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Goal is to transform lives of one million Adolescents.
To provide consultancy services in the field of capacity building| counselling |Awareness sessions| Talks on health issues| Address gender norms in society with emphasis on Diversity & Inclusion
Is it true? 😕
Will more awareness about the POSH Act in India lead to an increase in false cases of Sexual Harassment against men?
- The POSH (Prevention of Sexual Harassment) Act in India is a legal framework designed to prevent and address issues related to sexual harassment in the workplace.
- The intention behind the act is to create a safer and more inclusive work environment.
- It's important to note that the idea that increased awareness about the POSH Act will lead to more false cases of sexual harassment against men is a subjective opinion and not necessarily supported by evidence.
- It is crucial to approach such discussions with a balanced perspective.
- False accusations can occur in any legal context, and ensuring fair and thorough investigations in every case is essential.
- However, assuming that increased awareness about the POSH Act will automatically lead to more false cases may oversimplify the complex dynamics involved in addressing workplace harassment.
- Efforts to raise awareness about the POSH Act should ideally focus on educating individuals about what constitutes sexual harassment, the procedures for filing complaints, and the importance of fair and unbiased investigations.
- Creating a culture of respect and understanding can help prevent both instances of harassment and false accusations.
It's recommended to rely on credible sources and research when discussing legal frameworks and their potential impact and to avoid making sweeping generalizations without evidence.
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Is there protection for the complainant against retaliation in POSH?
- Fear of retaliation often stems from concerns about job security, strained relationships with colleagues or superiors, and potential negative impacts on career advancement.
- Employees may worry that reporting harassment could lead to victimization or professional repercussions, creating a barrier to speaking up.
- POSH policies often emphasize the importance of maintaining the confidentiality of the complainant's identity. This helps prevent any potential backlash or victimization.
- Many POSH policies explicitly state that individuals who report instances of sexual harassment or participate in investigations will not face retaliation for doing so. This is typically communicated through a non-retaliation clause.
- Organizations may conduct training sessions to educate employees and managers about the significance of non-retaliation and the potential consequences of engaging in retaliatory behaviour.
- Employers are expected to take prompt and appropriate action when a complaint is filed. This addresses the issue at hand and sends a message that the organization is committed to preventing retaliation.
- Individuals who believe they have faced retaliation after reporting harassment may have legal recourse.
Many jurisdictions have legal provisions protecting whistleblowers or individuals reporting unlawful activities.
Protection from retaliation is a crucial aspect of creating a safe environment for individuals to come forward and report incidents of sexual harassment without fear of negative consequences.
Both employers and employees must be aware of these protections and organizations to foster a culture that discourages retaliation.
Creating an environment where individuals feel safe reporting incidents contributes significantly to the effectiveness of POSH policies in preventing and addressing sexual harassment.
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13/01/2024
National Youth Day 2024 theme is “Arise, Awake, and Realise the Power You Hold.”
National Youth Day in India, celebrated on January 12th, honours Swami Vivekananda's birthday, a pivotal figure in introducing Indian philosophies to the West.
This celebration is not limited to urban areas but is equally relevant to rural youth.
1. Swami Vivekananda's teachings inspire youth nationwide, emphasizing self-confidence, self-discipline, and hard work, resonating particularly with rural youth.
2. Educational programs on National Youth Day empower youth, especially in rural areas where access to quality education may be limited, enhancing educational opportunities.
3. The day serves as a platform for promoting skill development programs tailored to the needs of rural youth, enhancing their employability and community contribution.
4. Celebrations provide a platform for cultural exchange, helping rural youth connect with a broader network, exchange ideas, and become aware of diverse opportunities.
5. Increased community engagement is catalyzed, encouraging rural youth to address local issues and contribute to overall community development actively.
6. Swami Vivekananda's emphasis on values like tolerance and social responsibility is instilled in rural youth, fostering a sense of responsibility towards society.
7. Networking Opportunities: National Youth Day events facilitate networking, providing collaboration and mentorship avenues for youth.
