by them. And that, he said, is not acceptable. He expressed respect for the OTT platform’s decision and added that he intends to personally apologise to each team member who felt offended that day.

So, even if a person doesn’t intend to offend, can repeated boundary-crossing behaviour create a toxic or unsafe environment?

Gurleen Baruah, organisational psychologist at That Culture Thing, tells indianexpress.com, “Absolutely. Intent does not cancel impact. Often, those who routinely cross lines may be unaware of how their humour or behaviour is landing.” 

“But, that doesn’t make the experience any less uncomfortable or unsafe for others. When someone holds power, seniority or social capital in a space, their behaviour can feel especially difficult to challenge. Over time, unchecked comments or actions, however casual, can create an atmosphere where others feel silenced, diminished, or on guard,” she said.

Balancing the line between personality-driven humour and maintaining respectful conduct 

According to Baruah, organisations need to “set clear expectations around workplace behaviour,” not just in policies but in daily practice. Open channels for anonymous feedback, executive coaching for leaders, and workshops on assertive communication and respectful humour can help, she adds. 

Impact on junior team members when inappropriate comments are made by someone in a position of power

The impact can vary, Baruah notes, but often, junior or younger employees “internalise discomfort, suppress dissent, or emotionally disengage. “Some might laugh awkwardly to blend in, others may quietly withdraw or even begin to question their own boundaries. For more sensitive individuals, it can feel violating or deeply discouraging,” Baruah said. 

Under India’s POSH (Prevention of Sexual Harassment) Act, what kind of comments or behaviour qualify as workplace harassment?

Shreya Sharma, lawyer and founder at Rest The Case, tells indianexpress.com, “The POSH Act is clear –– workplace harassment isn’t restricted to office locations or 9-to-5 time. Any such unwelcome comment, gesture or conduct of a sexual nature – verbal, non-verbal, or physical – can be harassment. That includes inappropriate jokes, suggestive comments, unwelcome advances, or even repetitive messaging that’s discomforting.”

What many don’t realise is that the Act also applies beyond office walls, she adds. “So if misconduct happens during promotions, off-sites, networking events, or online workspaces, it still counts. Employers are legally and morally responsible for ensuring a safe environment everywhere work happens,” stresses Sharma.

She further informs that they are “required to have an Internal Complaints Committee, conduct frequent awareness sessions, and be serious about every grievance. A workplace is only really safe when every employee, be it male or female, is heard, protected, and respected.”