At SEE Linkages, we recognize that fostering a safe and inclusive workplace is paramount. In alignment with our commitment to employee well-being and organizational integrity, we recently conducted a session titled “POSH: Beyond Compliance – Building a Culture of Safety and Accountability at the Workplace” at our company campus. The session was led by Dr. Aditi Kaushal Bhardwaj, a lawyer, Supreme Court Bar Association member, and POSH expert with over 16 years of experience conducting seminars and training sessions across various sectors.

Understanding the Importance of POSH

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, commonly known as the POSH Act, mandates that organizations with ten or more employees establish an Internal Committee (IC) to address complaints of sexual harassment. However, at SEE Linkages, we believe that compliance alone is insufficient; cultivating a culture of respect and accountability requires proactive engagement and continuous education.

Session Objectives and Key Focus Areas

The session aimed to deepen our employees' understanding of the POSH Act and to equip our Internal Committee members with the necessary tools to handle complaints effectively and sensitively. The session covered the following critical areas:

1. Misconceptions and Myths:
Addressing common misunderstandings about what constitutes sexual harassment and clarifying the scope and intent of the POSH Act.

2. IC’s Accountability and Technical Procedure:
Outlining the responsibilities of the Internal Committee, including the procedural aspects of conducting inquiries, maintaining confidentiality, and ensuring impartiality.

3. Qualification to Become an IC Member:
Discussing the criteria for selecting IC members, emphasizing the need for members to be committed to the cause of women or possess experience in social work or legal knowledge.

4. Disqualification of IC Members:
Highlighting circumstances under which an IC member may be disqualified, such as conflicts of interest, misconduct, or breach of confidentiality.

5. Legal Mandates for Conducting Inquiries:
Reviewing the legal framework governing the inquiry process, including timelines, documentation, and adherence to principles of natural justice.

6. Role & Responsibilities of the Internal Committee (IC):
Elaborating on the IC's duties, from receiving complaints to recommending appropriate actions, and ensuring a fair and unbiased process.

Reinforcing Our Commitment to a Safe Workplace

This session is part of SEE Linkages' broader initiative to foster an environment where every employee feels safe, respected, and heard. By going beyond mere compliance, we aim to embed the principles of the POSH Act into our organizational culture, ensuring that our workplace remains free from harassment and conducive to professional growth. We understand that building such a culture requires ongoing effort, including regular training sessions, open dialogues, and a robust support system for everyone. Our leadership is dedicated to upholding these values and ensuring that our policies and practices reflect our commitment to employee welfare.

SEE Linkages will continue to invest in initiatives that promote awareness, sensitivity, and accountability. We encourage our employees to participate actively in these programs and to contribute to creating a workplace where dignity and respect are paramount.

For more updates about our employee initiatives, products, and innovations, follow us at www.seelinkages.in or write to us at info@seemail.in.