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Gender Empowerment (POSH)
Mandatory trainings as per Section 19 (C) of The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act 2013 and Section 13 of The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Rules 2013, together referred to as (“POSH Act 2013”)

Awareness training for employees around POSH Act 2013

Awareness trainings for Head of Departments around POSH Act 2013

Skill building training for ICC members

Know Your Rights:
Policy Development

Sexual harassment involves threatening, abusive or insulting words, behaviors or communications of a sexual nature. Such behaviors may be actionable if.

a) it is meant to cause you harassment, alarm or distress or

b) is likely to cause you these feelings and you heard or saw the offending behaviors or words.

Workplaces should be safe and free from harassment so that employees can carry out their work productively. Harassment can, however, occur in different forms and to different extent. Workplace harassment prevention is one facet of the broader Protection from Harassment which protects persons from a range of harassing behaviors through criminal sanctions and self-help measures for vic9ms of harassment to protect themselves. Workplace harassment can take different forms. Examples of behavior that may be considered harassment include but are not limited to:

Workplace harassment can be directed at and/or carried out by:

Whistle Blower / Grievance Redressal

Whistle blowing means the reporting by employees of suspected misconduct, illegal acts or failure to act within the organization. The aim of this Policy is to encourage employees and others who have serious concerns about any aspect of the organization’s work to come forward and voice those concerns. Employees are often the first to realize that there may be something seriously wrong within the organization. ‘Whistleblowing’ is viewed by the organization as a positive act that can make a valuable contribution to the organization’s efficiency and long-term success.

This Policy aims to:

Code of Conduct

Establishing the Code of Conduct shall be considered one of the several useful instruments of an inclusive strategy and holistic policy to fight corruption in the private sector. The Code of Conduct consists in a set of principles on conducting business, having the goal to protect their business and inform the employees and stakeholders of the business objectives and expectations. It sets up the ethical and behavioral rules for the company’s shareholders, management and employees. The ultimate goal of the Code of Conduct is to help companies to pursue a fair, transparent and legal business activity

Workplace harassment can be directed at and/or carried out by:


Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act 2013 (Sexual Harassment Act) was notified in December 2013 in India. To redress the complaints of sexual harassment at the workplace, it is mandatory to constitute an Internal Committee (IC) in workplaces where there are 10 or more employees as per Section 4 of the Act. There has to be:

The role of the External Member is crucial to the Committee. The major functions of the External Member to the IC are:

Assistance with Investigation

The Complaints Committees may act on complaints of sexual harassment when they receive them directly or through administra9ve authori9es etc, or when they take cognizance of the same suo-moto. The aggrieved woman or complainant is required to make a complaint within three months of the incident and in case there has been a series of incidents, three months of the last incident. The Complaints Committee may however extend the 9me limit for reasons to be recorded in writing, if it is satisfied that the circumstances were such which prevented the complainant from filing a complaint within the stipulated period.

As per Proviso to Rule 14(2) of CCS (CCA) Rules, 1965, in case of complaints of sexual harassment, the Complaints Committee set up in the company, for inquiring into such complaints shall be deemed to be the Inquiring Authority appointed by the Disciplinary Authority or the Management for the purpose of these rules. Complaints Committee, unless a separate procedure has been prescribed, shall hold the inquiry as far as practicable in accordance with the procedure.

Litigation Support


Workshop for Internal committee

“The key role of an IC is to determine whether a complaint that has been raised is sexual harassment or not, and to be able to do so, an IC has to have a lot of maturity and understanding of the subject. It should have answers to ques9ons such as when and why does a behavior become unwelcome, why is it difficult for the victim to say a clear no and why is it difficult for a complainant to raise a complaint as soon as she faces sexual harassment.

There are two components to the training provided to members of an IC.

Awareness training for employees

Prevention and redressal of sexual harassment continues to be a major concern in most of the organizations. It is observed that the lack of awareness among the employees is leading to greater prevalence of sexual harassment incidents at workplace.

So how do organizations big and small ensure a safe workplace for women in compliance with the PoSH Act ?

Code & Ethical Dilemma

Gender Sensitization

The concept of gender sensitivity reduces the barriers of personal and economic development created by conscious and unconscious gender bias. Gender sensitivity brings forth the realization that assumptions related to matters of gender are invalid and stereotyped generalizations. At times these differences can lead to avoidable misunderstandings. Employees across all levels must stay constantly attuned to these gender differences if they are to effectively build and manage great workplace relationships.

This training helps: