POSH Training at the Workplace is a thorough manual that equips employers and staff with the skills necessary to prevent and resolve workplace sexual harassment through education and training. Get expert advice at Vakilsearch.
POSH Training- A Crucial Role in the Workplace
Sexual harassment at work is a dangerous and terrible issue that can have severe consequences for both individuals and organisations. It may lead to mental and physical illness, emotional anguish, and decreased workplace productivity. Any company’s policies and procedures must include provisions for both sexual harassment prevention and employee protection. Herein is the value of posh training.
POSH training, which stands for Prevention of Sexual Harassment, is a sort of instruction intended to inform both employers and employees of the rules governing sexual harassment, its various manifestations, and how to identify and prevent it. It is important to remember that Posh training is not only essential for preventing sexual harassment but it is also required by law in many nations.
What Is POSH Training?
Sexual harassment at work is a widespread issue that can have terrible consequences for both individuals and organisations. It may lead to mental and physical illness, emotional anguish, and decreased workplace productivity. Any company’s policies and procedures must include provisions for both sexual harassment prevention and employee protection. Herein is the value of POSH Compliance training.
Posh training, which stands for Prevention of Sexual Harassment, is a sort of instruction intended to inform both employers and employees of the rules governing sexual harassment, its various manifestations, and how to identify and prevent it. It is important to remember that Posh training is not only essential for preventing sexual harassment but it is also required by law in many nations.
Steps in POSH Training in India
The Prevention of Sexual Harassment (POSH) Act in India requires that employees receive POSH training from any organisation that employs more than 10 people.
Identifying the Need for Training: First of all, determine whether the organisation needs POSH training. This can be achieved by evaluating the company’s culture and working environment and looking back on any prior instances of sexual harassment. If there are instances of harassment, then proper awareness must be given of the consequences.
Creating the Training Programme: The following stage is to create a thorough training programme that contains details on the concept of sexual harassment.
Choosing the Training Audience: The training programme should be customised to the particular requirements of the organisation and its staff. In order to do this, it may be necessary to identify several employee groups, such as managers, supervisors, and front-line workers, and to create training modules that are appropriate for each group.
Methods of Training: The training can be provided in a variety of ways, including face-to-face seminars, online courses, or a hybrid of the two. It’s crucial to make sure the training is interesting, participatory and accomplishes its goals.
Evaluation and feedback: After the training is over, it’s crucial to assess its success and collect feedback from the attendees. This input can be utilised to enhance future training initiatives and guarantee that the company is giving the required assistance to stop and handle instances of sexual harassment.
Why Is POSH Training Important?
- Employees must receive POSH training to help them understand the law and the repercussions of breaking it within the company. As a result, it is necessary to organise the training to include both men and women. Knowing what constitutes sexual harassment, what may give rise to false complaints, and how to apply the law correctly and prevent abuse helps promote workplace equality for women and makes it safer for them to work.
- Sometimes a woman is unsure whether a certain occurrence falls within the definition of sexual harassment or not. Coworkers who want to assist occasionally don’t understand the legislation. Any organisation must invest in POSH awareness training if it wants to safeguard women’s rights and keep a productive workplace where employees can succeed and develop
- As a result, workers are more willing to engage, communicate, and work together because they feel safer. Additionally, there is a better level of job satisfaction, which aids in keeping employees. This boosts workplace productivity.
- The POSH training is crucial because it educates employers and workers about sexual harassment and teaches them how to distinguish it from other types of discrimination. It shields someone from false accusations.
- Because they worry about losing their livelihood, their reputation in their personal and professional lives, and being stigmatised, women frequently choose not to disclose the issue. Many workers can be reluctant to report such incidents because they believe it would be useless and lead to them losing their jobs. But POSH teaches how to handle these circumstances in the right way.
Benefits of POSH Training
- Posh training raises awareness by teaching staff members what sexual harassment is, how to spot it, and how to file a complaint. This raised awareness contributes to a polite and safe workplace.
- Posh training gives staff members a thorough awareness of the complaint procedure as well as their rights and obligations. This transparency may compel workers to come out and report sexual harassment.
- Organisations can show that they take sexual harassment seriously and are making efforts to prevent it by offering Posh training to their staff. By doing this, the possibility of culpability in the event of a sexual harassment complaint is diminished.
- A sexual harassment-free workplace develops a culture of respect, trust, and professionalism. In establishing and preserving such a culture, posh training is essential.
- Productivity can be improved by creating a safe and respected work environment, which can also lower absenteeism and boost employee morale. Posh training may help provide these favourable results.
What Should You Cover in POSH Training?
- What behaviours include as—verbal, nonverbal, and physical that is considered sexual harassment?
- Grave effects of sexual harassment in the workplace and on victims.
- Process for filing complaints and function of internal complaints committee (ICC).
- The way employees must handle and stop sexual harassment.
- Effects of sexual harassment as well as reprisals against complainants.
- The significance of keeping a respectful and professional work environment.
POSH Training for Internal Committee Members
- The rules and regulations for stopping and dealing with sexual harassment at work.
- The roles and duties of the ICC, include taking complaints, looking into them, making recommendations, and maintaining privacy.
- The procedure for handling complaints, including how to launch an investigation, compile data, and offer suggestions.
- The significance of preserving objectivity, secrecy, and tact throughout the complaint procedure.
Making POSH Training Effective
To ensure that Posh training is effective, it is important to consider the following factors:
Tailored Training: Posh training should be customised according to the nature of the business, the size of the organisation, and the job roles of the employees. This will ensure that the training is relevant and practical for the employees.
Engagement: The training should be interactive and engaging. The use of case studies, role-plays, and group discussions can help employees understand the concepts better and apply them in real-life situations.
Regular Refresher Training: To reinforce the learning and keep the topic fresh in the minds of the employees, regular refresher training sessions should be conducted. This will also ensure that the organisation remains up-to-date with any changes in the law or policies related to sexual harassment.
Management Support: The management should actively support POSH training by participating in the sessions and ensuring that the policies are being implemented effectively. This will create a culture of sero-tolerance towards sexual harassment and encourage employees to speak up without fear of retaliation.
Mode of POSH Training Programmes
Posh training can be conducted in various modes, including:
- Online Training
- Hybrid Training
- Train the trainers, where a small group will be trained to become trainers themselves.
- Offline/In-person Training.
Conclusion
In conclusion, Vakilsearch’s services can be used by companies in India who want to make sure they are in compliance with the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013. Businesses wishing to set up an Internal Complaints Committee (ICC) and give their staff POSH (Prevention of Sexual Harassment) training can turn to Vakilsearch for comprehensive legal support and advice. Businesses may build a secure and welcoming workplace that promotes the productivity and well-being of all employees by taking action to prevent and address workplace harassment.
FAQs
How often should POSH training be conducted?
POSH training should be conducted at least once a year or whenever there is a significant change in the policy.
What topics should be covered in POSH training?
POSH training should cover topics such as understanding sexual harassment, identifying harassment, the complaint process, and the role of the internal committee.
Is POSH training mandatory for all organisations?
Yes, POSH training is mandatory for all organisations with 10 or more employees under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013.
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