8. The day significantly contributes to the holistic development of individuals and communities by focusing on education, skills, values, and community engagement.
9. Rural youth benefit from increased opportunities for personal and professional growth through the connections and ideas shared during the celebrations.
Overall, National Youth Day empowers rural youth to meaningfully contribute to their communities and the nation by equipping them with inspiration, education, skills, values, and networking opportunities.
Attended one such event to encourage the youth who came from different districts of .
Thank you and gratitude to everyone who made this possible.
Reaching to the unreached…!
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What to do if a workplace has fewer than 10 employees?
- While the legal requirement to constitute an Internal Complaints Committee (ICC) under the Prevention of Sexual Harassment (POSH) Act in India applies to workplaces with 10 or more employees,
providing POSH training to all employees, regardless of the size of the workforce, is a proactive and recommended practice.
- Even if a workplace has fewer than 10 employees and isn't legally mandated to form an ICC, it's still essential to cultivate a safe and respectful work environment free from harassment.
- Conducting POSH training for all employees helps create awareness about what constitutes sexual harassment, how to prevent it, and the avenues available for reporting and addressing such incidents.
- If the workplace does not have an ICC due to having less than 10 employees, the complaint can be filed with the Local Complaints Committee (LCC) or the District Officer if the complaint is against the employer.
- The Local Complaints Committee (LCC) is a statutory body formed at the district level under the Prevention of Sexual Harassment (POSH) Act in India.
-It addresses sexual harassment complaints in workplaces with less than 10 employees.
Additionally, complaints can be filed with the police under criminal law if the harassment constitutes a criminal offence.
Victims can also seek assistance from the State Women's Commission or the National Commission for Women in certain situations.
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08/01/2024
Several potential barriers can prevent eligible people from availing of government schemes like,
Lack of Awareness,
Complex Application Processes,
Documentation Requirements,
Geographical Accessibility,
Corruption and Red Tape,
Language and Cultural Barriers,
Technological Barriers,
Strict Criteria and Eligibility,
Addressing these barriers often requires a multi-pronged approach, involving improved communication strategies, simplification of application processes, increased outreach efforts, and ensuring transparency and accountability in administrating these schemes.
Got an opportunity to train the “ADHIKAR PRENEURS” who are helping people to avail the benefits provided by govt, under various schemes by their sheer grit and perseverance.
Thank you and gratitude to everyone who made this possible.
Reaching to the unreached...!
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A very common question being asked by organisations,
What should be the frequency of POSH training for an organisation?
The frequency of POSH (Prevention of Sexual Harassment) training for an organization can vary
- Typically, this training should be conducted annually or periodically to ensure all employees are aware of the policies and procedures related to preventing sexual harassment at the workplace.
- Larger organizations might opt for more frequent training sessions to ensure comprehensive coverage of all employees.
- If there are amendments to the law or changes in policies related to sexual harassment prevention, organizations might conduct additional training sessions to update employees on the new guidelines.
- Feedback mechanisms or reported incidents of harassment might prompt organizations to conduct additional training sessions to address specific issues or reinforce the importance of maintaining a safe work environment.
- While there may not be a fixed number of times POSH training is needed, the goal is to ensure that all employees receive adequate training and awareness to prevent sexual harassment at the workplace.
Regular and periodic training is crucial to maintain a safe and respectful work environment for everyone.
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One common misconception about the workplace is that it is solely a physical location, disregarding remote or virtual work settings.
Workplace in POSH (Prevention of Sexual Harassment) refers to the environment within an organization where employees operate.
- It encompasses physical spaces, digital platforms, and interactions among colleagues.
- It demands a safe, respectful, and inclusive atmosphere free from any form of sexual harassment or discrimination.
- Workplace under POSH necessitates proactive policies, comprehensive training, fair complaint mechanisms, and swift action to address and prevent any instances of sexual misconduct.
- There's also a misconception that the workplace is strictly a professional space, overlooking the impact of personal dynamics and emotions on productivity and well-being.
