Shivani Madan Bose (She/Her)’s Post

Why POSH Training Is Not Just a Legal Requirement—But a Workplace Necessity We’ve all heard about POSH (Prevention of Sexual Harassment) training and its legal importance. But here’s the bigger picture: it’s not just about ticking off a box to stay compliant—it’s about creating a workplace where everyone feels safe, respected, and valued. 📌More Than Just Legal Compliance Yes, POSH training is required by law in many countries. But if we stop there, we’re missing out. POSH training helps build a positive, respectful work environment where employees are free to do their best without fearing harassment. It’s about making sure every person feels heard and supported. 📌Creating a Safe, Respectful Culture When employees know that their company cares about their safety and well-being, trust and morale improve. POSH training gives everyone a clear understanding of what is unacceptable behavior, and how to act if something goes wrong. It’s not just for HR—it’s for everyone. 📌Preventing Problems Before They Start The best part of POSH training is its proactive approach. By educating employees about harassment and how to prevent it, we stop issues before they start. Plus, it empowers employees to speak up if they see something wrong, knowing their voices will be heard and respected. 📌Saving Money and Protecting the Company Ignoring harassment issues can cost a company far more than just legal fees. It can lead to low morale, high turnover, and a damaged reputation. By implementing solid POSH training, companies can reduce legal risks and create a healthier, more productive work environment. At the end of the day, POSH training isn’t just about following the law—it’s about creating a workplace where people feel safe and supported. When employees know they’re respected, they’re more engaged, more productive, and more loyal. So, let’s stop thinking of POSH as a “legal requirement” and start seeing it for what it truly is: a workplace necessity for building a strong, thriving, and positive company culture. . . #Posh #Corporate #Training #Hiked

🌟 Ensure a Safe and Inclusive Workplace with POSH Trainings! 🌟 Dear Leaders and HR Professionals, At Talent Meister Solutions, we believe that a safe, respectful, and inclusive workplace is the foundation of a thriving organization. We are committed to helping companies achieve this through comprehensive Prevention of Sexual Harassment (POSH) training programs. Why POSH Training is Crucial: 🔹 Legal Compliance: Stay compliant with the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act. 🔹 Employee Well-being: Foster a supportive environment where employees feel safe and respected. 🔹 Enhanced Productivity: A positive work culture boosts morale and productivity. 🔹 Reputation Management: Show your commitment to ethical practices and employee welfare. Our Training Programs Include: ✅ Detailed modules covering the legal framework and practical scenarios. ✅ Interactive sessions with experienced trainers. ✅ Resources and tools for effective implementation of policies. ✅ Post-training support to address any queries or concerns. Join hands with us to build a workplace where everyone feels valued and protected. Together, we can create a culture of respect and inclusivity. Ready to take the next step? Contact us today to schedule your POSH training! 📞 +91-9773873999 📧 info@talentmeister.in / talentmeistersolutions@gmail.com 🌐 www.talentmeister.in Let's work together to make your organization a safer and better place for all! #POSHTraining #SafeWorkplace #InclusiveCulture #EmployeeWellbeing #TalentMeisterSolutions

🚀 Empowering Safe Workplaces with CareerTrend's Comprehensive POSH Services 🌟 @CareerTrend is dedicated to ensuring your workplace is safe and inclusive for everyone, especially women. We provide a holistic approach to POSH (Prevention of Sexual Harassment) compliance and training: 1. Robust Policy Frameworks: Crafting and updating POSH policies in line with the latest legal standards. 2. Comprehensive Training Modules: Delivering targeted training for IC (Internal Committee) members, new hires, and ongoing staff education on POSH. 3. Quarterly and Annual Compliance Checks: Ensuring all regulatory and procedural standards are met consistently. 4. Investigation Support: Expert assistance in handling POSH cases with confidentiality and integrity. 5. Awareness Initiatives: Implementing POSH case studies and campaigns to foster a culture of respect and safety. 6. Annual Filing Assistance: Managing documentation and compliance filings to keep your organization accountable and transparent. Partner with CareerTrend to transform your workplace into a model of safety and compliance. For a deeper partnership, contact us at hr@careertrend.in or visit www.careertrend.in 🏷️ #POSHCompliance #WorkplaceSafety #HRConsulting #CareerTrend #SafeWorkEnvironment #EmployeeTraining #GenderEquality #InclusiveWorkplace

