Santhiya L’s Post

Enhancing Capacity on POSH: A Step Towards Empowering Workplace Enquiries and Investigations I’m excited to share that I’ve recently completed a comprehensive training session at the VV Giri National Labour Institute, focusing on enhancing capacity in the area of workplace sexual harassment prevention, specifically on the Enquiry and Investigation Procedures of the Internal Committee (IC) as constituted under the POSH Act, 2013. This in-depth training has been an incredible opportunity to refine my understanding of the POSH Act’s provisions, particularly the role of the Internal Committee in conducting impartial, thorough, and fair investigations. It’s crucial that every organization equips its IC members with the right tools and knowledge to handle complaints effectively while upholding the dignity and confidentiality of all parties involved. Key highlights of the training included: Understanding the Legal Framework: The intricacies of the POSH Act and the responsibilities of the IC were thoroughly explored, emphasizing the need for fairness and transparency during investigations. Best Practices for Handling Complaints: Practical guidance on how to approach complaints in a sensitive, unbiased, and legally compliant manner. Investigation Process: Detailed training on conducting thorough investigations, ensuring neutrality, respecting privacy, and maintaining confidentiality throughout the process. Challenges in Enquiries: Discussions on potential challenges faced by IC members, from dealing with retaliation to managing power dynamics, and strategies for addressing these issues professionally. With workplaces becoming more aware of their responsibilities under the POSH Act, it’s vital that all members of an IC are well-prepared to handle allegations with the utmost integrity and professionalism. This training is a valuable step in ensuring that organizations can foster safer, more respectful environments for all employees. I look forward to applying this enhanced knowledge to further promote a culture of zero tolerance to harassment in the workplace. #POSHAct #InternalCommittee #WorkplaceSafety #EmployeeWellbeing #Training #WomenEmpowerment #LegalCompliance #VVGiri

Day 4 - Understanding PoSH: Building a Safe and Compliant Workplace 🛡️ - Part 1 The answers are designed to be informative, practical, and promote an understanding of the PoSH Act while emphasizing the importance of compliance and a safe work culture. 1. What is the PoSH Act? 🤔 ✅The PoSH Act, or Prevention of Sexual Harassment at Workplace Act, was enacted in 2013 by the Indian government to prevent, prohibit, and redress sexual harassment in workplaces. It aims to create a safe environment where everyone feels respected and protected. 🛡️ #PoSHAct #WorkplaceSafety #SafeEnvironment #RespectAtWork 2. What constitutes sexual harassment under the PoSH Act? 🚫 ✅Sexual harassment includes unwelcome physical, verbal, or non-verbal conduct of a sexual nature. Examples include making sexual remarks, showing explicit content, physical advances, or any behavior that makes someone uncomfortable or threatened. ✋ #SexualHarassment #KnowYourRights #WorkplaceConduct #HarassmentAwareness 3. Who is covered under the PoSH Act? 👥 ✅The PoSH Act covers all employees in both organized and unorganized sectors, including permanent, temporary, interns, and even contract workers. It protects men, women, and third-gender employees from workplace harassment. 🌈 #EmployeeRights #Inclusion #SafeWorkplace #WorkplaceDiversity 4. What are the responsibilities of employers under the PoSH Act? 📋 ✅Employers must ensure a safe workplace by: Constituting an Internal Complaints Committee (ICC) Conducting regular awareness programs and PoSH training 📢 Displaying the policy against sexual harassment 🚪 Taking prompt action on any reported incidents 🚨 #EmployerResponsibility #Compliance #PoSHTraining #WorkplaceAwareness 5. What is an Internal Complaints Committee (ICC)? 🏛️ ✅The ICC is a mandatory body that every organization with more than 10 employees must establish. It handles complaints of sexual harassment, conducts inquiries, and recommends appropriate action. The ICC should be composed of at least four members, with a woman chairperson and an external third-party member for unbiased decisions. 🤝 #InternalComplaintsCommittee #PoSHCompliance #WorkplaceJustice #SafeWorkplace Image - Akshara Seth - Our Certified PoSH Consultant at Sharda University for conducting PoSH Training. Picture abhi baaki hai mere dost.....stay tuned to Part 2 for the FAQs. In case you have any specific questions comment below 👇

