The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, colloquially known as POSH, stands as a beacon of protection for women in professional spheres. Mandated for organizations with ten or more employees, it sets forth stringent compliance measures to cultivate a safe and respectful work environment.

The Annual Report serves as a comprehensive testament to an organizations commitment to upholding the tenets of the POSH Act. It encapsulates vital details such as complaint statistics, ICC actions, preventive measures adopted, and an overview of awareness programs conducted, portraying a transparent narrative of compliance efforts.

At the culmination of each calendar year, the Internal Committee diligently compiles the Annual Report, encapsulating all pertinent information. Subsequently, the report is submitted to the employer, who serves as the conduit to the District Officer, ensuring seamless transmission of compliance documentation.

Obtaining information regarding the designated District Officer can be facilitated through local government offices or online resources. In cases of uncertainty, organizations can leverage our expertise by reaching out for guidance in identifying the relevant authority, you may contact us to receive relevant information on info@awarecitizenfoundation.org

While the POSH Act refrains from specifying a rigid deadline for Annual Report submission, prudence dictates adherence to a recommended timeframe, ideally concluding by January 31 of each calendar year. Organizations are encouraged to remain vigilant for any notifications or extensions issued by the District Officer to align with regulatory expectations seamlessly.

The repercussions of non-compliance with the POSH Act are significant, encompassing fines escalating up to INR 50,000 for initial violations and escalating penalties for subsequent offenses. In egregious cases, organizations risk suspension or revocation of their operational license, underscoring the gravity of regulatory adherence.

Compliance with the POSH Act transcends mere legal obligation; it embodies an ethical imperative to champion the safety and dignity of every employee. Through unwavering commitment to compliance measures, diligent Annual Report filing, and proactive resolution of harassment instances, organizations forge inclusive and dignified work environments.

Should the need arise for expert assistance in Annual Report filing or compliance endeavors, we extend our steadfast support, reachable at info@awarecitizenfoundation.org or +91-9891012581. Together, let is navigate compliance seamlessly and uphold the principles of dignity and respect in every workplace.

By Kriti Singh

Call 1930: You can call the number 1930 to report the fraud.

Use the National Cybercrime Reporting Portal: You can also go to the website www.cybercrime.gov.in and sign up as a new user. After registering, click on “Report Cyber Crime,” choose your state, and then follow the instructions.

Visit www.cybercrime.gov.in and create a new account.

Once you have an account, click on “Report Cyber Crime.”

Choose your state from the options.

Follow the instructions provided.

However, given the alarming rate of online banking frauds in India, it is essential to take proactive steps to safeguard your financial information and prevent falling victim to cybercriminals. One highly effective tip to enhance your cyber safety is to consistently monitor your financial accounts and statements. Here is how you can put this into practice:

Frequently review your bank and credit card statements. By carefully examining your transaction history, you can swiftly identify any unauthorized or suspicious activities. If you notice unfamiliar transactions, contact your banks customer service immediately to report the issue.

Opt to receive transaction alerts and notifications from your bank. These alerts can be sent to your email or phone, alerting you whenever there is a transaction, withdrawal, or change in your account settings. Timely alerts enable you to respond swiftly to any suspicious activity.

Regularly check your credit reports from major credit bureaus. This practice can help you detect any unauthorized accounts or credit inquiries that might indicate identity theft or fraudulent activity using your information.

Whenever possible, enable two-factor authentication (2FA) for your online banking accounts. This adds an extra layer of security by requiring a secondary verification, such as a code from a text message or an authentication app, in addition to your password.

Maintain the security of the devices you use for online banking. Keep your operating systems, applications, and antivirus software up to date. Additionally, avoid conducting sensitive transactions over public Wi-Fi networks to reduce the risk of interception.

Remain vigilant against phishing attempts. Cybercriminals often use deceptive emails or messages that mimic legitimate institutions to trick you into revealing sensitive information. Always verify the source before clicking on links or sharing personal details.

