Women and girls with disabilities face a heightened risk of sexual violence, and the workplace is no exception. This vulnerability is exacerbated by the nature of their disabilities, which often hinder their ability to escape or report abuse. Physical disabilities can limit mobility, making it difficult to flee from dangerous situations. Those who are deaf or hard of hearing may be unable to call for help or communicate abuse effectively. Additionally, individuals with intellectual or psychosocial disabilities might not recognize nonconsensual sexual acts as crimes due to a lack of accessible information.

Access to justice and support in the workplace is particularly challenging for women and girls with disabilities. The stigma associated with both their sexuality and disability often results in inadequate support throughout their experiences in the workplace. This lack of support can deter them from reporting abuse or seeking help. As Lalitha Kumaramangalam, former chairwoman of the National Commission for Women, stated, “One of the biggest challenges for women [with disabilities] is access [to services], not just physical but access across the board.”

To address these challenges, legislative amendments have introduced several provisions to safeguard the rights of women and girls with disabilities and facilitate their participation in workplace processes. These provisions include:

• Recording Statements: Women and girls with disabilities have the right to record their statements in a safe and comfortable environment within the workplace.
• Support During Processes: They are entitled to assistance from an interpreter or support person during the recording of complaints and throughout any internal investigations or hearings.
• Accommodations for Communication: This includes access to sign-language interpretation, the presence of a special educator, the use of simple language, and the option to file reports in braille.

Despite these legal protections, support is often inadequate in many workplaces. Many organizations lack the training and resources required to handle such cases effectively, which is a significant barrier to justice. Although the Protection of Children from Sexual Offences Act (POCSO) and the 2013 amendments mandate these accommodations, they are frequently not implemented within corporate policies and procedures.

The Rights of Persons with Disabilities Act, adopted by India’s parliament in December 2016, marks a significant step forward. This act protects all persons with disabilities from abuse, violence, and exploitation, and outlines specific measures for appropriate workplace accommodations and support.

While these legislative measures are critical, there is still much work to be done to reform workplace policies and ensure equal access to justice for women and girls with disabilities who are survivors of sexual violence. These cases should no longer remain in the shadows. By continuing to advocate for and implement necessary reforms, we can help ensure that all individuals, regardless of their abilities, can work in a safe and supportive environment.

Tips for the Internal Committee (IC)

The Internal Committee (IC) plays a crucial role in addressing and preventing sexual harassment in the workplace. Here are some tips for the IC to effectively support persons with disabilities:

1. Understand the Needs of Disabled Employees: Gain a comprehensive understanding of the specific needs and challenges faced by employees with disabilities. This can be achieved through training sessions and consultations with disability rights experts.
2. Provide Accessible Reporting Mechanisms: Ensure that all reporting mechanisms are accessible to employees with disabilities. This includes providing options for verbal, written, and digital reports, as well as ensuring that all forms are available in accessible formats such as braille and easy-to-read language.
3. Ensure Confidentiality and Privacy: Maintain strict confidentiality of all complaints and ensure that the privacy of complainants is protected throughout the investigation process. This is crucial to encourage reporting and protect the dignity of the complainants.
4. Offer Support Services: Provide necessary support services, such as counseling and legal assistance, to employees with disabilities who report harassment. This support should be tailored to meet the specific needs of the individual.
5. Train Committee Members: Regularly train IC members on disability rights, the specific challenges faced by employees with disabilities, and the best practices for handling complaints from disabled individuals. This will help ensure a sensitive and informed approach to each case.
6. Collaborate with Disability Experts: Include disability rights experts or advocates as part of the IC or as external consultants. Their expertise can provide valuable insights and guidance in handling cases involving employees with disabilities.
7. Monitor and Review Policies: Continuously monitor and review workplace policies to ensure they are inclusive and effective in preventing sexual harassment. Seek feedback from employees with disabilities to identify areas for improvement.

By implementing these tips, the Internal Committee can create a more inclusive and supportive environment for all employees, ensuring that those with disabilities receive the protection and justice they deserve.

Please reach out to us for any queries on preventing sexual harassment of persons with disabilities.