POSH FAQ 3/20 : What are the roles of superheroes🦸♀️ (IC members) under POSH Act ? 🦸♀️Presiding Officer: Imagine them as the head superhero in charge of the Internal Committee. Their job is to: 💥Lead the team: They make sure everything runs smoothly, guide discussions, and ensure decisions are fair. 💥Run investigations: When there's a complaint, they lead the investigation to make sure it follows the rules. 💥Check legal stuff: They make sure the organization follows all the rules about preventing sexual harassment and that policies are working well. 🦹♂️🦸♀️Members (At least 2 employees): They're like the sidekicks to the Presiding Officer. Here's what they do: 💥Investigate: They help the Presiding Officer look into complaints and make fair decisions. 💥Give suggestions: Based on what they find, they suggest what should happen next. 💥Keep records: They make sure everything about complaints and investigations is written down accurately. 🦹♀️External Member (Not an employee): Think of them as a specialist superhero called in for backup. 💥Be neutral: Because they're not part of the organization, they can look at things without any bias. 💥Keep it fair: They make sure everything is done fairly and nobody's trying to influence things in a sneaky way. 💥Bring expertise: They know a lot about the rules and can help the rest of the team understand them better. 💥Help out: They give advice when things get tricky and make sure everyone follows the law. To sum up, IC members are like guardians, making sure everyone in the workplace feels respected and safe. Mission POSH completed today🚀! More posts on the war line. Get ready for to face it😎. Repost 🔁 to spread POSHitivity P.S: Remember, the IC members are not just heroes on paper; they're real people to safeguard workplace. #posh #POSHAct #safeworkplace #poshtrainer #poshawareness #poshexpert #WorkplaceSafety #GenderEquality #SafeWorkplaces #PreventSexualHarassment #RespectAtWork #EmployeeRights #CorporateResponsibility #HarassmentFreeWorkplace #WorkplaceDignity #HRCompliance #WorkCultureRevolution #workplaceharassment #rolesofIC #sexualharassment #safeworkculture #ICmembers #hrdirectors #HRprofessionals

Beyond being illegal, sexual harassment is deeply disruptive to individuals and businesses alike. With rising claims drawing global attention, companies of all sizes are realizing the urgency of Prevention of Sexual Harassment (POSH) training. ✔ Why does this matter? → For victims, witnesses, and authorities, the emotional toll is severe. → For businesses, the financial cost is staggering—Deloitte reports a productivity loss of 4 workdays per victim. POSH training isn’t just about compliance—it’s about creating a culture of respect, fairness, and accountability while improving morale, productivity, and workplace culture. How Does POSH Training Benefit Workplaces? → Boosts Awareness: Empowers employees to recognize and address inappropriate behavior. → Reduces Incidents, Enhances Output: Prevention is always better than cure. → Ensures Legal Compliance: Protects your company from legal and reputational risks. → Strengthens Morale & Culture: Builds trust and a sense of safety across teams. What Makes POSH Training Effective? 1. Mobile-first Training Modules for accessibility. 2. Clear descriptions of different kinds of harassment. 3. Scenario-based/Animated Content to make it relatable. 4. Interactive Quizzes to reinforce learning. 5. Use of Analytics to measure training effectiveness. 6. A well-structured Redressal Platform to handle complaints. 7. Organization-wide Awareness Campaigns to ensure inclusivity. Your next step? Partner with a POSH training expert to craft an engaging, impactful, and compliant program that goes beyond ticking the box. Together, let’s make the workplace a safe and respectful environment for all. #POSHTraining #WorkplaceSafety #Compliance #RespectAtWork #CorporateTraining

**POSH Awareness Training** POSH (Prevention of Sexual Harassment) awareness training is a critical initiative aimed at creating a safe and respectful workplace for all employees. This training educates staff on recognizing, preventing, and addressing sexual harassment in the workplace. Key components include: 1. Understanding Sexual Harassment: Defining what constitutes sexual harassment, including examples of verbal, non-verbal, and physical behaviors that are considered inappropriate. 2. Legal Framework: Explaining the laws and regulations that govern workplace harassment, such as the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. 3. Rights and Responsibilities: Informing employees about their rights and the procedures for reporting harassment. Emphasizing the responsibilities of employers to provide a safe environment and the roles of the Internal Complaints Committee (ICC). 4. Reporting Mechanisms: Outlining the steps to report an incident, ensuring confidentiality, and explaining the investigation process. 5. Preventive Measures: Encouraging behaviors that promote a respectful workplace, including bystander intervention and promoting a culture of zero tolerance towards harassment. POSH awareness training is essential for fostering a supportive work environment, empowering employees to speak up, and ensuring compliance with legal requirements. Regular training sessions help reinforce these principles and maintain a workplace culture of respect and safety. If you are looking for POSH awareness training, kindly DM in message box or send a mail to ritagangwani.com . . #posh #safeworking #mendate #poshlaw #poshtraining #ritagangwani #rigahaus #executivepresencecoach #poshcoach #etiquetteandgrooming #businessetiquette #menopauseawarenesscoach

