‘Team members half my age got offended’: Ram Kapoor admits to inappropriate remarks at media event; expert says intent doesn’t erase impact | Workplace News

When humour crosses into uncomfortable or inappropriate territory, especially in professional spaces, how should accountability be addressed?Actor Ram Kapoor recently found himself at the centre of a controversy after being dropped from the promotions of his upcoming series Mry on JioCinema and Disney+ Hotstar. According to reports, Kapoor allegedly made sexually inappropriate remarks towards members of the marketing and publicity teams during a press interaction.
In an interview with The Times of India, Kapoor acknowledged the remarks and issued a public statement: “Let me start saying that everything I’ve been accused of saying, I have said it. So, the fact is that I am guilty as charged. But this is what I have to say in my defence. Whenever I am with people I am comfortable with, I tend to become my bindass self… everyone who knows me knows that I don’t mean to be offensive.”
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He went on to admit that while his comments were not meant to harm, they clearly had an effect: “The comments I made came from a harmless space, but the bottom line is that those team members, who are half my age, did get offended, and that’s not acceptable… I respect [the OTT platform’s] decision, and I am going to find a way to apologise to each of those team members who were offended that day on a personal level.” 
So, even if a person doesn’t intend to offend, can repeated boundary-crossing behaviour create a toxic or unsafe environment?
Gurleen Baruah, organisational psycholog at That Culture Thing, tells , “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. Story continues below this ad
Impact on junior team members when inappropriate comments are made 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 , “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.”