- Assuming that workplace success is solely based on individual effort, neglecting the importance of collaboration and a supportive environment is a myth.
It's a space where every individual wants to feel empowered, respected, and supported.
May the POSH Act play an important role in it!
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I wish you all a merry Christmas!
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18/12/2023
Adolescents might struggle to report abuse due to fear of retaliation, shame, and guilt.
- They often blame themselves, feel confused about the situation, and lack trust in adults or authorities.
- Cultural norms and societal pressures might discourage speaking out, and threats or manipulation from the abuser can silence them.
- Isolation and a lack of support further hinder their ability to seek help.
Overcoming these barriers requires creating safe spaces, building trust, and providing reliable support systems.
- Encouraging open conversations and ensuring access to resources can empower adolescents to speak up against abuse.
- Building trust through open conversations, establishing safe environments, and providing accessible support systems are crucial.
- Educating both adolescents and adults on recognizing and addressing abuse can break barriers.
Creating confidential reporting channels and ensuring appropriate responses to disclosures encourage adolescents to seek help.
I conducted a workshop on child safeguarding policy for adolescent community leaders and NGO staff to create awareness.
Thank you and gratitude to everyone who made this possible!
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Anonymity might encourage individuals who fear stigma or repercussions to come forward, facilitating a safer environment for reporting harassment.
It allows individuals to share crucial information without feeling pressured or exposed.
Is it possible under the Prevention of Sexual Harassment (POSH) Act in India, for an employee to file a complaint anonymously?
The answer is yes.
However, the effectiveness of the investigation might be impacted as anonymity can make it challenging to gather evidence or follow up on details.
An anonymous complaint can be submitted to the Internal Complaints Committee (ICC) or Local Complaints Committee (LCC) via a written letter or email, providing details of the incident without revealing the complainant's identity.
While maintaining confidentiality is crucial, providing some form of identification or contact information confidentially to the committee can aid in the investigation process.
Anonymity can safeguard the complainant's privacy, but balancing this with the need for information to conduct a thorough inquiry is essential.
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11/12/2023
All of them were very happy, and enthusiastic and felt empowered as they were able to,
- Recognize unequal power structures, roles, and norms that affect daily life and opportunities based on gender.
- Identify disparities in access to resources, education, and decision-making influenced by gender biases.
- Analyze how gender stereotypes and discrimination hinder community development and well-being.
- Recognize the potential for positive change and empowerment by addressing gender inequalities through education and awareness.
How do I know this?
Because I conducted a two-day gender sensitization workshop for NGO staff and community representatives.
Got to hear their firsthand experiences, and concerns during the workshop and feedback after the workshop.
Thank you and gratitude to everyone who made this possible!
Your thoughts/Comments/Insights.
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04/12/2023
A few people asked me why we need classroom sessions for adolescents when all the information is readily available online.
And my answer is:
- Special classroom sessions for adolescents serve a purpose beyond mere access to information.
- They offer structured guidance, facilitate open discussions, and provide a safe space for questions.
- Clarify misconceptions, and foster critical thinking skills.
- These sessions allow for tailored, age-appropriate guidance, addressing emotional aspects, ethics, and real-life applications of the information available.
- It ensures a holistic understanding beyond just information/data retrieval.
I conducted one such offline workshop for school-going adolescents on SRHR.
The enthusiasm, involvement /participation of the students and the questions they asked were beyond my expectations.
Thank you and gratitude to everyone who made this possible!
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28/11/2023
A sense of purpose acts as a guiding light, motivating us to transcend our comfort zones.
- It fuels determination, eclipsing fear of the unknown, and inspiring us to embrace new challenges.
- It amplifies resilience and fosters a mindset of learning.
- It imbues actions with significance, making the discomfort of change worthwhile for the fulfilment of a greater goal.
I conducted a two-day workshop on soft skills for community adolescent leaders in one of the hard-to-reach areas of .
With purpose, discomfort transforms into a pathway for personal evolution and becomes a stepping stone toward growth!