Let's Talk PoSH: It's Not Just HR's Job! let's get real for a sec. Sexual harassment? It's a drag, and it happens more often than we think. But here's the thing: preventing it goes beyond HR policies and workshops. It's about creating a workplace culture of respect and accountability. That's where we, as colleagues, come in. Here's how YOU can be a PoSH champion: Call it out: See something, say something. Don't be a bystander if you witness inappropriate behavior. Be an ally: Support those who've been harassed. Lend them an ear and help them navigate the PoSH complaint process. Spread awareness: Talk about PoSH casually with colleagues. Normalize open conversations about respectful behavior. Remember, a safe workplace benefits everyone. Let's work together to make it a reality! #posh #workplace #respect #safety #notjustHR #POSH #workplacecompliance #respectfulworkplace #trainthetrainer #externalconsultant #accelerateyouraspirations Velocida Private Limited#FAB #SHRM #HRCI #NSDC #TNSDC #Corporates #hiring #SICCI #POSHTrainers #fab

How to implement the PoSH Act 2013 Training and Awareness: Conduct comprehensive workshops for all staff, including managers and HR personnel, explaining the PoSH Act 2013’s provisions, definitions, and implications. Ensure everyone understands sexual harassment, their rights, responsibilities, and the complaint process. • Develop a PoSH Policy: o Policy Creation: Draft a clear anti-sexual harassment policy aligned with PoSH Act guidelines. Define sexual harassment, outline reporting steps, specify ICC roles, ensure confidentiality, and detail disciplinary actions. o Review and Approval: Have legal experts review the policy for compliance. Obtain senior management or board approval before implementation. • Establish Internal Structures: o Form Internal Complaints Committee (ICC): Set up an ICC with diverse representation. Train ICC members on their roles, complaint handling, confidentiality, and recommendations. o Appoint Nodal Officer: Designate a Nodal Officer to manage complaints, coordinate with the ICC, ensure timelines, and maintain records securely. • Communicate and Train: o Employee Awareness: Conduct regular awareness programs about the PoSH policy, sexual harassment prevention, reporting options, and support mechanisms. o Training Workshops: Provide targeted training for employees, managers, and supervisors on identifying, preventing, and addressing sexual harassment using practical scenarios and discussions. • Ensure Compliance and Enforcement: o Policy Adherence: Enforce the PoSH policy consistently. Conduct prompt, fair investigations respecting all parties’ rights. o Disciplinary Measures: Take appropriate disciplinary actions against proven offenders according to policy and legal requirements. • Monitor, Review, and Improve: o Regular Audits: Conduct periodic audits to assess policy effectiveness, ICC operations, training impact, and legal compliance. o Feedback Loop: Encourage feedback from employees to refine policies, procedures, and training for ongoing improvements. This structured approach helps HR professionals navigate PoSH Act implementation, fostering a safe and respectful workplace environment in line with legal requirements. #HRCompliance #DiversityAndInclusion #PoSHActCompliance #WorkplaceEquality #AntiHarassmentPolicy #GenderEqualityAtWork #PoSHTraining #ICCImplementation #SafeWorkplaces #RespectAtWork