For more blogs and articles, visit our official website. Contact us for workshops and queries related to POSH, EAP (Employee Assistance Program,) and Diversity and Inclusion.

Sources

• Human Rights Watch, “Invisible Victims of Sexual Violence: Access to Justice for Women and Girls with Disabilities in India”​ (Human Rights Watch)​
• Rights of Persons with Disabilities Act, 2016​ (Mondaq)​
• Lalitha Kumaramangalam’s statement, December 2015​ (Human Rights Watch)

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INTRODUCTION

Social media, this word has transitioned from once being the talk of the town to now becoming synonymous to communication. It has crept into our lives in such a way that it is impossible to imagine a day without it. In India, as of 2022, 467 million active social media users, that’s up 4.2% compared to the stats in 2021. That means no one is alien to its existence. With it being the medium to greet everyone GOOD MORNING to wish birthdays, in recent years it has also shown its ugly sight by it becoming a way to scam innocent users and often we hear complaints about them being harassed online. So, naturally one asks the question whether a screenshot can become evidence to file a complaint. In the rest of this article, we’ll try to answer this question briefly.

THE LAW

It is coded in the Indian Evidence Act of 1872, specifically in Section 65A of the Indian Evidence Act, that yes, electronic evidence are admissible if they satisfy certain conditions which are mentioned in Section 65B of the same act.

1. The court must see the electronic record in person.
2. A certificate identifying the electronic record containing the information and outlining its creation procedure must be included with the electronic record.
3. A person in an official position responsible for the device’s operation or the supervision of the pertinent activities must sign the certificate.
4. The person presenting the electronic record must provide an accurate and comprehensive representation of the data included in the electronic record as evidence.

THE LAW’S APPLICATION IN CONTEXT TO A WHATSAPP MESSAGE

Therefore, if one wants to use a WhatsApp message as evidence, then it must satisfy the above stated conditions. So, the WhatsApp message must be submitted in electronic form before the hon’ble court. A document that identifies the electronic record containing the WhatsApp message and details how it was created must be provided along with the electronic record containing the message and a certification must be signed by an individual taking up a responsible official position.

There are several instances wherein, the hon’ble courts of India faced the question of whether WhatsApp is acceptable as evidence or not and through various judgements they have answered this query.

For instance, In the case of Anvar P.V. v. P.K. Basheer, the Supreme Court of India held that as long as the Indian Evidence Act’s rules are followed, electronic records like WhatsApp chats can be used as evidence in court. The court additionally ruled that computer programmes like hash values or digital signatures can be used to prove the validity of electronic records.

Also, the Supreme Court has cited WhatsApp chats as proof in Ambalal Sarabhai Enterprise Ltd. v. KS Infraspace LLP Limited and Another and stating that “the WhatsApp messages which are virtual verbal communications are a matter of evidence with regard to their meaning and its content to be proved during the trial by evidence in chief and cross-examination.”

But we must know that WhatsApp is secondary evidence in nature and not primary evidence. This means that unlike primary evidence they aren’t the best source of information and they can’t be admitted if they don’t meet the conditions laid down in section 65 of the Indian Evidence Act.

That is why a WhatsApp forward message lacking a known source was not considered as evidence by the Delhi High Court in the case titled National Lawyers Campaign for Judicial Transparency and Reforms v. Union of India.  As the court ruled that such a forwarded message cannot be treated as a “document” under the Evidence Act without the original (original source).

Concluding this article, there is no black-and-white answer to whether WhatsApp messages can be considered as evidence or not. The message shall only be considered as evidence only if it fulfils the legal requirements.

ITS IMPLICATION ON SEXUAL HARASSMENT CASES

Today, when everything is connected via technology, the relevance of private messaging apps has grown significantly. WhatsApp is a need for all of us to do our daily business. Additionally, WhatsApp and other social media platforms are used in the crimes. The number of cybercrimes is rising daily. Even online, women are frequently harassed, abused, and trolled.

Most of the victims find it difficult to gather evidence for cases of sexual harassment as most of them occur when no one is around. But the fact that WhatsApp messages are considered evidence not just in Internal Committee’s proceedings but also in the courts, is a sign of relief as the scope of justice is not limited to the four walls of IC.

