What is POSH Training?
POSH training for employees helps them identify and differentiate between appropriate and inappropriate behavior in the workplace. It also educates participants on the legal aspect under the PoSH (Prevention of sexual harassment) act. Posh training gives a clear understanding of employees what kind of behavior falls under sexual harassment. POSH training is necessary to foster a respectful and safe working environment for employees. One incident is enough to create a bad reputation for the company and to ruin the career of the accused employee. So, you must ensure that your employees are sensitized about the boundaries of acceptable and unacceptable behaviour at workplace.
Our Services
- Posh Training For Employees
- Posh Trainer Certification
- Posh Policy Framework
- Posh Organisation Policy And Webinars
- Posh Ic Capability Building
- Posh Empanelment Of Ic External Member
Our Process
Contact Us
Schedule Training
Take Self assessment Quiz/ Test
Become POSH Compliant
What does employees gain from training?
POSH training for employees helps them identify and differentiate between appropriate and inappropriate behavior in the workplace. It also educates participants on the legal aspect under the PoSH (Prevention of sexual harassment) act. Posh training gives a clear understanding of employees what kind of behavior falls under sexual harassment. POSH training is necessary to foster a respectful and safe working environment for employees. One incident is enough to create a bad reputation for the company and to ruin the career of the accused employee. So, you must ensure that your employees are sensitized about the boundaries of acceptable and unacceptable behaviour at workplace.
POSH Training for Managers / Team Leaders / Supervisors
A certain section of the employees has a team to manage and is obligated to provide a safe environment to their team members. They can be People Managers, Reporting Managers, Business Heads, Human Resources (Learning and Development) professionals, Diversity and Inclusion (D&I) champions, etc. The POSH training for them must enable them to effectively handle and manage sexual harassment incidents. Any inappropriate step or negligence on the part of the people manager will have severe consequences to the organization, team and the victim.
Ideally, the POSH training for managers should cover:
- The key responsibilities of leaders if there is an incident of sexual harassment
- Steps to objectively document the complaint
- Cooperating with the IC for investigation
- Things to do post inquiry
- Proactive measures that can be taken to prevent unfortunate incidents
POSH Training for Internal Committee Members
The POSH Act mandates that any organization with more than ten employees (including temporary contract employees or interns.) should constitute an Internal Committee which will have the power of a civil jury. They will inquire into POSH complaints and redress them.
It is important to train the IC members on the following:
- The responsibilities of an IC
- The members of IC and their qualification
- The criteria to disqualify an IC member if the need occurs
- The steps of filing a complaint and the procedures that follow
- The process of conciliation and inquiry
- Differentiating sexual harassment from gender-based discrimination
- The jurisdiction of Internal Committee
- The procedure of conducting interviews required for the investigation
- The deadline to complete the inquiry and report submission
- The recommendations to be made after the inquiry
- Preparing the inquiry report and the details to be included in the report
- Preparing and submitting the POSH Annual Report
As the Internal Committee plays a significant role in the organization’s mission of preventing sexual harassment at workplace, proper enablement of the Internal Committee is necessary.
eLeanPOSH’s Annual Subscription Program for IC Members is a great option for this. The IC members will be trained on their roles and responsibilities through the comprehensive eLearning module curated for the IC members. Triannual POSH Webinars conducted by industry experts with open Q&A will ensure that the IC Members are updated about the nuances of inquiry proceedings. IC Members will also get a chance to get their questions answered from the presenters.
Making POSH Training Effective
We have seen that there are several topics to be covered in each type of training. This can make the training long and boring. Here are a few tips to ensure that the learners stay engaged through out.
- Include examples and content relevant to the industry and the audience. Incidents that happen in a manufacturing industry is not similar to what would happen in an IT company.
- Use scenarios to understand the intricate nuances involved in sexual harassment incidents. Instead of telling that the employees should intervene, give an example of how an intervention by a fellow-employee has saved a coworker from sexual harassment. It will be more effective.
- Use impactful visuals (like animated videos) about points that the learner should retain. Humans are visual creatures.
- Give learner chances to take decisions. Give quizzes and activities to the learner that involve examples or scenarios. Ask them what they would do in a relatable situation and let them know why their response was correct or incorrect. This keeps them motivated to continue the course.
- Ensure that along with the white-collar workforce, blue-collar workforce is also aware about their rights and responsibilities as per the POSH Act. However, it is not always easy to train them as they speak different regional languages, may not be very comfortable in English and may not have access to computers or laptops. Mass education License or MEL is an effective method to train blue-collar workforce.