POSH Employee Awareness Programme

Purpose

The Employee Awareness Programme is designed to translate statutory POSH requirements into understandable, relatable and actionable workplace behaviour.

Rather than relying primarily on legal definitions, employees work through practical situations and decisions they may encounter in the course of work.

Programme Objectives

The programme aims to enable participants to:

  • Understand the purpose and relevance of POSH in the workplace;
  • recognise sexual harassment and other inappropriate workplace behaviour;
  • Appreciate the significance of unwelcome conduct, context and professional boundaries;
  • distinguish between appropriate workplace interaction and behaviour that may cross boundaries;
  • Understand individual and managerial responsibilities in preventing inappropriate conduct;
  • Know the broad reporting and redressal mechanisms available within the organisation;
  • Appreciate confidentiality, responsible reporting and non-retaliation; and
  • Contribute consciously towards a respectful workplace culture.

Expected Learning Outcomes

By the end of the programme, participants should be better able to:

  • Recognise potentially inappropriate or unwelcome workplace conduct;
  • Assess workplace situations using context, boundaries, behaviour and impact;
  • Respond appropriately when experiencing or observing concerning behaviour;
  • Identify the appropriate organisational channel for seeking guidance or raising a concern;
  • Exercise judgement in face-to-face as well as digital interactions; and
  • Take responsibility for maintaining professional and respectful workplace relationships.

Key Areas of Coverage

Understanding POSH

  • Purpose and relevance of the POSH framework
  • What constitutes sexual harassment
  • Meaning and importance of unwelcome conduct
  • Understanding the workplace in today’s work environment
  • Rights and responsibilities

Workplace Behaviour & Professional Boundaries

  • Verbal, non-verbal and physical conduct
  • Comments, compliments, humour and personal remarks
  • Repeated unwanted attention
  • Personal and professional boundaries
  • Manager–team member interactions and power dynamics
  • Digital communication, messaging and social media
  • Work events, travel and informal professional interactions

Prevention & Responsible Response

  • Employee responsibilities
  • Additional responsibility of managers and people leaders
  • Bystander awareness and responsible intervention
  • Respecting boundaries
  • Avoiding normalisation of inappropriate behaviour
  • Professional communication and conduct

Reporting & Redressal

  • Role of the Internal Committee
  • Seeking guidance and raising concerns
  • Broad overview of complaint and redressal mechanisms
  • Importance of confidentiality
  • Cooperation with the organisational process
  • Protection against retaliation
  • Responsible reporting

The programme also addresses an important misconception: a complaint that cannot be substantiated is not, merely for that reason, automatically a malicious complaint.

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