The reason behind the emergence of the POSH Act was to keep up with the contemporary world we live in. To accept the fact that workplaces do have a tendency to become toxic towards their female employees. The fact that not just the POSH Act, but also the Indian Judicial System is leaving no stone unturned to keep up with time, is assuring that justice won’t be obstructed by the everchanging technology around us.

ABOUT THE AUTHOR

Hemansh Tandon is an advocate based in Delhi. He is an avid reader and has a keen interest in writing prose and verses.

REFERENCES

1. https://www.statista.com/statistics/284436/india-social-media-penetration/#:~:text=Social%20network%20penetration%20India%20Q3%202022&text=Growing%20digitalization%20efforts%20combined%20with,were%20active%20social%20media%20users.
2. https://www.localcircles.com/a/press/page/indian-women-internet-usage-survey
3. https://www.mondaq.com/india/arbitration–dispute-resolution/1280114/electronic-evidence–revisiting-the-basics#:~:text=Proving%20contents%20of%20Electronic%20Records&text=The%20aforesaid%20ambiguity%20is%20removed,record%20produced%20is%20in%20question%22.
4. https://www.indiacode.nic.in/bitstream/123456789/15351/1/iea_1872.pdf
5. https://corporate.cyrilamarchandblogs.com/2021/01/supreme-court-on-the-admissibility-of-electronic-evidence-under-section-65b-of-the-evidence-act/
6. https://lumierelp.com/articles/admissibility-of-e-evidence-are-whatsapp-chats-admissible-in-court/
7. https://sociallawstoday.com/are-whatsapp-chats-admissible-in-court/#ADMISSIBILTY_OF_ELECTRONIC_RECORD_UNDER_INDIAN_EVIDENCE_ACT
8. https://www.legalserviceindia.com/legal/article-5124-exploring-the-concept-of-primary-and-secondary-evidence.html#:~:text=Primary%20evidence%20is%20the%20main,exception%20to%20the%20general%20rule.
9. Are WhatsApp Chats Admissible in Court? – Social Laws Today

Please reach out to us for any queries on evidences in sexual harassment cases.

For more blogs and articles, visit our official website. Contact us for workshops and queries related to POSH, EAP (Employee Assistance Program,) and Diversity and Inclusion.

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Why POSH Posters? 

The PoSH Act, 2013, sec 19(b) mandates that every employer / IC committee display the penal consequences of sexual harassment and the constitution of the Internal committee. By Displaying posters you are prohibiting sexual harassment at workplace.  Please remember even interviewing candidates or visitors need to be protected in your workplace. The posters need to be accessible to them with the POSH Committee contact details.

Benefits of PoSH Display Posters:

• Creates Awareness among the employees, Visitors
• Victims will know where and how to complaint
• Penal consequences of sexual harassment
• Having the latest IC member details helps employees to easily approach the committee.

Where to display a poster?

• Display them in conspicuous areas like the lobby, cafeteria, elevators, etc.
• Display in areas where employees and visitors will have access. Please remember even interviewing candidates or visitors need to be protected in your workplace.
• To be displayed in every branch office where there are more than 10 employees.
• To be displayed by all stores, institutions, hospitals, organizations, private or public.   

Sample format of poster:

• Please find below a sample PoSH poster. Kindly update the common email id, your company logo and IC member’s details in the Poster.
• Print the posters in A4 or A3 size sheets and display them in conspicuous areas like the lobby, cafeteria, elevators, etc.

Are you Compliant?

• Does your poster have the latest IC names and their updated contact details?
• Have you displayed it in all your branch locations in conspicuously?

If Yes, please reply to this email and confirm to us. Please reach out to us for any queries on posters or compliance to POSH.

For more blogs and articles, visit our official website. Contact us for workshops and queries related to POSH, EAP (Employee Assistance Program,) and Diversity and Inclusion.