#PoSH Consultant: A Lucrative Career Path In the dynamic field of human resources, the role of a #PoSH (Prevention of Sexual Harassment) consultant is increasingly vital and rewarding. With growing awareness about workplace safety and stringent legal requirements, organizations are prioritizing compliance with the PoSH Act, 2013. This has created a high demand for skilled professionals who can guide companies in fostering safe and respectful work environments. The Growing Importance of PoSH #Compliance The PoSH Act mandates that organizations with more than ten employees implement measures to prevent, address, and redress sexual harassment at the workplace. Non-compliance can lead to severe penalties, including hefty fines and reputational damage. Consequently, companies are investing in PoSH consultants to ensure legal adherence and promote a culture of respect and dignity. High Demand and #Competitive #Compensation The increasing incidents of workplace harassment and the impact of the #MeToo movement have amplified the need for expert guidance in creating harassment-free workplaces. PoSH consultants help organizations develop anti-harassment policies, establish Internal Complaints Committees (ICC), conduct training sessions, and provide ongoing compliance support. This growing need translates into steady job opportunities and competitive compensation for PoSH consultants. #Opportunities for Impact and Flexibility As a #PoSH consultant, you can significantly impact workplace culture by implementing effective policies and training programs. This role allows for flexibility and independence, enabling consultants to set their schedules, select clients, and work on projects aligning with their values. Continuous #Learning and Growth The field of workplace harassment prevention is constantly evolving, offering PoSH consultants continuous learning opportunities through training, workshops, and industry conferences. #Conclusion A career as a #PoSH consultant offers financial rewards, professional growth, and personal fulfillment. By choosing this path, you secure a lucrative future and contribute to creating safe and respectful workplaces. #Enquire @ 9082553075 / aparna.gonate@gmail.com to be a #PoSH certified Trainer & Consultant.

POST #5 Common Myths About POSH Sensitisation ❌ Myth: POSH Training is Only for Women  ✔Reality: It's for everyone. It promotes acceptable behavior and a safer workplace for all. ❌ Myth: POSH Sensitization is Only Required Once ✔Reality: Continuous training reinforces policies and maintains awareness. ❌Myth: POSH Training is Ineffective  ✔Reality: Effective training significantly reduces harassment and empowers employees. ❌Myth: Harassment Happens Only to Women ✔Reality: It can happen to anyone. POSH sensitization supports fairness and protects all genders. ❌Myth: POSH Complaints Will Lead to Retaliation ✔Reality: The POSH Act protects complainants from retaliation. ❌Myth: Only Physical Harassment is Addressed  ✔Reality: POSH covers verbal, non-verbal, and cyber harassment. ❌Myth: POSH Sensitization is a One-Size-Fits-All Approach   ✔Reality: Effective training is tailored to an organization's unique needs. ❌Myth: Only HR is Responsible for POSH Implementation   ✔Reality: It's a collective responsibility involving all employees and leaders. ❌Myth: POSH Training is Just a Legal Requirement   ✔Reality: It builds a positive workplace culture, enhancing morale and productivity. ❌Myth: POSH Sensitization is Not Needed if There Are No Complaints   ✔Reality: No complaints don't mean no harassment. Proactive sensitization prevents issues. ❌Myth: Most of the cases are false   ✔Reality: Let's not assume and judge; there is no correct data on this. Genuine cases require a robust mechanism for redressal. Ensuring effective POSH sensitization is key to a safe and respectful workplace. In this journey, I thank Sulekha Chandra for her support, I thank Dr. ASHIS SEN Sir for introducing me to the POSH Act for the first time, I thank Rajesh Mhatre for his support in sensitizing approximately 7000+ contractual employees at Mumbai International Airport smoothly, I thank all the organizations who had given me an opportunity to work with and foremost I thank all the employees who have benefitted. 🦋 "My robust experience includes conducting six POSH Sensitization sessions (four classroom and two virtual) a day at Mumbai International Airport for 45 working days." 🦋 Aditya S. Malla Dr. ASHIS SEN Sulekha Chandra Adv Neyha Chaudhary Shipra Dawar -Award Winner HR, Change Management, Learning n Development, PMS, DEI Mayur Satyavrat Rajesh Mhatre LG (Laxmikant Garud) Shivani Sharma Rai #POSH #WorkplaceSafety #EmployeeTraining #Inclusion #WorkplaceCulture #HarassmentPrevention #HR #EmployeeRights #DiversityAndInclusion

