POSH workshop at the workplace

POSH workshop at the workplace

Authored By: Harpreet Kaur

Importance of POSH Workshops in the Workplace

1. Importance of Regulatory Compliance. POSH is a term that stands for prevention of sexual harassment. That is, many jurisdictions require corporations to train their employees on how to prevent sexual harassment from taking place at the workplace. Thus, companies that conduct such programs are able to demonstrate their commitment to meeting all legal requirements and avoiding possible liabilities that they might face.
2. Promoting Awareness against Different Forms of Harassment. The POSH workshops play a crucial role in sensitizing people about different types of harassments including sexual harassment, verbal abuse and psychological torment. Through education and training, employees become more knowledgeable about what constitutes harassment, its effects on individuals as well as the organization’s output, and why it is important to provide an environment free from harassment.
3. Creating a Safe Workplace Environment. Employee happiness and productivity are highly influenced by creating a work place without any form of harassment. In this vein, POSH workshops help establish a secure working climate where workers can report cases associated with molestations without fearing the consequences. This promotes trust among employees within an organization besides ensuring transparency and openness.
4. Preventing Harassment through POSH Workshops. Prevent Harassment: Prevention is always better than cure when dealing with cases of harassment in organizations. Consequently, POSH workshops give them adequate information needed to spot signals early enough before cautioning wherever possible or implementing preventive measures. Companies must therefore adopt cultures that embrace respect for all irrespective race or colour thereby curbing potential incidences.
5. Increasing Employee Morale Increase employee morale and engagement; When employees feel valued, respected, and supported at work they are more engaged and motivated. Employers who have put emphasis on anti-harassment programs like those held through POSH workshops shows their commitment towards enhancing employee wellness which enhances performance (Cascio & Aguinis 2011). This improves performance and increases retention levels within any organization due to high morale.
6. Promoting diversity and inclusion. Harassment is likely to create a hostile work environment that would demotivate the diversity and inclusion efforts of any organization. Companies can however, proactively address harassment in order to make their workplaces more welcoming and inclusive for such employees who come from different backgrounds. And may encourage innovation while promoting creativity.

Order to Conduct POSH Workshops in the Workplace

• Meeting Legal Requirements: Several states have laws or rules that compel corporations to organize Prevention of Sexual Harassment (POSH) workshops. Such legislations usually require employers to provide working atmospheres free from any forms of harassment and discrimination. An infringement on these legal demands might amount in lawsuits against your company, fines or even ruin its reputation.
• Comply with Sexual Harassment Policies Complying with Anti-Harassment Policies; Most organizations have an anti-harassment policy which provides guidelines regarding acceptable behaviors and reporting mechanisms for cases related to harassment. Moreover, many anti-harassment policies often require POSH workshops as part of risk management measure in ensuring that staffs are aware about their rights and obligations towards preventing as well as dealing with it.
• Demonstrating Workplace Safety Commitments By conducting these workshops, organizations demonstrate their commitment towards safe workplaces that are inclusive of all workers. This shows a serious desire on the part of the employer not only to act according to the law but also contribute towards respect, dignity, equality etcetera.
• Protecting Employee Rights POSH workshops are important because they help safeguard workers’ rights at work place by making them informed on how they can be assisted if they experience cases relating to sexual harassment (Rothwell & Kazanas 2014). These programs will enable employees identify harassments effectively thus enabling them report about it for appropriate action aimed at safeguarding their rights or enhancing their well-being within their places of work.
• They Ensure Risk Management through POSH Workshops. Risk Mitigation: Harassment incidences can bring about severe financial and reputational implications on businesses. In the end, POSH workshops are carried out in an organization to reduce the chances of workplace harassments whereby employees are able to prevent and respond to workplace harassment proactively.
• Promoting Organizational Values: POH workshops help promote organizational values like respect, integrity and justice. This tells employees that no manner of harassment will be entertained in the organization hence promoting a conducive working environment for all.
• Improving Organizational Culture: POH workshops contribute to positive organizational culture through trust, transparency and accountability. By openly addressing harassment issues, companies create a culture where employees feel valued, respected and supported thereby increasing their morale, engagement and productivity.