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9^th December is the anniversary of the impactful PoSH Act, aimed at eliminating cases of sexual harassment in the workplace. The act holds organizations and managers responsible for a safe workplace environment, mandating awareness amongst employees regarding safety measures. 7-8% of employees are victims of sexual harassment in the workplace, but only 1% report their grievances. For the complete prevention of sexual harassment, the victims and witnesses need to gather the courage to report such cases.

Abiding by the PoSH guidelines under Section 19 puts compliance duties on the employer. The managers are obliged to create a detailed workplace policy against sexual harassment and ensure awareness amongst the employees. It also involves displaying informative posters and submitting annual sexual harassment reports.

Organizations are required to have an Internal Complaints Committee (IC) and submit 2 kinds of annual reports. The 1^st Report should include no. of complaints received and disposed of, pending cases, and no. of workshops held. Under the 2^nd Report, the employer includes information about the number of complaints received and disposed of.

Here are some common questions regarding annual report filings.

1. What are the statistics from the compiled annual report filings? 

From 2013-2017, there is no data maintained regarding sexual harassment cases. However, in 2017, 1971 cases of sexual harassment of women in the workplace were mentioned. 42% of these came from Uttar Pradesh, 13% from Delhi, and 7% from Maharashtra.

Sexual harassment cases have been more prevalent in banking institutes as compared to the IT industry. The former accounted for a majority of the PoSH complaints through FY21-22.

2. How can organizations with multiple branches file their annual report? 

Organizations with multiple branches should have their respective IC file and submit their annual report to the employer, who will then submit all reports to the respective district offices.

However, it is possible to have a central IC, with representatives in branches handling the annual report. The annual report can be submitted as a compiled document for the entire organization.

3. How can organizations comply with different state guidelines? 

Employers should stay up to date with the trends and guidelines of their respective state or district offices. Annual reports do not require a complicated structure, eliminating the need for an exhaustive methodology in filing the report. The questions included are highly specific and straightforward, saving time and avoiding confusion.

4. Is it okay to submit the report through a registered post? Where are we supposed to submit it? 

While it is agreeable to submit the annual report through a registered post, it is advisable to hand deliver the report to the district collector’s office and collect the official stamp on an acknowledgement copy.

Companies are supposed to identify their District collector’s office as per the nearest postal code. For example, Mumbai has 2 district collector’s offices—Bandra and Mantralaya. Companies in south Bombay submit their report to the Mantralaya, while those in the suburbs deliver it to Bandra.

5. Are organizations genuinely PoSH compliant? 

Amidst the growing awareness around sexual harassment, a staggering proportion of organizations simply follow PoSH guidelines for the legalities associated with it. Approximately 30% of companies are just compliant for the sake of following formalities, instead of showcasing an active drive against sexual harassment.

There are a significant number of organizations in smaller towns and family run business who do not want to be compliant and fear instilling new ideas into their employees mind by being compliant.Focus on the quality of training sessions and workshops is more important than just hosting the sessions without proper supervision.

6. Does an external consultant to the IC need to be from an NGO, psychologist, or lawyer? 

The law does not mandate the external consultant or member of the IC to be from an NGO or be a professional psychologist/lawyer.

Any liberal social rights activist, known to be driven for the cause is suitable to act as an external member of the company IC. It’s more important that the member knows the law, has practical experience in the field and believes in the cause. Not necessary that they need to be a lawyer or a NGO.

7. Is the sexual harassment act a Criminal act? 

The act comes under the Civil Act and is handled under the civil court of procedures. However, the power is on the victim to decide whether they wish to seek redressal within the Indian Penal Code or the PoSH act.

8. Is it mandatory to have an external member in your IC? 

Yes, the law mandates every IC to have an external member to create a neutral and unbiased point of view in the group. The Court of Law does not entertain pleas from ICs that lack an external opinion in their team.

9. Who signs the annual report of the district offices? 

The presiding officer of the IC is responsible to send the report to the manager or the employer. This higher authority then submits the report to the district office.

 10. Can IC processes be in virtual mode? 

Post the pandemic era, many processes have become virtual. Thus, it is permissible by law to make the IC processes virtual. However, ensure that your organization hosts the proceedings effectively and does not turn them into a formality.Offline meetings and IC gatherings are always more impactful, given the added personal touch, and the ability to read body language. Being a sensitive topic, the physical environment matters greatly in this scenario.

