Essential Elements of an Effective PoSH Training

The objective of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, more commonly known as the PoSH Act, 2013, is to prevent, prohibit, and redress sexual harassment against women in workplaces. Under the PoSH Act, an employer is liable to organize training and awareness sessions, sensitization programs, and workshops to train employees and familiarize them with the provisions of the Act.

It is significant that the PoSH training conducted in workplaces is held with the aim to fulfil and safeguard the interests of the employees and not merely for compliance purposes. To be entirely effective, PoSH training must create a practice and environment of safety and go beyond the legal mandate.

Train your Employees under the PoSH Act
 

Why is it necessary to conduct PoSH Training?

It is necessary for employers to conduct effective PoSH training due to the following reasons:

1. Training employees and the Internal Committee (IC) is mandatory compliance under the PoSH Act, 2013.

2. Employees must be familiar with the type of conduct that is appropriate for a workplace and if it falls within the scope of ‘sexual harassment’ as defined under Section 2(n) of the PoSH Act, 2013.

3. A safe and healthy working environment is the ultimate objective of the PoSH Act and training and awareness sessions for employees are the key to achieving such an environment.

4. A safe working environment ensures employee retention. Since the employees are well-aware of their company’s stand against sexual harassment, they will feel safe and encouraged to work.

   Make your Organization PoSH Compliant
    

Essential Elements of an effective PoSH Training

The following are the essential elements of PoSH training that will ensure its optimum effectiveness:

Defining sexual harassment

Sexual harassment is defined under Section 2(n) of the PoSH Act, 2013, and includes various unwelcome acts or behaviour such as demanding or requesting sexual favours, physical advances, making remarks with sexual implications and showing pornographic content. It is necessary that employees of an organization of what does and does not constitute sexual harassment. This differentiation can only be highlighted and clarified through effective PoSH training.

Using case studies, examples, animated content, and scenarios

Case studies and examples prove efficient as a teaching tool and can easily demonstrate the application of a concept or theory to situations that can occur in real-time. Similarly, animated content and scenarios prove beneficial in PoSH training as human beings tend to consume and retain information that is presented to them in a picture-based or pictorial format.

The implementation of such techniques increases the relatability and relevance of the material for the trainees. However, the learning modules or the training must be structured in a way that adheres to the PoSH Policy of the organization to optimize learning outcomes and reduce effectiveness.

Numerous short learning or training sessions

Instead of a long and tiring training session, the employer must use shorter sessions that are easy to follow and retain for the employees. A longer session will also hinder the work commitments of an employee, which tends to distract them and results in inadequate learning outcomes.

An organization and employees will better benefit if the longer session is broken down into various sessions and involves interactions, quizzes, and relevant learning activities.

Interactive training sessions

Audience engagement can best be achieved through an interactive and immersive learning experience. Interactive elements such as Q&A sessions, quizzes, and community discussions can be used by trainers. Participation in such elements gives feedback to the trainer and makes them aware of how receptive the employees are to the training.

The COVID-19 pandemic has shifted in-person training sessions to virtual sessions. However, it is still possible to include interactive elements in virtual training sessions and pre-recorded training sessions.

Refresher training and frequent assessments

Employees are more adept at learning the material when it is spread over several sessions over a long period of time rather than the training sessions repeated within a shorter time. Learning material when repeated or refreshed over time aids in retaining long-term memory and promises better learning outcomes.

Refresher training and frequent assessments help employees stay up-to-date with the latest developments in the PoSH Act and the organization’s PoSH policy.

Train your Employees under the PoSH Act
 

PoSH Training is not just a Legal Mandate

It is essential that organizations realize that PoSH training is not just a legal mandate and stop treating it as such. It is a crucial step towards approaching a safe and healthy working environment for all employees. Treating it as mere compliance will mitigate the liability of the organization but it will not prove effective in creating a safe workplace.

Therefore, the training must focus on bringing positive behavioural changes and focus on making the trainees understand the subtle intricacies and nuances of the term ‘sexual harassment’ that might not necessarily be covered by the law. It is also significant that PoSH training aims at treating all genders equally. When structured effectively, PoSH training can help reduce sexual harassment against employees of all genders.

Often, organizations, especially startups and smaller organizations are not well-equipped enough to provide comprehensive and effective PoSH training. PoSHCheck provides training programs under the PoSH Act, 2013, which includes all of the abovementioned elements. PoSHCheck offers a targeted learning module for your employees and IC members that is easy to follow and even easier to retain. It allows and aids your organization to develop a safe working environment.