About Course

This 14-hour intensive program provides an in-depth knowledge of POSH Act,2013 enabling participants to learn the practice as a POSH Trainer/External IC Member/POSH Consultant after completion.

The POSH – Prevention of Sexual Harassment At Workplace course is a comprehensive training program designed to educate learners about the critical aspects of preventing, addressing, and redressing sexual harassment in the workplace. This course offers POSH certification to participants, ensuring they understand the legal and ethical implications of workplace harassment.

This Program will also covers closing procedures, timelines to be followed, penalties for violation of legal provisions, and tips to write a detailed report about the incident. With the help of real-life cases, the participants will be guided through the topic from recognizing sexual harassment to handling incidents appropriately, in the most efficient manner.

 Develop expertise on practical issues under Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 or POSH Act
 Learn how to implement the compliance process for a large organization having a diverse workforce and multiple offices, shops or factories in different locations across India
 Master how to guide CEOs and the management team, the ICC and the workforce with implementation
 Apply a gender-neutral framework to deal with sexual harassment at the workplace
 Learn the end-to-end decision-making and documentation process to be observed by ICCs, and train your own or ICCs of other organizations on it
 Assist organizations in effectively dealing with false complaints
 Learn how to onboard men in the anti-sexual harassment compliance initiative despite the law according protection only to women
 Learn how to develop a consulting practice where you assist organizations as an external expert or trainer
 Reduce The Number Of Mishaps And Establish A Trustworthy Workplace
 Assist Businesses In Meeting Their Legal Responsibilities
 Become A More Empathetic And Responsible HR Professional
 Cite Real-Life Examples And Facilitate Regular Workshops To Help Employees Understand The Ripples Of Misdemeanor

Course Content

Introduction & Genesis of POSH ACT,2013
Unconscious Bias Understanding of Gender issue at workplace Meaning and Importance of gender equality at workplace Gender Sensitization Concept of gender equality at work[lace Benefits of workplace gender equality Introduction & Objective of training History & Origin Vishakha Guidelines IPC POSH Act Subjective Assignment

Briefly describe one way unconscious bias can negatively affect hiring decisions. (Sample Answer: It may cause a recruiter to favor candidates of a particular gender, limiting diversity and equal opportunity.)
Identify one common gender issue at workplaces and explain its impact on employees.
Module 1

00:00

Introduction to Sexual Harrasment,Physical & Behavioural Understanding
Sexual Harassment: Types & Criteria (including physical & virtual) Workplace harassment vs. sexual harassment Consent, Sexual harassment & relationships Understanding difference between welcome & unwelcome Sexual harassment vs. relationships vs. workplace harassment Nature of complaints you get and how to identify if it’s a sexual harassment complaint? Impact on involved parties Knowing the boundaries: Including but not limited to physical Impact of sexual harassment on involved parties Discussing barriers in reporting cases of sexual harassment including in hybrid and remote working Preventive Measures: It’s about developing healthy professional relationships Subjective Assignment

Understanding Redressal Process
Who can file a complaint? Who is an employee? Can parties be of same gender? What if complaints are raised against outsiders (strangers or employees of other organisations)? – Tracking respondents with respect to online instances What does a workplace mean? Does it cover electronic communications? Does it cover unofficial employee gathering? Who can complaint be filed against? Assistance in filing the complaint What is an Internal Committee? Process of conciliation & redressal of complaint along with timelines What can IC recommend? Importance of Confidentiality Subjective Assignment

IC Formation & Documentation
What is an IC? Who can be an External Member? Is there any fee for the External Member? How to constitute an IC? Is there a term for the IC? Can an IC member be removed before the completion of the term? Is an IC required to be registered with the Government? What is the Role of an Internal Committee? What is the role of an External Member? Can different entities have a common / joint Internal Committee? Power of IC Members Annual Reports & Documentation Subjective Assignment

Role as First Responder and Redressal Mechanism – Dealing with Practical Challenges & Drafting of Inquiry
Role as the first responder What to do when any individual reaches out to you? Awareness of individual differences in dealing with SH What if the caller / complainant states that they are being stalked / threatened? What if the caller / complainant breaks down and cries or there are other mental health concerns? What if the caller / complainant wants to file a complaint with Police? What to do when you cannot identify nature of complaint? What if one does not know how to write a complaint? Redressal mechanism and dealing with other challenges Process of Conciliation & things to keep in mind Process of Inquiry – how and what to ask Principles of natural justice: what does that mean in the real world Recording statements and summarising statements: Method and pointers for both forms. Transitioning from virtual to hybrid and back to virtual – Overcoming challenges such as – connections, confidentiality, continuity etc, Timelines and meeting timelines – what if the parties and IC members suffer from Covid or technical challenges? Can 90 days period still be overlooked? Inquiry report, challenges & do’s & don’ts Discussion on malicious complaints Discussion on preparation of an inquiry report along with recommendations Proportionality & recommendations – How does the IC determine the same? Drafting of inquiry report Subjective Assignment

Understanding the Role as Facilitator
Role and responsibilities Do’s/Don’ts as a Trainer Guidance on what needs to be done when a Participant discusses personal experience Discussion on Questions asked and how to deal with them Subjective Assignment

Giveaways
A PowerPoint presentation for quick reference Checklist for compliance & Checklist for timelines Do’s and Don’ts and things to keep in mind Detailed notes on how to conduct an inquiry – step by step process Templates such as: Emails to be sent to involved parties , Emails to be sent during pendency of inquiry , Report related to conciliation Subjective Assignment

Student Ratings & Reviews

No Review Yet

Train The Trainer Programme In Sexual Harassment at Workplace (POSH TTT)

About Course

This 14-hour intensive program provides an in-depth knowledge of POSH Act,2013 enabling participants to learn the practice as a POSH Trainer/External IC Member/POSH Consultant after completion.

What Will You Learn?

Course Content

Briefly describe one way unconscious bias can negatively affect hiring decisions. (Sample Answer: It may cause a recruiter to favor candidates of a particular gender, limiting diversity and equal opportunity.)

Identify one common gender issue at workplaces and explain its impact on employees.

Module 1

Understanding the Role as Facilitator
Role and responsibilities Do’s/Don’ts as a Trainer Guidance on what needs to be done when a Participant discusses personal experience Discussion on Questions asked and how to deal with them Subjective Assignment

About Course

This 14-hour intensive program provides an in-depth knowledge of POSH Act,2013 enabling participants to learn the practice as a POSH Trainer/External IC Member/POSH Consultant after completion.

What Will You Learn?

Course Content

Briefly describe one way unconscious bias can negatively affect hiring decisions. (Sample Answer: It may cause a recruiter to favor candidates of a particular gender, limiting diversity and equal opportunity.)

Identify one common gender issue at workplaces and explain its impact on employees.

Module 1

Understanding the Role as Facilitator Role and responsibilities Do’s/Don’ts as a Trainer Guidance on what needs to be done when a Participant discusses personal experience Discussion on Questions asked and how to deal with them Subjective Assignment

Student Ratings & Reviews

Understanding the Role as Facilitator
Role and responsibilities Do’s/Don’ts as a Trainer Guidance on what needs to be done when a Participant discusses personal experience Discussion on Questions asked and how to deal with them Subjective Assignment