11. Is it necessary for the complainant to provide evidence?

 The IC does have the capability to gather evidence post a complaint. They can access technical records, track social media history, or conduct experimental sessions to gather relevant information. The complainants are not mandated to bring in evidence with themselves, although it is highly advisable to do so. Workshops and training sessions should therefore encourage employees to actively collect evidence in any form when facing sexual harassment.

12. How many male members are needed? 

The law mandates the IC to be at least 50% women-led. The rest of the positions can be held by men. It is advisable to have minimally 1 male member on the committee to bring an equal outlook and perspective. Male respondents or even complainants might feel dominated by an all-female committee and fail in sharing information comfortably. The presence of the male party also reduces the possibility of false reports as the innocent respondents get some support.

13. What if the management does not implement the recommendation? 

The implementation is required to happen within 60 days of filing the report. If the complainant notices a lack of action from the management, they can file a lawsuit against them. The management will therefore have to face the legal implications of its non-implementation. Preventing sexual harassment is a necessity in every workplace. Every employee deserves a safe official environment, and following the PoSH guidelines helps organizations build the same.

Consequently, it’s vital to file the annual PoSH report, describing your workplace scenario for an improved tomorrow.

To grasp a clear understanding of how to file the PoSH annual report, follow this template. It also includes the PoSH Law and addresses the various district offices in India.

For compliance to POSH or any queries on Annual report filing, write to connect@cecureus.com. For more blogs and articles, visit our official website.  Contact us for workshops and queries related to POSH, EAP (Employee Assistance Program,) and Diversity and Inclusion.

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In a lot of the Sexual harassment cases that I have handled, witnesses play a crucial role. Some witnesses open up and some don’t. Some need a lot of cajoling to speak and assurance of confidentiality.

Types of Witness that I have experienced:

• Fearless Witness – telling the truth and taking the side of justice.
• Hostile Witness – Unwilling to tell the truth. trying to protect the oppressor and save their own job.
• Aloof Witness – I don’t care as long as I am safe. I will not take sides.

This is the quote that comes to my mind when I think about the responsibilities we all have as Witness/bystanders.👥

“If you are neutral in situations of injustice, you have chosen the side of the oppressor. If an elephant has its foot on the tail of a mouse, and you say that you are neutral, the mouse will not appreciate your neutrality.”

— Archbishop Desmond Tutu

As an adult, Speak up even if the victim is a stranger. Your silence empowers the oppressor. It deepens the roots of Toxic work culture.

3 simple ways, Bystanders can support the victim:

1. Direct – Directly raise your voice and ask the oppressor to stop.
2. Distract – Distract by asking for directions or asking if you can use their phone for a call.
3. Delegate – Delegate to someone in authority to stop the incident.

Safety is a roof that can stand only if we agree to become pillars.🤝

Here is a lovely video from the UN, to suggest simple ways that witnesses can support.

Have you witnessed harassment? How did you react? Please leave a comment below or write to connect@cecureus.com. For more blogs and articles, visit our official website. Contact us for workshops and queries related to POSH, EAP (Employee Assistance Program,) and Diversity and Inclusion.

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There is an essential difference between being friendly and making people uncomfortable. It’s common to have doubts about the intentions of an overly-friendly colleague. But there are clear indicators of what constitutes sexual harassment and what does not. A clear understanding of harassment behavior is vital for a healthy workplace environment.

More than 50% of India’s working population admits to having faced sexual harassment. However, most victims remain silent about their plight for fear of job loss and other consequences. Whether you’re the victim or a witness, it’s important to identify and report harassment cases. 

Indicators of sexual harassment 

Sexual harassment at a workplace generally constitutes unwelcomed and unsolicited behavior towards someone in a physical, non-verbal, or verbal manner. Repetitive uncomfortable events or even a single case, if severe enough, can be termed as sexual harassment.

Activities can range from inappropriate touching and lewd comments to looks and advances. Any unwelcome behavior that creates a hostile and unsafe environment constitutes sexual harassment. Unfortunately, victims are often unaware of subtle inappropriate behavior, which builds up to severe cases.