I am thrilled to share that I have successfully completed the Prevention of Sexual Harassment (POSH) certification, a crucial step towards fostering a safe and respectful work environment. In today's world, organizations are increasingly recognizing the importance of implementing POSH policies to ensure the well-being of their employees and to promote a culture of trust and respect. What is #POSH, you may ask? POSH refers to the Prevention of Sexual Harassment of Women at the Workplace Act, which was enacted in 2013 in India. This legislation mandates organizations to create a safe and secure environment for all employees, particularly women, by establishing clear guidelines and procedures to address instances of sexual harassment. The need for #POSH in an organization cannot be overstated. Here are a few reasons why it is essential: 1.Legal Compliance: Compliance with #POSH regulations is not just a legal requirement but also a moral obligation. By adhering to POSH guidelines, organizations demonstrate their commitment to upholding ethical standards and ensuring the dignity and safety of every individual in the workplace. 2.Employee Well-being: A #workplace free from harassment promotes better mental health and overall well-being among employees. When employees feel safe and respected, they are more likely to be productive, engaged, and satisfied with their jobs. 3.Positive Culture: Implementing #POSH policies fosters a culture of accountability, transparency, and fairness. It sends a powerful message that harassment of any form will not be tolerated and that all employees are valued members of the organization. 4.Reputation Management: #Organizations that prioritize #POSH not only protect their employees but also safeguard their reputation. A positive work environment enhances the organization's brand image and attracts top talent, customers, and stakeholders. 5.Risk Mitigation: Having robust #POSH policies and procedures in place reduces the risk of legal disputes, financial liabilities, and reputational damage. It provides a structured framework for addressing complaints promptly and effectively. I urge fellow professionals and organizations to prioritize POSH initiatives and work towards creating safer and more equitable workplaces for all. #POSH #WorkplaceSafety #EqualityAndInclusion #RespectAtWork #RealEstateTrainer #RealEstateTraining #PropertyTraining #RealEstateEducation #RealEstateSkills #RealEstateProfessional #RealEstateExpert #RealEstateConsultant #PropertyManagementTraining #RealEstateCareer #RealEstateIndustry #PropertyDevelopment #RealEstateCoach #RealEstateMentor #RealEstateLearning #RealEstateInvestment #RealEstateAdvisor #RealEstateLeadership #RealEstateBusiness #PropertyConsulting #RealEstateProfessionalDevelopment #RealEstateTrainingPrograms #RealEstateSkillsDevelopment #RealEstateCareerGrowth #RealEstateNetworking #RealEstateIndustryUpdates #PropertyTrainingPrograms #RealEstateTrainingCourses

https://lnkd.in/gUv6KRC3 #posh #Preventionofsexualharassment #advocatesumathilokesh The company’s upper management is rattled by the surge in sexual harassment allegations targeting female employees. It is unacceptable and criminal even to attempt to harass a female employee in the workplace. This blog post will explain why POSH training by Posh Training Expert suits businesses and their employees. Organizations with a large workforce need to implement POSH training programs for all employees. A way to ensure everyone is safe and happy at work is to have POSH training sessions regularly.

🌟 Transforming Workplace Culture Through POSH Training 🌟 As a dedicated POSH (Prevention of Sexual Harassment) Trainer, I’m passionate about creating safer, more inclusive work environments. The implementation of the POSH Act is not just about compliance; it’s about fostering a culture where every individual feels respected, valued, and empowered. 🔍 Why POSH Matters: Sexual harassment in the workplace can have devastating effects on individuals and organizations alike. It not only undermines morale but also impacts productivity, retention, and overall company reputation. Understanding and preventing harassment is essential for building a healthy workplace culture. 📚 What I Bring to the Table: In my training sessions, I cover critical areas including: Understanding the Legal Framework: A deep dive into the POSH Act, its implications, and the responsibilities of both employers and employees. Recognizing Harassment: Training participants to identify various forms of harassment, including subtle and systemic issues that may often go unnoticed. Empowering Bystanders: Encouraging individuals to speak up and intervene safely when they witness inappropriate behaviour, fostering a community of support. Creating Action Plans: Helping organizations develop robust policies and procedures that not only comply with the law but also genuinely support victims and promote accountability. 🤝 Building a Culture of Respect: Beyond just training, I strive to instil a mindset shift within organizations. Respect, empathy, and open communication should be the cornerstones of our workplaces. Together, we can cultivate an environment where everyone feels safe to express themselves without fear of judgment or retaliation. 🔗 Let’s Connect: If your organization is committed to fostering a safe and inclusive culture, let’s connect! Together, we can implement effective POSH training programs that not only meet legal requirements but also drive positive change. Remember, a respectful workplace is a productive workplace. Let’s make a difference together! #POSH #SexualHarassment #WorkplaceCulture #Inclusion #Empowerment #Training #SafeWorkplace