How to set up a compliance and POSH culture in your company: Can we help you?

Mumbai is a business hub for domestic and multi-national companies. The city attracts men and women of other states and foreigners to avail of job opportunities. Keeping pace with the latest policies to make workplaces respectful and inclusive is a necessity. The employers get a diverse talent pool to choose from. They can make their organisations more reputable for single and married working women.

Early POSH compliance implementation brings in benefits. Women tend to remain loyal as they are satisfied with the policies, salaries, and a well-balanced ecosystem to work. Workplaces free from harassment and discrimination make a company desirable for job prospects.

Employee Crossings offers POSH compliance services in Mumbai for several companies. Our professional team helps organisations to uphold their ethics and responsibilities towards their staff. We hold interactive POSH training programs for employees.

The following information will help you understand how our services can beneficial for your company in Mumbai and if there are branches in any other city in India. A strong POSH culture can enhance employee morale, reduce turnover, and improve the organisation’s reputation.

The Three Pillars of POSH Compliance

To establish a robust POSH culture, focus on three critical components:

• Policies and Procedures: Drafting clear, comprehensive policies that define sexual harassment, outline reporting mechanisms, and ensure confidentiality is the first step. These policies should be easily accessible to all employees.
• Training for Employees and Managers: Regular training sessions are essential to educate employees about their rights and responsibilities under the POSH Act. Managers should be trained to handle complaints sensitively and effectively.
• Appropriate Action on Incidents: Prompt and fair investigation of complaints, followed by decisive action, is crucial to maintaining trust in the system. This ensures that employees feel safe and supported.

Key Factors of POSH Compliance

• Formation of Internal Complaints Committee (ICC):
  • The ICC should include a senior female employee as the presiding officer.
  • Two employees with a background in gender sensitivity or social work should be members.
  • An external member, such as an NGO representative or legal expert, should be included to ensure impartiality.
• Training and Awareness:
  • Conduct regular workshops and awareness programs to educate employees about sexual harassment and their rights under the POSH Act.
  • Use case studies and role-playing exercises to make training sessions engaging and impactful.
• Clear Policies and Complaint Mechanisms:
  • Ensure that the POSH policy is clearly communicated to all employees.
  • Establish multiple channels for reporting complaints, such as anonymous hotlines or online portals, to encourage reporting.
• Timely Investigation and Intervention:
  • Complaints should be investigated promptly and impartially.
  • Interim measures, such as transferring the accused or providing counselling to the complainant, should be taken seriously.
• Annual Compliance and Reporting:
  • Submit annual reports to the appropriate authorities as mandated by law.
  • Conduct internal audits to assess the effectiveness of the POSH framework and make improvements as needed.

How POSH Consultants Help Organizations

Employee Crossings plays a vital role in compliance adoption. They draft documents, conduct training for employees and form the ICC. Our consulting team assists in conducting investigations, for a fair and transparent process. Avoid legal pitfalls with POSH compliance implementation with our guidance.

Is your company based in Mumbai comprising of a staff of 10 employees? Let’s get together to create a better work culture for your organisation.