Workshops conducted by

The Ministry of Women and Child Development, has engaged POSH at Work to conduct training/awareness sessions on sexual harassment laws at the workplace. It is the only organization in Maharashtra that has been given such recognition.

Types of Training/Awareness Sessions

1. Employee Awareness Sessions
2. Gender Awareness Sessions
3. ICC Training
4. Manager Training
5. Administrator Training

Provision of external members to POSH

Pursuant to section 4 of the POSH Act:

• The senior most woman employee of an organization should head the PoSH Committee;
• At least 50% members of PoSH Committee shall be women; and,
• One member should be a female from an NGO or organizations working towards women empowerment, who also can well-versed with sexual harassment issues. It includes people who are specialized in this matter as perPoSH Regulations where “a person knowledgeable in matters relating to sexual harassment” refers to an expert conversant with such matters.
• A social worker having minimum five years experience in social work. Such social enterprises need to provide enabling environments for women empowerment. Workplace sexual harassment needs to be combated.
• A person knowledgeable about labor law/service law/civil law/criminal law.

Workshop Components and Content

• Understanding Harassment: This section looks at different types of harassment including sexiest behavior, verbal abuse and psychological torture as a way of making participants more aware and sensitive.The presenters will give definitions along with examples/case studies showing the different types of harassment in a workplace. Participants will gain knowledge on how to identify subtle forms of harassment and also know its effects on people and organizations.
• Legal Framework: Participants will be educated about their legal obligations, rights and procedures relating to complaints about or investigations into harassment. Facilitator Describes laws, regulations, and organizational policies related to preventing, reporting, and resolving sexual harassment. They will sufficiently understand what it means for them as workers and how they can proceed with filing a complaint of sexual harassment or being part of an investigation.
• Building a Respectful Workplace: This workshop component focuses on promoting a culture of respect, inclusivity, and accountability within your organization. Communication, empathy, mutual respect in building positive relationships at work is explored by participants.Strategies for cultivating diversity that prevents discrimination while maintaining supportive work environment will be discussed and emphasized upon.
• Reporting Mechanisms: Participants are taught about the available channels or processes that they should utilize when reporting cases of harassments within their organization. The facilitator would then explain the significance timely confidential reports as well as discuss common concerns/barriers associated with reporting harassment. The participants shall become confident in utilizing reporting mechanisms while understanding the support that is available for them throughout the process.
• Role of the Bystander: This part will assist attendees in becoming an active bystander to harassment. As a person, the aim is to intervene and support victims. They will leave understanding how to recognize harassment and intervene safely and effectively, support victims and make it a habit to give them voice, offer help when needed or call out unacceptable conducts that put down others. The focus is on addressing the act itself.
• Prevention Strategies: Participants are given prevention strategies for workplace harassment. It also involves discussing the significance of boundaries, fostering appropriate communication and supporting policies that promote zero-tolerance to sexual misconduct in any form. On this note, they learn how to identify risk factors that may provoke such behavior as well as create preventive measures for a safer workplace.

Conclusion

Prevention of Sexual Harassment in the Workplace Workshop (POSH) is an essential tool for promoting a safe, respectful and inclusive work environment. By engaging participants in intensive training programs supported by interactive discussions plus practical skill-building activities, individuals can acquire knowledge about effective identification, prevention and response to harassment thereby developing self-confidence towards themselves as well as colleagues. Hence, prioritizing POSH workshops shows the organization’s commitment towards legal compliance by safeguarding employee rights while propagating positive organizational cultures. They will be encouraged to maintain ethical principles which foster diversity through inclusion so that they can form part of an environment where different opinions are valued, respected and supported by all employees alike.