The workplace is a highly professional atmosphere, and people should have no reason to feel insecure and unsafe. Therefore, it’s crucial to understand and identify these clear indicators of sexual harassment behavior.

• Inappropriate and unnecessary physical contact and invasion of personal space. Brushing up against a person, intimate and lingering contact are unwarranted.

• Unsolicited and lewd comments on psychical appearance. Compliments that go beyond being friendly and make you uncomfortable.

• Quid Pro Quo demands. Including asking for a sexual favor in return for a promotion or any form of assistance.

• Consistent and forced flirting without any consent. Romantic advances should be discontinued when there is no retaliation. 

What does not constitute sexual harassment? 

Since the workplace involves genders co-existing in a closed environment, it becomes difficult to differentiate sexually inappropriate behavior from non-sexual advancements. Confusion is warranted as the lines can sometimes overlap. Many workplace officers, especially managers, often worry about freely interacting with the opposite gender without making them uncomfortable.

Here are some quick checks to know what does not fall under sexual harassment:

• Work-Related Questions. Communicating about work performance or meeting deadlines. Questions on the quality and volume of work are professional.

• Late-Night Emergency calls. Occasional and urgent late-night calls for work, project deadlines, and work-related news are not harassment.

• Professional or friendly handshakes used for greetings or meetings as part of a deal are common workplace ethics.

• There is a clear difference between sexual remarks and compliments. General, friendly compliments that do not go overboard are considered consensual.

• Questioning violation of code of conduct. Questions regarding violating the code of business conduct or disciplinary policies are part of the work environment. 

• Well-intended constructive feedback directed toward the project and work results, and not the person, is welcomed and appropriate. 

• Personal Questions. The workplace has the right to know relevant personal information about your address and contact information for your employment.

There’s a wide variety of ways for healthy interaction and communication with your colleagues and employees of the opposite gender. Comfortable, friendly, and professional interactions are far from being misinterpreted as sexual harassment.

For you to know: Litmus Test 

As a manager or employee, there can be instances where you unintentionally make your colleague uncomfortable. People constantly live over the fear that they might offend someone when they have no wrong intentions.

There are practical ways to identify if a person feels sexually threatened or uncomfortable because of their behavior or certain activity. It’s vital to understand if you are unknowingly coming off as inappropriate.

This Litmus Test is a quick and straightforward method to note a person’s response to your behavior and identify if they feel unsafe. Ask yourself these questions to clarify if you’re violating a person’s private space.

• Watch for negative body language.

If they are visibly repulsive with their body language when conversing with you, they are feeling uncomfortable. Stepping back when you lean in to speak, crooked smiles at jokes and remarks are indicators of insecurities.

• Will I be okay if the same behavior is done to my family or me?

Look back and rethink your actions and comments. Imagine that the same thing was done to you or your family members. If the thought of this makes you uncomfortable or anxious, you have your answer.

• Will I behave the same in front of my children?

We’re at our best, most composed selves in front of our children. Ask yourself if you would behave in the same way in front of your children as you did at work.

• Is it okay if my action is reported to HR or Social Media?

Insecurity and anxiety about your actions being reported to the authorities are closely related to guilt. You would not be worried about reporting if you knew your behavior was not wrong. The reflective questions help assess if you’re unintentionally making your colleagues or employees sexually uncomfortable.

If this article interests you, leave a comment below or write to connect@cecureus.com. For more blogs and articles, visit our official website. Contact us for workshops and queries related to POSH, EAP (Employee Assistance Program,) and Diversity and Inclusion.

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High-level corporate jobs that people dream of achieving have a bitter truth. Barely any of them offer a safe workplace environment. Sexual harassment cases are rising, with both men and women facing the issues. The Indian Government has taken active measures to prevent and minimize sexual harassment in workplaces. In 2013, the Prevention of Sexual Harassment Act was passed. The law mandates employers to create a safe workspace environment for their employees and prohibit sexual offenses.