Create strong, unique passwords for your online banking accounts. Refrain from using easily guessable information like birthdays or common words. Combining upper and lower case letters, numbers, and special characters makes your passwords more secure.

Exercise caution when sharing personal information online. Avoid oversharing on social media platforms, as cybercriminals can exploit this information to target you.

Ensure that your bank has your accurate contact details, including email and phone number. This can be critical in case they need to reach out to you regarding suspicious account activity.

With the rise of online banking frauds in India, being proactive and vigilant is paramount. By following these guidelines and regularly monitoring your financial accounts, you can significantly reduce the risk of falling victim to online banking fraud and enhance your overall cyber safety.

#cybersafety #poshtraining #bankingfrauds #safecyber #cybersafe #safeinternet

By Kriti Singh

India is a land of diverse festivals, celebrated with enthusiasm and cultural significance. However, beneath the vibrant colors and joyful atmosphere, festivals can also perpetuate gender imbalances, both within and outside the home. Traditional customs and social expectations often reinforce gender roles, leading to inequalities. In this article, we will explore the complex effects of Indian festivals on gender-based labor gaps and discuss initiatives to promote gender equality.

One of the ways festivals contribute to gender imbalance is through the increased burden of unpaid domestic labor on women. The preparation and execution of elaborate celebrations often fall on womens shoulders. From cleaning and decorating the house to cooking for large gatherings, women spend more time on household chores, leaving them with less time for paid work or personal pursuits. This perpetuates the idea that certain tasks are exclusively the domain of women, reinforcing gender-based labor gaps.

The traditional roles assigned to women during festivals can also contribute to economic disparities. When women are primarily responsible for household chores, it may limit their ability to engage in income-generating activities outside the home. This, in turn, leads to income inequalities between men and women. Moreover, many festival-related professions such as idol making, procession organizing, and event management are dominated by men. Women face barriers in entering these fields, limiting their economic opportunities and reinforcing gender-based labor gaps.

Festivals also perpetuate gender stereotypes, as media, advertisements, and cultural narratives often depict idealized roles for men and women during these celebrations. These depictions reinforce traditional gender norms and discourage deviation from these roles. Additionally, womens contributions to festival preparations and execution are often undervalued and go unrecognized. This lack of recognition affects womens self-esteem and may discourage them from seeking leadership roles or equal participation in other areas of life.

Festivals are times when social expectations for conforming to traditional gender roles are particularly strong. Women who challenge these roles during festivals may face criticism or social pressure, making it difficult to break away from gender-based labor gaps. The fear of being judged or ostracized can prevent women from pursuing their ambitions or questioning societal norms. This further reinforces the existing gender imbalance in India.However, it is crucial to note that not all festivals and communities perpetuate these gender disparities in the same way. Some communities are evolving and adapting their traditions to promote gender equality. Initiatives to empower women, promote equal participation, and challenge traditional gender roles are gaining momentum in various parts of India. Awareness, education, and efforts to challenge these stereotypes are crucial in reducing the gender-based labor gap both at home and outside the home during festivals, by embracing inclusivity and equality, festivals can become platforms for progress, where individuals of all genders can celebrate together without reinforcing gender imbalances.

Organizations can play a significant role in making festivals more gender-inclusive by promoting an environment that values diversity, equity, and inclusion. Here are several steps they can take:

1. Diversity Training: Provide diversity and inclusion training for all employees, helping them understand the importance of gender inclusion and how to be respectful of diverse perspectives and backgrounds during festival celebrations.

2. Flexible Schedules: Offer flexible work schedules or time-off policies during major festivals to accommodate employees diverse cultural and religious observances, allowing them to participate in their preferred celebrations without sacrificing their work responsibilities.

3. Educational Workshops: Host workshops or informational sessions about various festivals and their cultural significance. These sessions can help employees gain a better understanding of different traditions and customs, fostering empathy and respect.

