POSH - TRAIN THE TRAINER PROGRAM
These sessions are designed for individual trainers so that they can be trained as champions and continue the process of raising awareness among other employees in any organization. To prevent sexual harassment, it is critical to educate employees on what constitutes harassment and how to avoid it. This can be accomplished through training programs and policies that outline expectations and consequences for inappropriate behavior - with the train-the-trainer program, individuals are capable of imparting knowledge within organizations themselves.
The "Me Too" and "Time's Up" campaigns have brought the serious issue of Sexual Harassment of Women (SHW) to light and fostered solidarity among survivors.
SHW encompasses a wide range of behaviors, from verbal transgressions to sexual abuse or assault.
SHW is discriminatory because it may result in the survivor's demotion, firing, or quitting, as well as a hostile work environment, and all organizations are stretched to the limit by Covid-19 and competition, and their survival depends on maximizing the use of their resources and a gender-sensitive environment that leverages intellectual and physical capabilities without hindrance.
Employers are required by the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 (POSH) to organize periodic and regular training to sensitize all of their employees.
The POSH-T3 is useful and realistic. It emphasizes key legal provisions, statutory compliances, and the consequences of non-compliance. It actually aids in the discovery of solutions.
Because the course is a Train-the-Trainer, the competency to deliver these programs becomes available in-house and can be quickly deployed to train the entire organization. It also benefits freelance trainers who want to expand their offering to include this vertical.
Participants will gain a solid understanding of the legal, corporate, and training aspects of POSH and will be able to implement the programs in their own organizations and for their clients.
Graduates in any discipline with at least three years of work experience in HR, Training, Teaching, Learning & Development, and social work will be given preference. Trainer abilities are desirable but not required. Organizations should train an interdisciplinary team of men and women managers from various departments.
Participants will be able to: Describe the concept as well as the importance of Preventing, Prohibiting, and Addressing Sexual Harassment in the Workplace at the end of the training.
Explain the various aspects of sexual harassment and sexual discrimination.
Explain, using examples, what constitutes sexual harassment and what constitutes a hostile work environment.
Examine the Vishakha Guidelines as a forerunner to the Sexual Harassment of Women Act of 2013.
Analyze various provisions of the Sexual Harassment Women Act, 2013 - definition of Sexual Harassment, the constitution of internal committees, the procedure for filing Sexual Harassment complaints, the investigation into complaints, actions during the pendency of the investigation, duties of employers, and so on.
Participants with 100% attendance will receive 'Trainer Certification' from the Concept of Living Charitable Trust for Training and Development. Participants will be evaluated theoretically and practically at the end of the three-day program. Participants must pass an examination on the final day of the program to be qualified for the Certification. Those who achieve a score of more than 60% will be eligible for the Certification. Those who do not pass the exam will have to retake it.
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- Understanding the term ‘unwelcome’
Physical vs. virtual sexual harassment
What factors may contribute to sexual harassment?
Comprehensive understanding of ‘quid pro quo’ and ‘hostile work environment’
Understanding the Employee, Workplace, and so on.
Process of Complaint Filing and Redressal Mechanism.
Internal Committee (IC): Membership, Terms, and Removal.
Process for Filing a Complaint -Process for Redressal.
The Implications of Malicious Complaints.
The significance of maintaining confidentiality.
Bystander effect: Your role when you witness or observe sexual harassment.
Organizational Vision, Things to Remember, and Prevention.
Insisting on the purpose of the law and policy.
Organizational values and mission -Rights and responsibilities of each employee -Empowering employees to deal with instances of harassment outside the workplace such as stalking and voyeurism
Using media to violate privacy, and so on.
Preventive Measures (including a focus on what to do and what not to do while working from home)
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1. Consistent Earnings from Training and Evaluation
2. Consistent ongoing different training projects for work
3. Timely Regular Payment Cycle
4. Workplace Independence
5. Free – Associated Trainer’s Specialized Training Program for Skill and Self Development.
6. The ability to select clients and projects.
7. Massive Earning Potential.
8. Exposure to various industries and training functions.
9. Excellent opportunity to test your innovation and creativity on a variety of projects.
10. Thriving on a wide range of projects.
11. The best platform for achieving work-life balance.