It is every employee’s right to work in a safe, respectful, and inclusive environment. Not only is this a fundamental right, but it is a mandatory requirement of the Prevention of Sexual Harassment, or POSH, Act, for organizations to provide employees with protection from sexual harassment at the workplace. In other words, it is a requirement for organizations to conduct regular POSH workshops to educate employees and establish a work culture of dignity and respect.
However, it is imperative for HR professionals & POSH trainers not only to deliver the legal requirements to employees but also to plan and facilitate these workshops in a way that is impactful.
So here are 7 ways you can deliver effective POSH workshops:
1. Sessions must be tailor-made
Establishing a PoSH session requires the facilitator to identify the participants. One of the first critical steps is to determine the level of awareness regarding sexual harassment laws and the target audience. Participants will display different levels of awareness based on their position in the hierarchy, how they conduct their work sector, and ultimately their level of awareness regarding the laws related to sexual harassment. For example, corporate professionals, factory workers, and senior leadership positions may demonstrate different attitudes toward the laws of sexual harassment based on their level of awareness.
A PoSH workshop for leaders will discuss the negative reputational impacts unethical and unsafe work environments can have on companies, and a workshop for frontline employees will describe what inappropriate behaviors are and the legal consequences of engaging in those behaviors.
An ideal POSH workshop should be relevant to the audience’s level of familiarity with the subject.
2. Keep It Current and Credentialled
The trainers and HR department representatives providing the PoSH sessions must be current and credentialled. Session facilitators must also be prepared to answer any questions from in-class colleagues, such as those related to updated legal obligations and internal complaint procedures.
3. Make It Relevant to Them
Break out of the deadly dull theoretical paradigm and learn how to make it real-time. Use relatable case studies or realistic hypotheticals in situational scenarios that the audience can relate to; and, by doing so, they will better absorb, retain, and apply them in practice. Ask participants to share real-life scenarios and then ask them to form their own opinions on what they might do in those instances. This aids their further understanding of the laws surrounding sexual harassment.
4. Make It an Interactive Two-Way Process
Introduce many methods for the audience to participate, such as polls, role-plays, quizzes, and break-out discussions. This way, not only will the audience be encouraged to ask questions, but their involvement will also make the experience richer for all, and it will enhance the likelihood that the audience will remember and apply the information to real-life situations.
5. Explain the Internal Committee (IC) Role
An ideal POSH workshop should also cover important information on the Internal Committee (IC), including its formation, function, and responsibilities. Employees should know who the IC members are, how to contact them, and what is involved in the complaint process.
There should be specialized, detailed workshops for IC members. These sessions should cover topics such as investigation proceedings and documentation procedures, along with the timeframes involved, and ensure objectivity during investigations. Trainers who are certified POSH trainers are often better equipped to conduct specialized sessions for IC teams.
6. Make Bystander Intervention Part of Employee Awareness Training
Bystanders or witnesses play a crucial role in the implementation of PoSH policies. Therefore, it is essential to train employees on how to intervene or report incidents and to support their colleagues in an assertive, proactive, and effective manner. This contributes to the development of a safe and supportive work culture, where employees can unite against sexual harassment.
7. Resources and Support After the Workshop
In addition to resources such as a complaint form or list of IC members, PoSH policy documents, other resources like educational videos, and pamphlets, be sure to follow up by providing resources after your workshop. And, of course, do not forget to ask your participants to help you improve your workshops by taking a survey that will gather their input to inform the development of future sessions.
Why Should Trainers Get POSH Certified?
If you plan on conducting workshops regularly, you should consider getting POSH certified. Becoming POSH certified is a worthwhile investment, as it will help you understand not only the letter of the law of the act but also its spirit. Furthermore, even certified trainers have a better chance of speaking sensitively about the topics, addressing any resistance or defensiveness in the room, and presenting training that “lands”.
Additionally, many organizations are now requiring POSH-certified trainers for compliance audits and to meet legal requirements. Certification provides a competitive advantage and credibility in this critical area of workplace safety.
Santosh Kumar, the author behind IndiasStuffs.com, is passionate about sharing valuable insights on a variety of topics, including lifestyle, technology, and Indian culture.
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