4. Festival Celebrations: Organize gender-inclusive festival celebrations within the workplace, ensuring that the planning, preparation, and participation are open to all employees, regardless of gender, ethnicity, or religion. Encourage employees to share their customs and traditions.

5. Inclusive Language: Encourage the use of inclusive language and avoid making assumptions about employees festival preferences or participation. Respect individual choices and beliefs without imposing stereotypes.

6. Gender-Neutral Dress Code: If your organization has a dress code, ensure it is inclusive and does not impose gender-specific clothing requirements. Employees should feel comfortable expressing their cultural or religious identities through attire.

7. Support Employee Resource Groups: Encourage the formation of employee resource groups or cultural affinity groups that can help plan, promote, and celebrate various festivals within the workplace. These groups can advise on inclusive practices.

8. Equal Opportunities for Leadership: Ensure that leadership roles in festival planning committees or resource groups are open to all employees, promoting diversity and reducing any gender biases in decision-making.

9. Policy Review: Review HR policies to ensure they are gender-inclusive and do not inadvertently reinforce stereotypes or gender disparities during festival celebrations. Adjust policies as necessary.

10. Accessibility: Make sure that festival celebrations are accessible to all employees, considering factors such as physical accessibility, dietary restrictions, and inclusive activities.

11. Zero Tolerance for Discrimination: Implement a zero-tolerance policy for any form of discrimination, harassment, or bias during festivals. Encourage employees to report any such incidents and ensure that they are addressed promptly.

12. Feedback Mechanisms: Create mechanisms for employees to provide feedback on festival celebrations and diversity and inclusion efforts. This can help organizations continually improve their practices.

13. Community Involvement: Engage with the local community and participate in or support gender-inclusive events, festivals, or cultural activities to foster a sense of belonging and connection.

14. Leadership Commitment: Ensure that senior leadership actively supports and demonstrates a commitment to gender inclusivity during festivals and throughout the year.

By taking these steps, organizations can contribute to a more inclusive workplace and celebrate festivals in a way that respects and values the diverse traditions and perspectives of their employees, thus reducing gender disparities and promoting a sense of belonging for everyone.

#poshtraining #culture #sexualharresmenttraining #diversity #Inclusion #posh #workplace #employeesafety

By Kriti Singh

While the historical roots of gendered color preferences run deep, it is imperative that we challenge and ultimately move beyond these restrictive norms. The perpetuation of pink for girls and blue for boys not only reinforces outdated gender stereotypes but also limits individual expression and perpetuates harmful gender norms.

By adhering to colour codes based on gender, we inadvertently impose limitations on childrens choices and preferences from a young age. This stifles their creativity and self-expression, forcing them into narrow boxes defined by societal expectations of how “Pink” and “Blue” should behave. Moreover, it reinforces the idea that certain traits or interests are inherently masculine or feminine, perpetuating harmful stereotypes and contributing to gender inequality.

Instead, we should strive to create environments where children are free to explore and express themselves without fear of judgment or constraint. Allowing them to choose toys, clothes, and colors based on personal preference rather than prescribed gender norms fosters a sense of autonomy and individuality. It encourages them to embrace their unique identity and interests, regardless of whether they align with traditional gender roles.

Moreover, moving away from gendered color coding promotes inclusivity and diversity. It acknowledges that gender identity is multifaceted and exists on a spectrum, transcending binary categories of pink and blue.

Ultimately, challenging the pink-blue color divide requires a collective effort to dismantle entrenched gender norms and embrace inclusivity and diversity. By rejecting gender stereotypes and promoting a colorful culture of acceptance and respect, we can create a world where children are free to be themselves, regardless of the colour they choose to embrace.

#sexualharassment training #PoSHtraining #PoSHtraining in India #workplaceharassment #poshtraining

Have you heard of The Matilda Effect?

I got to know about the term recently while surfing internet, apparently its a term used to denote invisibility of women in science and beyond, phenomenon named after Matilda Joslyn Gage, it exposes the systematic undervaluation and under-recognition of womens contributions to scientific progress.