PoSH comes with a set of rules and regulations that organizations need to follow. It mandates companies to define their sexual harassment policies and take preventive measures against the activity. The organizational policies include strict actions against sexual offenses and a strong HR team to report sexual misconduct. Employees are also taken through elaborate PoSH workshops. They are educated about sexual codes of conduct and encouraged to act against sexual offenses.

Importance of Sexual Harassment Workshops

Employee PoSH training and sexual harassment workshops are excellent and necessary steps to prevent instances of sexual offenses in the workspace. An educated team will react actively upon witnessing sexual misconduct. Workplace awareness workshops are crucial to understanding employee behavior and distinguishing between sexual and non-sexual behavior. This gives workplace safety the importance it deserves and promotes PoSH.

How often should Sexual Harassment Awareness Workshops be conducted?

The frequency of these workshops is subjective to the organizations. Training sessions can be conducted bi-monthly, half-yearly, or annually. Generally, organizations find it most optimal to implement these workshops once a year. This keeps the employees updated about sexual harassment policies in the workplace. Regular sexual harassment training for employees requires a strategized approach and consistent refreshing. Employees need to be continually informed about the sexual code of conduct and encouraged to report witnesses of sexual offenses.

Organizations and employers must follow proven methodologies for effective and comprehensive sexual harassment workshops. The training sessions should be made interactive and engaging for employees, incentivizing them to take an active interest.

Five tips on conducting effective employee training

There are several ways to make employee training on sexual harassment vibrant and diverse. Your sexual harassment awareness workshops can be made inclusive and informative by following a few actionable tips. These active steps allow your workshops to be refreshing yet educational. They will train your employees effectively on crucial information and practices regarding the sexual code of conduct.

• Induction Training 

Organizations should begin with sexual harassment prevention training during the onboarding procedure. The induction training sessions will set the base for the rest of their employment and prepare new employees for a healthy workplace environment. Incoming employees should be sensitized to the work environment.

The induction training is not limited to the employees and should also include contractors and support staff. Using vernacular or local language for the support staff and blue-collar labor force makes the sessions inclusive and supportive.

• Annual Refresher Training 

Sexual harassment prevention training should be conducted and refreshed every year. Updating and innovating these sessions after every year with new updates is important to maintain interest in the workshops. New and improved information with every session ensures employees take an active part.

Learning and workshops can be made responsive and attractive with effective e-learning modules. Every year, new approaches can be utilized to conduct the training and inform employees regarding the sexual code of conduct. Creative modes like theatre-based workshops, role plays, and case studies are innovative solutions.

• Small Team Discussions 

Conducting these workshops in an intimate setting is an effective diversification option. Discussing sexual harassment awareness topics in smaller teams leads to a closer understanding of your intimate surroundings and colleagues. The ongoing discussions address important employee concerns in the workplace and give a well-rounded update on the condition of the workspace. This intimate workshop acts as a remedial policy to make positive improvements. Smaller teams give women the opportunity to voice their opinions on the topic.

• E-mail or Poster Communication on LCD Displays 

To maintain the creative element in PoSH workshops, organizations and employers can utilize designers to craft impactful posters and send out engaging e-mails. Instead of offline workshops in the regular speech format, the new and improved online stays on the employees’ mind for longer. The e-mails should be sent out every month and bi-weekly to keep employees in touch with the sexual code of conduct and PoSH policies in the workplace.

• Quiz/Surveys 

The workshops do not have to be a one-way form of communication. Interactive quizzes and surveys in Google forms make your training sessions vibrant and engaging. Employees are made to be active in the workshop instead of just being listeners.

Final words

Sexual harassment awareness workshops are a vital part of organizational operations. Managers and organizations can measure the success of these training programs by making employees answer 3 key questions:

• What is sexual harassment?
• Where to report an instance?
• How to speak up and say “No” to harassment as a victim or as a witness?

A well-articulated answer to these questions is a relevant indicator of your workshop’s success. It shows that your employees have actively understood and implemented the PoSH policies in the workplace.

If this article interests you, leave a comment below or write to connect@cecureus.com. For more blogs and articles, visit our official website. Contact us for workshops and queries related to POSH, EAP (Employee Assistance Program,) and Diversity and Inclusion.

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