About POSH

Making work a safe place and creating a culture of respect is the responsibility of every employee. Often employees are not aware about appropriate and inappropriate behaviours that constitute harassment. Managers are not equipped to spot inappropriate behaviours in the team or handle a harassment complaint effectively. Worse, many companies still do not have a policy and an ICC (Internal Complaints Committee) against sexual harassment, as mandated by the Anti-Sexual Harassment Act of 2013 and Vishaka Guidelines. This could lead to many problems such as a hostile work environment, employees not feeling safe, bullying, decreased morale and increased employee turnover.

The most effective weapon against sexual harassment is prevention. Harassment does not disappear on its own. In fact, it is more likely that when the problem is not addressed, the harassment will worsen and become more difficult to remedy as time goes on.

Hence, It is important that all employees, managers and ICC go through quality training in the area of POSH.

Pinnacle Training & Development Solutions have been identified as ‘Training Resource Partners’ by Central Ministry of Women and Child Development to conduct training programs on POSH Act 2013

Our Director Dr. Abhishek Tiwari is even pursuing his 2nd PhD. from Dr. APJ Abdul Kalam University, Indore on POSH:

Topic of Research “A study on Impact of Prevention of Sexual Harassment (POSH) Training Programs on Awareness Amongst Women Employees”

Workshop On “Prevention of Sexual Harassment and Gender Sensitivity At Workplace” – For Employees (1 Day Program)

SESSION – I
Pre Lunch

SESSION – II
Post Lunch
  1. Introduction & Objectives
  2. Issues of POSH and Gender Sensitivity
  3. Spot light on Sexual Harassment and “The Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act, 2013
  4. New Reforms and Clauses in POSH act
  5. Role Play on Real Time Scenarios
  1. Complaint mechanism and duties of employers at workplace under section 19 of the act
  2. Gender biased statements & Decisions (Stereo Typing and Conditioning)
  3. Case Studies – Typical images and stereo types
  4. Multi-Disciplinary Approach
  5. Videos on POSH
  6. Closure & Program Evaluation

*All the case studies and role play situations are real ones which has been picked up from the stories of those people who have suffered in such situations. We have just changed the name of the company, Industry and characters.

“Prevention of Sexual Harassment and Gender Sensitivity At Workplace” (For ICC Members) (1 Day Program)

Indicative Schedule

SESSION – I
Pre Lunch

SESSION – II
Post Lunch
  1. Introduction & Objectives
  2. Issues of POSH
  3. Spot light on Sexual Harassment and “The Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act, 2013
  4. Constitution of ICC and Functioning of ICC (Eligibility)
  5. Role of LCC (Local Compliance Committee)
  6. Complaint mechanism and duties of employers at workplace under section 19 of the act
  7. Do’s and Don’ts of ICC
  8. Examples of Actions considerable or non-considerable under SHW
  1. How to deal with complaints of S.H. (Redressal mechanism – Full Guidelines)
  2. How to conduct enquiry & proceedings
  3. Legal documentation to be maintained
  4. (Formats of all documents – Checklist)
  5. Gender biased statements & Decisions (Stereo Typing and Conditioning)
  6. Cultural Rectification measures
  7. Tools to raise awareness internally
  8. Critical Analysis of the act
  9. Closure & Program Evaluation

Gallery of POSH Training

POSH Training Autority Letter From Government of India & Ministry of Women and Child Development