Hi CS fraternity, most of the time you feel that Posh Mechanism falls under the domain of HR. But being a “CS and Compliance Officer” you just need to ensure that your company is complying with following: 1)  Safe working environment: To provide a safe and promote a gender sensitive workplace and remove the underlying factors that contribute towards creating a hostile working environment against women. 2)   Formulating the PoSH policy: To have a policy which prohibits sexual harassment at workplace and contain the entire procedure to be followed at the time of filing of the complaint. Policy should be circulated and communicated to the employees. It can also be placed on intranet or website of the Company. 3)   Establishing the PoSH Committee: To establish an Internal Complaint Committee consisting of members of the organization who should be capable of conducting inquiries. Term shall not exceed three years. There should be separate committee for each branch / factory etc. 4)   Display of details: To display at any conspicuous place in the workplace, the penal consequences of sexual harassments and the order constituting the Internal Complaint Committee under this law including name and contact details of members of Internal Complaint Committee. 5)   PoSH Committee training: Posh Committee will be responsible to hold inquiries in case a complaint has been filed. Members should be provided necessary training and orientation programs to ensure capacity and skill building. 6)   Employee Awareness Campaigns: To train the employees at the regular intervals about the provisions of the Act and should be made aware of the redressal mechanism available to them in case of harassment. 7)   Submitting the PoSH annual report: To file the with the District Officer with all details. 8)   Board Report: To include the details of cases in the Board Report of the Company. 9)   Confidentiality and Impartiality: To ensure that the details and proceeding must be conducted in impartial manner and kept confidential.

🚀 Empowering Safe Workplaces with CareerTrend's Comprehensive POSH Services 🌟 CareerTrend is dedicated to ensuring your workplace is safe and inclusive for everyone, especially women. We provide a holistic approach to POSH (Prevention of Sexual Harassment) compliance and training: 1. Robust Policy Frameworks: Crafting and updating POSH policies in line with the latest legal standards. 2.Comprehensive Training Modules: Delivering targeted training for IC (Internal Committee) members, new hires, and ongoing staff education on POSH. 3. Quarterly and Annual Compliance Checks: Ensuring all regulatory and procedural standards are met consistently. 4. Investigation Support: Expert assistance in handling POSH cases with confidentiality and integrity. 5. Awareness Initiatives: Implementing POSH case studies and campaigns to foster a culture of respect and safety. 6. Annual Filing Assistance: Managing documentation and compliance filings to keep your organization accountable and transparent. Partner with CareerTrend to transform your workplace into a model of safety and compliance. For a deeper partnership, contact us at hr@careertrend.in or visit www.careertrend.in 🏷️ #POSHCompliance #WorkplaceSafety #HRConsulting #CareerTrend #SafeWorkEnvironment #EmployeeTraining #GenderEquality #InclusiveWorkplace Aseef Shaik Kaushiki Bhattacharya

Workplace Investigation An HR investigation must be conducted fairly and impartially, following a structured process to ensure consistency and transparency. This structured approach helps guarantee that all parties are treated equally and that the investigation is thorough and unbiased. By adhering to a clear process, the organization can accurately uncover the facts, maintain trust in the investigation's outcome, and protect itself from potential legal issues. A fair, impartial, and well-structured investigation also fosters a respectful and just workplace environment, reinforcing employees' confidence in their organization's commitment to integrity and fairness. Here is a “Complaint Interview Guide” with sample questions for the Complainant, that I used in our investigation seminar last week. I hope you find this download useful.

Ensuring Workplace safety is equally important to the outer world. As an HR professional, my job is not just to onboard/Hire a candidate. We all should ensure that no one faces any discrepancy regarding any issue that is not ethically right, specifically within the boundaries of the working culture. Out of 100 /70+, companies have a POSH policy and other policies but Does it matter? Implementing the same when it's needed (Matters a lot) Not every candidate prefers to defame their previous organization there can be Nth no. of the reason for a resignation after all (har bar candidate hi galat nahi hota na) Imagine a candidate dedicatedly approaches different profiles and people to get their desired job (it's like ek bar interview hojaey)and once they get to know the reality. They take a back step. Let's start teaching ourselves to be VOCAL first. #hrpolicies #posh #SafetyAwareness #WorkplaceCulture #awareness

Workplace investigations play a vital role in resolving disputes at work. 🤝 When a potential disciplinary or grievance issue is brewing, a quiet word or informal action just won’t do. Instead, you’ll need to investigate the matter - promptly and fairly - and do all you reasonably can to find out what’s happened. 🕵️ Done well, investigations help protect your organisation by uncovering the facts and identifying any potential misconduct. They support informed and objective decisions and help keep things less stressful for all involved. On the flip side, if handled badly, workplace investigations can damage your reputation and could land you in legal hot water. 🥵 For that reason, it’s crucial to get it right. ✅ We’re well aware that each workplace investigation varies in complexity, circumstances and facts. However, there are some general principles to follow which can lend a helping hand. Watch our latest video, where we run through the steps to ensure your workplace investigation runs smoothly, minimises stress for all involved and avoids the risk of legal action. 👩⚖️ Watch it here 👇 https://lnkd.in/eBBnZ-5i