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We provide comprehensive POSH (Prevention of Sexual Harassment) services to help businesses build a workplace free from harassment and discrimination. Our offerings include customized training sessions for employees and management, assistance in forming internal committees, drafting POSH-compliant policies, and ongoing advisory support. With our expert guidance, your organization can ensure full compliance with the POSH Act, 2013, while promoting a culture of safety, equality, and professionalism.
Creating a clear, comprehensive, and legally compliant POSH (Prevention of Sexual Harassment) policy is essential for fostering a safe and respectful workplace. A well-drafted POSH policy serves as a foundational document that outlines your organization’s commitment to preventing sexual harassment, protecting employee rights, and ensuring a fair redressal process.
Vetting a POSH (Prevention of Sexual Harassment) policy is a critical step to ensure your organisation’s policy is not only legally compliant but also practical, inclusive, and effectively implemented. Our POSH policy vetting service involves a thorough review of your existing policy to identify gaps, outdated content, and areas for improvement. We ensure your policy.
A POSH External Member is a third-party individual appointed to the Internal Committee (IC) under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. This person is not an employee of the organization and is typically from an NGO, association, or has experience in women’s rights or issues related to sexual harassment. The External Member brings impartiality and expertise to the committee, ensuring that investigations are fair, unbiased, and legally compliant. Their presence enhances the credibility and transparency of the POSH process within the workplace.
POSH awareness is essential to create a safe and respectful workplace where employees understand their rights and responsibilities related to preventing sexual harassment. It involves educating all staff about the provisions of the POSH Act, the definition of sexual harassment, the complaint process, and the role of the Internal Committee. Awareness programs help build a culture of dignity and equality, encourage victims to speak up without fear, and promote zero tolerance towards inappropriate behavior. Regular training sessions, workshops, and clear communication of policies are key to ensuring everyone in the organization is informed and empowered.
POSH investigation refers to the formal process carried out by the Internal Committee (IC) to examine complaints of sexual harassment at the workplace, as per the POSH Act, 2013. Once a written complaint is received, the IC begins by hearing both the complainant and the respondent, collecting evidence, interviewing witnesses, and reviewing relevant documents. The investigation must be fair, unbiased, and completed within 90 days. Both parties are given an equal opportunity to present their case. After the inquiry, the IC prepares a detailed report with findings and recommendations, which is then submitted to the employer for appropriate action. The entire process is confidential and aims to ensure justice and a safe working environment.
POSH compliance refers to an organization’s adherence to the legal requirements outlined in the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. It involves forming an Internal Committee (IC) in workplaces with 10 or more employees, including an external member, displaying POSH policy at the workplace, conducting regular awareness and training programs, handling complaints confidentially and fairly, and submitting an annual report to the appropriate authority. Ensuring POSH compliance helps create a safe and respectful work environment while protecting the organization from legal risks and promoting employee trust.
POSH communication refers to the clear and consistent sharing of information related to the Prevention of Sexual Harassment (POSH) policy within an organization. It involves informing employees about their rights, the definition of sexual harassment, the complaint procedure, and the role of the Internal Committee (IC). Effective POSH communication includes displaying the POSH policy at prominent places, conducting awareness sessions, sharing contact details of IC members, and using emails, posters, or internal portals to spread the message. Regular and transparent communication ensures that employees feel safe, informed, and empowered to report any incidents without fear or hesitation.
Gender sensitization is the process of creating awareness and understanding about gender equality, roles, and issues to promote respectful and inclusive behavior among individuals. It aims to challenge gender stereotypes, reduce discrimination, and foster mutual respect between all genders in personal and professional environments. Through workshops, discussions, and training programs, gender sensitization helps people recognize unconscious biases, understand the impact of gender-based inequality, and encourage fair treatment regardless of gender identity. It plays a vital role in building a more inclusive, safe, and supportive society and workplace.
A POSH consultant is a professional who helps organizations implement and comply with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. They assist in drafting and reviewing POSH policies, forming and training the Internal Committee (IC), conducting awareness programs for employees, and guiding the organization in handling complaints effectively and lawfully. POSH consultants may also act as external members of the IC, ensuring impartiality in investigations. Their expertise helps create a safe, inclusive, and legally compliant workplace environment by promoting awareness, prevention, and proper redressal of sexual harassment cases.