Thank you and gratitude to everyone who made this possible.
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Reaching to the unreached..!
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Penalties act as a deterrent by imposing consequences for breaking the law,
dissuading individuals from engaging in unlawful behaviour to avoid repercussions.
- The threat of fines, imprisonment, or other punitive measures creates a cost that individuals weigh against the benefits of breaking the law, influencing their decision-making toward compliance.
- In India, non-compliance with the Prevention of Sexual Harassment (POSH) at the workplace can also result in significant penalties.
- These penalties may include fines, which can extend up to Rs. 50,000 for non-compliance with the law's provisions.
- Failure to constitute an Internal Complaints Committee (ICC) or non-cooperation with the ICC can lead to penalties and even cancellation of business licenses or registrations.
- Individuals found guilty can face disciplinary action, including termination, and the severity of penalties can escalate for repeated violations.
Implementing POSH guidelines is crucial to avoid legal repercussions and ensure a safe work environment and flourishing business.
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The perception of anything varies among individuals and is influenced by cultural, social, and personal factors.
- In POSH, a woman's perception of harassment forms the foundation as it determines whether an action or behaviour is unwelcome, intimidating, hostile, or offensive.
- Women's perceptions guide their understanding of boundaries and acceptable conduct, impacting how they navigate work environments.
- It informs their willingness to report incidents, seek support, or confront harassers.
- When their experiences align with legal definitions of harassment, their perception becomes central in establishing a case under POSH guidelines.
Respecting and acknowledging women's perceptions is critical for creating safe workplaces.
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The term "quid pro quo" is a Latin phrase that means "something for something" or "this for that."
Quid pro quo, as outlined in the POSH Act, in India, refers to a specific form of sexual harassment in the workplace.
In the context of POSH, quid pro quo harassment occurs when:
- An employer, supervisor, or person in authority explicitly or implicitly requests sexual favours in exchange for employment-related benefits, promotions, job security, or other favourable employment decisions.
- The harasser threatens adverse employment actions or consequences if the individual does not comply with the sexual advances or requests.
Quid pro quo harassment can create a coercive or hostile work environment, where an individual feels compelled to submit to unwelcome sexual advances to maintain or advance their employment status or benefits.
It's a violation of the POSH Act and is considered a form of sexual harassment that requires immediate attention and redressal.
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11/11/2023
Knowledge, like light, illuminates the unknown, 🪔
dispelling the shadows of ignorance.
- 🪔It penetrates the darkness, revealing clarity and understanding.
- 🪔Just as light reveals hidden corners, knowledge uncovers truths, guiding us through uncharted territories.
- 🪔It has the power to brighten minds, fostering growth and enlightenment.
- 🪔Both light and knowledge unveil what was once obscured, opening pathways to new perspectives.
- 🪔Being a source of illumination, inspiration, or guidance to others is not easy.
- 🪔Due to the responsibility, high standards, and personal sacrifices it entails.
- 🪔But the potential for positive impact and personal growth makes it a meaningful endeavour.
I got an opportunity to conduct a two-day workshop for youth leaders of , sharing knowledge with them on and !🪔
🪔 Thank you and Gratitude to everyone who made this possible!
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padmashakti consultancy
Wishing you all a very Happy Diwali!🪔🪔🪔
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Do you think a woman who comes to the office just for one hour,
for cleaning the office and making tea, is still covered under the POSH Act in India?
The answer is yes.
- The Act does not specify a minimum duration of employment or working hours for coverage.
-It applies to all women employees, regardless of the duration or nature of their work, including temporary or part-time workers, trainees, and volunteers.
- It is essential for employers to ensure the safety and protection of all women in the workplace, regardless of their role or hours worked, by implementing measures to prevent and address sexual harassment.
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The statement, "We don't have any women as employees in our office,
so we don't need POSH training," reflects a common misconception about the need for sexual harassment prevention and training.
