Prevention Of Sexual Harassment
Overview
Sexual Harassment includes any unwanted sexual acts or behaviours, such as making any type of sexual approaches, whether verbal, physical, or nonverbal. Such actions or behaviours may hinder an individual’s ability to fulfil their job duties or may foster an uncomfortable, hostile, aggressive, or unpleasant work environment. Sexual harassment has an effect on a person’s career development and work environment, but it can also cause a variety of psychological problems, including anxiety, stress, depression, eating disorders, substance abuse and post-traumatic stress disorder. The employee’s family and team are also impacted by this.
In India, the Sexual Harassment of Women at Workplace Act was passed in 2013. Sexual offences fall under a variety of categories. This Act specifically addresses workplace safety and sexual harassment. The Act lays out the employer’s obligations in great detail in accordance to this act and also defines “sexual harassment”. Additionally, it makes the employer and the company responsible for any legal procedure violations. According to the act, each office or branch with ten or more employees must have an Internal Complaints Committee (ICC). Additionally, the Act mandates that awareness programs on POSH be provided to all employees and that training sessions be held for the Internal Committee members. It also requires the company to submit compliance reports annually.
EAP-India collaborates with Organisations to deliver innovative, comprehensive Prevention of Sexual Harassment (PoSH) Programs.
Our endeavour is not just to support Corporates to fulfil the legal requirements of the PoSH Act, but also to support the workforce in developing a better appreciation and competence in this area so that it can be successfully implemented.
Our trainings are methodically and carefully curated to foster positive work communities across India and beyond.
Customised Trainings & Workshops
Our workshops are focused on filling the existing gaps that organizations in India are experiencing.
These workshops go beyond training in legality as we focus on real-life interactions, and raise awareness about PoSH sensitive, complex information in a respectful and compassionate manner.
We provide the following workshops:
Training on PoSH
PoSH Sensitization For Managers/HR
How To Support An Alleged Respondent
Workplace Romance:
Is It Okay?
Psychological Counselling
We offer a safe, non-judgmental, highly confidential setting where employees and leaders can feel comfortable and respected to share their vulnerabilities without fear of stigma or adverse consequences in career growth.
Counsellors at EAP-India have received training in dealing with sexual harassment-related concerns, and they will be available for providing counselling services to deal with the effects of stress on impacted employees, such as anxiety and depression.
24/7 Helpline Number
Employees can call a 24/7 helpline number to reach out for mental health support. The experienced psychologists operating the helpline number will provide sympathetic listening, ensure safety and anonymity, and provide prompt reports to committee members.
Workshops
Training on PoSH
In our workshop, we aim to increase employee awareness while providing them with knowledge and skills that will help them feel secure and confident at work.
Fostering Psychological Safety At The Workplace
Employing a hands-on, immersive approach in this workshop we engage employees to reflect on their own communication patterns, methods of showing appreciation and praise, owning one’s mistakes and shortcomings, support inclusivity and diversity.
Empowering Women At Workplace
This workshop focuses on educating women employees on their personal rights, keeping safe, identifying disrespectful and inappropriate behaviours in themselves and in others.
PoSH Training For IC Members
To successfully run a PoSH program in an organization it is important that IC members can effectively execute a PoSH inquiry.
Our workshop has been meticulously designed to impart invaluable skills and knowledge to this end.
Master Classes
PoSH Training
The sessions are fashionable yet clear and succinct, paying close attention to every detail on every part of the law, including educating the workforce and preparing your Leadership / IC team to handle complaints as well as advice for fostering a gender-neutral workplace. It is a succinct overview of the law that will help your company check the compliance box in the fastest possible way.
Psychological Safety
Lack of interpersonal dread is a sign of psychological safety. People can speak up with work-related content when psychological safety is provided.
Diversity & Inclusion
A diverse and inclusive workplace is one in which everyone feels equally included in and supported in all parts of the workplace, regardless of who they are or what they do for the company.
Empowering Women At Workplace
Women are given more career control when they are empowered in the workplace. You may secure their professional growth, which is crucial for developing long-term employees, by investing in training, mentoring, equality programmes, educational grants, and promotion into senior-level jobs.
Training For IC Members
(a.) General: A foundational training course that gives IC members a general knowledge of the laws, regulations, and related procedures.
(b.) Advanced: Focuses on developing the investigation processes' capacity and skills. One of the main topics discussed in this session is how to evaluate the evidence. Other important topics include how to write an order and rules for applying punishment.
Training For HR Managers
Managers receive training on how to handle team escalations in real time and discover best practises to ensure legal compliance while maintaining business continuity.
Training For Employees
Emphasises giving a basic comprehension of the Posh Law so that your firm can be compliant while developing a sensitive workforce.
Other Services
Policy Formulation
The PoSH Act requires any organisation with more than ten employees to adopt an anti-sexual harassment policy.
Our specialists and legal professionals will assist your organisation to formulate a PoSH Policy.
Legal Consultation
Our legal consultant will direct you to become a PoSH-compliant organization.
They will assist you to gather facts and help you make informed decisions that meet the legal standards.
Psychological Counselling
Counsellors at EAP- India are trained to sensitively deal with sexual harassment-related concerns.
They are equipped to provide counselling to the complainant and the alleged respondent.
Other Services
Policy Formulation
Every organisation is required to have a policy that complies with the Posh law under the 2013 Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act. For your organization's compliance, we assist in developing or reviewing your Posh policy.
Legal Consultation
We provide legal consultation to employees and organization related to posh understanding and compliance. Legal consultation is the provision of a qualified or official opinion regarding the content or application of the law with respect to a specific factual scenario. Giving legal advice frequently entails examining a collection of facts and directing a client to pursue a certain course of action in light of the relevant legal standards.