Despite their significant accomplishments, female scientists often find their work overshadowed or credited to male counterparts. This gender bias permeates various fields, from physics to medicine, perpetuating a skewed narrative of intellectual prowess.

In India, the Matilda Effect has been a prevalent for women scientists as well. Despite their remarkable achievements, they hardly get any recognition for their contributions, one such example is Dr. Tessy Thomas, known as the “Missile Woman of India.” She played a crucial role in the development of Indias ballistic missile defense program, yet her achievements have often been overshadowed.

Another notable figure is Dr. Indira Hinduja, a gynecologist and infertility specialist who pioneered the technique of in-vitro fertilization in India. Despite her groundbreaking work, her contribution went unnoticed.

Dr. Kamala Sohonie, the first Indian woman to receive a PhD in science, made significant contributions to biochemistry, particularly in the field of enzyme research. However, nor many of us know about her.

Despite making substantial contributions, women often find their ideas dismissed or appropriated by male colleagues. This pattern of marginalization stifles innovation and perpetuates a cycle of undervaluation.

Addressing the Matilda Effect in the workplace requires systemic changes, including fostering inclusive cultures, implementing transparent evaluation criteria, and promoting diversity in leadership. Organizations must actively challenge stereotypes and biases, provide equal access to opportunities, and ensure that womens contributions are acknowledged and valued.

Ultimately, recognizing and addressing the Matilda Effect in the workplace is not just a matter of fairness-it is essential for unlocking the full potential of organizations and building more equitable and inclusive workplaces for all.

#genderbias #diversity #inclusion #poshtaining #workplace#awarecitizenfoundation #womeninscience #equality #equity #sexualharassmenttraining

Designing a gender-inclusive sexual harassment training program is crucial to ensure that all employees irrespective of their gender feel safe, respected, and valued in their work environment.

Here are some key considerations for developing an effective and inclusive training program:

Recognize that sexual harassment can impact individuals of all gender identities. Ensure that training materials and scenarios reflect a variety of experiences to educate participants on the different forms of harassment that may occur.

Include a comprehensive discussion on consent in the training program. Define what consent means and emphasize the importance of obtaining clear, enthusiastic consent in all interactions, regardless of gender.

Acknowledge the power dynamics that can exist in harassment situations, such as those involving supervisors and subordinates. Discuss how power imbalances can contribute to harassment and provide strategies for addressing and preventing such situations.

Encourage bystander intervention as a proactive approach to preventing harassment. Train employees on how to safely intervene when they witness inappropriate behavior and empower them to speak up against harassment.

Establish a clear and confidential reporting process for employees to report incidents of harassment without fear of retaliation. Ensure that the process is accessible and easy to use for all employees, regardless of their gender identity.

Provide information on support resources available to employees who have experienced or witnessed harassment. Include details on counseling services, legal assistance, and other resources that can help individuals navigate their experiences.

Emphasize the importance of creating a culture of respect and inclusivity within the workplace. Encourage open dialogue, active listening, and empathy among employees to promote a supportive and harassment-free environment for all.

Continuously evaluate the effectiveness of the training program through feedback and assessment. Make updates and improvements based on the feedback received to ensure that it remains relevant and impactful for all employees.

A training on PoSH should not make men look like villains, hence its must that interventions should be gender inclusive.

#posh #workplace #culture #humanresources #sexualharassment #training

we take a business-focused, data-driven, and leader-led approach to helping clients ignite as a powerful force where DEI not only fosters positive change, but also drives performance and growth

Demographic transformation is fundamentally changing global markets and talent pools. Yet, after years of investment in diversity, equity, and inclusion, companies around the world face an unforgiving litmus test by customers, competitors, markets, and employees. Many organizations are at a critical stage of needing to move from well-intentioned to highly-intentional to move the needle quickly on the things that matter.

DEI initiatives alone can not increase representation, change behaviors, or lead to real progress. At Aware, we take a gender sensitization focused, business-focused, data-driven, and leader-led approach to helping clients ignite as a powerful force where DEI not only fosters positive change, but also drives performance and growth.