This perspective is flawed, because,
- The Protection of Women from Sexual Harassment (POSH) Act in India mandates that all organizations with ten or more employees must have a policy against sexual harassment and conduct awareness and training programs.
- The law does not exempt organizations based on their gender composition.
- Also, the workforce composition can change over time, and it is essential to be prepared for any potential future hires who may be women or belong to other gender identities.
- Even if the law does not require it, organizations have an ethical and moral responsibility to ensure the safety and well-being of all their employees.
Sexual harassment prevention is a broader issue that affects all workplaces and should be addressed proactively and inclusively.
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As we all know, time is crucial in legal matters
because it helps ensure that evidence is preserved, witnesses' memories are fresh, and justice is served promptly.
Delays can lead to the loss of critical information and can undermine the integrity of legal proceedings.
Similarly, there is a time limit for filing a complaint under the Prevention of Sexual Harassment (POSH) Act in India.
It's advisable to file a complaint as soon as possible after the incident occurs.
A complaint must be filed Within three months from the date of the incident.
However, in cases where the victim is unable to file the complaint within this timeframe due to a valid reason, the POSH Act allows for an extension of an additional three months.
The ICC can “extend the time limit” if “it is satisfied that the circumstances were such which prevented the woman from filing a complaint within the said period”.
It is crucial to note that prompt reporting of incidents is encouraged to ensure a swift and effective resolution of sexual harassment cases in the workplace.
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Do you know the story of BHANWARI Devi?
- Bhanwari Devi was a grassroots worker who was gang-raped in 1992 while trying to prevent child marriage in Rajasthan.
- Her quest for justice was met with apathy and victim-blaming by the authorities, leading to a long legal battle.
- Bhanwari Devi's case garnered widespread attention, sparking outrage and discussions about the absence of specific laws addressing sexual harassment in the workplace.
- Activists and women's rights organizations pushed for legal reforms, culminating in the formulation of the PoSH law in 2013.
- This legislation mandates the establishment of Internal Complaints Committees in workplaces and provides a framework for addressing and preventing sexual harassment.
Bhanwari Devi's story highlighted the urgent need for such legal protections and inspired the government to take action in this regard, contributing to the empowerment and safety of women in Indian workplaces.
The grit and perseverance of one person can bring changes desired for ages!
padmashakti consultancy
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14/10/2023
How many of us get second chances in our lives?
Second chances in life can be amazing!
- As they offer the opportunity for personal growth.
- They allow individuals to learn from their past mistakes and make better choices.
- It fosters a sense of self-improvement and resilience.
- Second chances can also lead to stronger relationships, as they demonstrate forgiveness and empathy, which can deepen connections with others.
- They can provide a fresh start and a renewed sense of purpose, inspiring individuals to pursue their dreams with greater determination.
- Also, second chances offer the potential for a brighter and more hopeful future, making them a powerful and transformative aspect of life.
Kasturba Gandhi Balika Vidyalaya is an initiative in India that gives second chances to the dropout GIRLS.
- It focuses on providing quality education to girls in rural areas.
- These residential schools aim to empower girls through education, improving their socio-economic prospects and promoting gender equality.
I got an opportunity to interact with the girls of one such residential school and talked about their career prospects, their dreams and how they can achieve them.
Thank you/Gratitude to everyone who made this possible!
padmashakti consultancy
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In India, it is aimed at addressing and preventing sexual harassment in the workplace.
POSH, which stands for the "Prevention of Sexual Harassment," is a legal framework primarily governed by the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013.
- It applies to all workplaces, including the public and private sectors.
- Employers are required to establish Internal Complaints Committees (ICCs) to address complaints of sexual harassment.
- The Act mandates that employers create a safe and harassment-free environment and conduct regular awareness programs.
- POSH aims to provide a supportive mechanism for victims to report harassment without fear of retaliation.
- Confidentiality is key, and the Act emphasizes the importance of maintaining it throughout the complaint process.
Do you think POSH is a significant step towards promoting gender equality and ensuring a safer and more respectful workplace environment for all employees in India?
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