Why is POSH Training Essential for Organisations

October 3, 2024

A workplace, as defined under the POSH act is: “Workplace includes any place visited by the employee, arising out of or during the course of employment, including transportation provided by the employer for the purpose of commuting to and from the place of employment.”

In this blog, we intend to elucidate and encourage reflection towards understanding and implementing the POSH Act in workplaces. Although the act, its findings and injunctions are available for implementation and apprehension, a study (2023) conducted by Stratefix Consulting in collaboration with the NHRD (National Human Resource Development) states that a harrowing 8% are the only fraction of people who are aware of the POSH Act. We believe that this must transpose.

In an attempt to bring forth knowing the importance of the act and the need to implement POSH recommendations in organisations, below are what you can get to know about in the blog:

Understanding POSH Training
Findings and best practices
Reasons why it is essential to conduct POSH trainings in organisations

What is POSH Training and How is it More than Just a Policy?

Understanding the act and conducting POSH training must first come from knowing how to call it what it is, which is ‘harassment’ rather than using terms such as issue, conflict, concern, problem, difficulty or disturbance. A legislation enacted by the Government of India in 2013, the intention of the POSH act is to address the sexual harassment faced by women in the work place and the requirement to constitute an ICC (Internal Complaints Committee) within every organisation. While conducting POSH training, trainers must make attendees aware of the following:

What constitutes sexual harassment?
How they can report harassment and that it is safe to report
Implementing, asserting and recognising boundaries
Informing them of their rights under the law
You must know who to reach out to, how to report complaints and make your voices heard. If one does not feel that their complaint is being addressed, then informing them of the channels they can opt for otherwise
Urging people to not be mere spectators when they witness abuse and/or harassment

More than Just a Policy

We often see how companies and organisations implement policies as just another ‘check – box’ and to get by with surface – level performative actions. However, it is to be critically understood that POSH training and the act is more than just a policy and is about fostering a safe, comfortable, ethical and ideal workplace for all employees. The policy is also not ‘one among the gazillion policies’ that come and go, the act ensures that workplaces nurture and abet inclusivity, does not indulge in ableism and makes active effort to inculcate the POSH act’s importance in employees through regular sessions.

6 Reasons Why POSH Training is Essential for Organisations

If you are someone who has the objective of creating or cultivating a workplace that is secure for all people and wants to ensure that people’s rights are safeguarded, it happens when you understand that most concepts the world deems are difficult to implement and are not worth it, is actually the bare minimum. A rudiment in the aforesaid regard is the POSH act and we are going to tell you 6 reasons why your organisation must have it implemented.

Creating a Safe Space

11% of employees would rather leave their job than report harassment – Stated by a study conducted by Stratefix Consulting. Why do you think this happens? Because most workplaces do not seem secure enough for survivors to report harassment and a preponderant reason is the lack of channels and taking away people’s agency. Implementing the POSH act caters to fostering a safe work environment for all people in the organisation. Forbye creating a framework that allows people to report complaints, it is also important to ensure that employees are not violated and abused in the organisation, primarily.

Increasing Managerial Responsibility and Accountability

Managers, executives and supervisors have a consequential role to play when it comes to addressing sexual harassment complaints and ensuring the safety of employees and/or their team. POSH training sessions ensure that managers and supervisors are trained effectively and are informed about how they must work towards actively addressing complaints, holding abusers and violators accountable, identifying and recognising indicators of sexual harassment, how they can be approachable for survivors to reach out to them and maintaining anonymity of the survivor upon their request.

Legal Mandate and Compliance

Section 19 – Duties of Employer | Under the POSH Act mandates the following dictum:

Every employer shall –

( c ) Organise workshops and awareness programmes at regular intervals for sensitising the employees with the provisions of the Act and orientation programmes for the members of the Internal Committee in the manner that as may be prescribed.

However, it is also to be understood that implementing the act is not just a legal mandate but an essential matter of course and like we said, is the bare minimum.

Raising Awareness – Coming Forward to Report and Helping People in Distress

Now, where do we begin in this regard? Based on stats and resources available from curated studies:

22% of employees were not aware that virtual sexual harassment is valid and could be reported (Stratefix Consulting x NHRD – 2023)
40% of women facing sexual harassment are unaware that there are measures implemented under the POSH act to help them (Walchand Plus x BDB India)
53% of Human Resource professionals are ‘confused’ by the act (Walchand Plus x BDB India)

These are not just numbers in a spreadsheet but a reflection of the current state of most workplaces which can, there are no two ways about it, improve and change with awareness. Employees must be aware of their rights, measures to undertake if and when these rights are violated and most importantly, be aware of the fact that they will be heard.

Equity and Inclusivity in the Workplace

In addition to addressing workplace sexual harassment, POSH sessions also emboldens the requirement of inclusivity and diversity. If you are wondering how that works, here’s how – The POSH act places emphasis on treating each other with respect, understanding people’s boundaries and accepting people for who they are. This creates a healthy work culture in your organisation and transcends across intersections of gender, sexual orientation, age and race.

Improving Employee Engagement and Experience

When employees feel heard and seen they are more satisfied. Through POSH sessions, raising awareness and guiding them can help them feel secure and informed. Being productive and knowing that the organisation they work in has got them covered, goes hand-in-hand. This sense of security would make them want to work more efficiently all the while feeling satisfied – thereby guaranteeing them good work experiences and the organisation further sees a positive countenance of employee engagement.

Best Practices for Effective POSH Training Sessions

Now that we have established the reasons why POSH training must be undertaken, let’s take a look at some of the best practices that can be incorporated for effective sessions:

Providing content for learning and offering instructions based on contexts within the organisation. Personalised content helps with facile comprehension
Including Diversity, Inclusion and Equity as an important section and extension of POSH Awareness Training
Conducting sessions in regular intervals, which is also mandated by the law
Training and guiding people in managerial positions and/or supervisors to better inform their team
Holding sessions that are interactive, asking open ended questions, giving space for discussions and engaging the attendees
Mentioning and elaborating concepts with case studies and examples
Sharing clear steps to follow in case of any incident
Highlighting contact details to report as a victim or as a bystander
Distinguish workshop for POSH Awareness, POSH for Leadership and training for IC/ICC members

To conclude,

It is advisable to not look at the POSH act and training sessions as ‘the next best thing to do’ for your organisation; it is a mandate that is to be implemented in organisations that contributes to creating a safer place not just in terms of work but also in terms of the world, by and large. Let us hope that corporate entities and organisations do not live vicariously under the labels of checklists and gimmicks but will take informed actions to become better.