Psychological Counselling
We offer a safe, non-judgmental, highly confidential setting where employees and leaders can feel comfortable and respected to share their vulnerabilities without fear of stigma or adverse consequences in career growth. Counsellors at EAP-India have received training in dealing with sexual harassment-related concerns, and they will be available for providing counselling services to deal with the effects of stress on impacted employees, such as anxiety and depression.
Steps Towards A PoSH Compliant Organization
EAP-India can help with all these steps and many more!
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STEP 1:
Drafting A PoSH Policy & Creating An IC
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STEP 2:
Training The Organizational Members
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STEP 3:
Conducting Regular Awareness Programs
Sexual Harassment Can Include
Sexual advances, requests or demand for sexual favours, either explicitly or implicitly, in return for employment, promotion or examination.
Eve teasing, unwelcome invitations meet outside office, suggestive comments or jokes, physical confinement against one’s will and intruding one’s privacy.
Act or conduct when one’s behaviour within a workplace creates an environment that is difficult or uncomfortable for a person belonging to the opposite sex.
Any unsolicited gesture by an employee having sexual hints.
Physical contact and advances.
Demand or request for sexual favours.
Staring, leering or unwelcome touching.
Suggestive comments or jokes.
Showing pornography.
Undesirable physical, verbal or non-verbal conduct of sexual nature.
Steps You Must Take For Posh At Work
Inform the alleged harasser right away that their actions are unacceptable.
Deal with the harasser directly.
Do not act as if it never occurred.
Call for an end to the harassment.
Use a firm tone and professional body language to support your assertions.
When you sense danger, trust your gut.
Try talking about it with a close friend or confidante.
Inform the appropriate committee or department about sexual harassment.
Always act professionally.
We want you to THRIVE, NOT just SURVIVE!
EAP-India has experience in working with all sizes of organizations from different sectors with proven, established business benefits for employers, such as lower medical costs, reduced turnover and absenteeism, higher employee productivity.
We Are Not Expensive
We charge a per-employee/per-month fee that’s reasonable and cost-effective, so the services practically pay for themselves as they are accessed.
Professional Team
Our consulting team is experienced, they are trained to listen to you and provide the best recommendations.
Years Of Experience
With years of mental health experience behind us, we strongly believe we can help your organization adapt within your industry-specific constraints and get the best out of your employees.
Manager Support System
Our specially designed Manager support systems help managers in managing team mental health and team performance.
What Is POSH Act?
The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013, also referred to as the “POSH Act,” is an Indian law designed to increase workplace safety and security by preventing and redressing sexual harassment against women.
On December 9, 2013, the Ministry of Women and Child Development declared the law to be in force across India.
Sexual Harassment is defined as follows in the POSH Act:
“Sexual harassment includes unwelcome sexually tinted behaviour, whether directly or by implication, such as:
(i) physical contact and advances,
(ii) demand or request for sexual favours,
(iii) making sexually coloured remarks,
(iv) showing pornography, or
(v) any other unwelcome physical, verbal or non-verbal conduct of a sexual nature.”
The act also specifies Quid Pro Quo Sexual Harassment, which is when a person in a position of authority pressures a female employee to perform sexual favours in exchange for favours or promotion at work.
In India, the organised and unorganised sectors, including the public, private, and government sectors, are all covered by the act.
If the woman indicates her discomfort during the act’s performance or refuses to provide her consent, the act may be deemed unwanted. The following situations may also qualify as sexual harassment if they are related to any of the above-mentioned acts or behaviours.
(i) Implied or explicit promise of preferential treatment in employment.
(ii) Implied or explicit threat of detrimental treatment in employment.
(iii) Implied or explicit threat about the present or future employment status.
(iv) Interference with work or creating an intimidating or offensive or hostile work environment.
(v) Humiliating treatment likely to affect health or safety.
What Is POSH Act?
The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013, also referred to as the “POSH Act,” is an Indian law designed to increase workplace safety and security by preventing and redressing sexual harassment against women.
On December 9, 2013, the Ministry of Women and Child Development declared the law to be in force across India.
Sexual Harassment is defined as follows in the POSH Act:
“Sexual harassment includes unwelcome sexually tinted behaviour, whether directly or by implication, such as:
(i) physical contact and advances,
(ii) demand or request for sexual favours,
(iii) making sexually coloured remarks,
(iv) showing pornography, or
(v) any other unwelcome physical, verbal or non-verbal conduct of a sexual nature.”
The act also specifies Quid Pro Quo Sexual Harassment, which is when a person in a position of authority pressures a female employee to perform sexual favours in exchange for favours or promotion at work.
In India, the organised and unorganised sectors, including the public, private, and government sectors, are all covered by the act.
If the woman indicates her discomfort during the act’s performance or refuses to provide her consent, the act may be deemed unwanted. The following situations may also qualify as sexual harassment if they are related to any of the above-mentioned acts or behaviours.
(i) Implied or explicit promise of preferential treatment in employment.
(ii) Implied or explicit threat of detrimental treatment in employment.
(iii) Implied or explicit threat about the present or future employment status.
(iv) Interference with work or creating an intimidating or offensive or hostile work environment.
(v) Humiliating treatment likely to affect health or safety.
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Some Of Our Esteemed Partners
EAP-India is committed to implementing quality, evidence-based interventions and delivering on our promises to build a mentally strong and resilient workforce.
EAP-India partners with an increasing number of organizations caring for over 1 million employees and their family members.
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