We view the development of an organizations culture as a journey, not a destination. Therefore, all our programs are tailored to your priorities and will assist you in creating a cultural shift that is authentic and sincere while also being sustainable and scalable. We take the time to get to know our clients and their organizational aspirations and tailor solutions that also consider the unique opportunities and challenges of their markets.

We support by providing a baseline to our clients, which diagnoses gender sensitization strengths, opportunities and helps assess priorities to be taken forward. We build internal capability and increase knowledge and understanding of gender issues. We provide external validation to the work that our clients do and we improve employee experiences, which in turn drives up internal productivity and revenue.

We specialize in seamlessly aligning your organization with the requirements of the POSH law. Our approach is built upon fostering an environment of compliance and respect, empowering you to safeguard your workforce and organizational reputation.

In a landscape shaped by the imperative of adhering to Indias Prevention of Sexual Harassment (POSH) law, Aware stands as your dedicated ally in fostering workplaces that are compliant, respectful, and free from sexual harassment. Our comprehensive suite of services revolves around empowering organizations to navigate the intricacies of the sexual harassment law, enabling them to champion positive change and create an environment where all employees can thrive.

With a team of seasoned legal and gender consultants deeply versed in the intricacies of the sexual harassment law, we guide organizations through the transformation towards POSH compliance. Our strengths encompass:

Holistic Assessments: Our comprehensive evaluations analyse your workplace culture, policies, and practices to uncover areas of improvement and potential challenges related to the sexual harassment law.

Tailored Solutions: Recognising that every organisation is unique, we collaborate closely with you to design tailored strategies that adhere to the intricacies of the POSH law while aligning with your organizational values and goals.

POSH Training Workshops: Our interactive prevention of sexual harassment training sessions equips your workforce with the knowledge and tools needed to navigate the nuances of the sexual harassment law. This proactive approach ensures legal compliance and fosters a respectful workplace.

Policy Development: We assist you in crafting robust and legally compliant policies that explicitly address gender equality and prevention of sexual harassment, providing a solid foundation for positive change.

Proactive Prevention Strategies: Our approach focuses on preventing workplace harassment in accordance with the POSH law. We collaborate with your teams to strengthen communication channels and support structures, ensuring a safe working environment.

Inclusive Leadership Development: Our guidance empowers your leadership teams to lead inclusively, model respectful behavior, and champion compliance with the sexual harassment law.

Investing in the well-being of your workforce is a strategic decision that drives productivity, engagement, and overall success. Our tailored Employee Wellness Programs are designed to enhance the physical, mental, and emotional health of your employees, fostering a culture of vitality and resilience within your organisation.

Are you looking to empower your organization or community with a profound understanding of Indian laws, but legal jargon seems daunting? Look no further! Our dynamic Legal Awareness Programs are tailor-made for non-legal audiences, simplifying complex legal concepts and empowering participants with vital knowledge.

Led by seasoned legal experts, our programs take a user-friendly and interactive approach, ensuring that participants grasp fundamental legal principles easily. We use real-life case studies and relatable scenarios to illustrate legal concepts, making the sessions engaging and informative.

From fundamental rights and consumer protection to contract laws and womens rights, our comprehensive curriculum touches on various legal aspects relevant to non-legal professionals. Participants gain practical insights into navigating legal challenges effectively.

Armed with legal knowledge, individuals can make informed decisions in both personal and professional spheres.

Understanding legal obligations helps organizations and individuals avoid potential legal pitfalls, reducing legal liabilities.

With enhanced awareness of legal requirements, participants can ensure better adherence to laws and regulations.

In our collective mission to safeguard the well-being of students and create a safe learning environment, we invite you to participate in our empowering awareness programs on the Protection of Children from Sexual Offences (POCSO) law.

The POCSO law is a critical legal framework designed to protect children from sexual abuse and exploitation. Our engaging and age-appropriate sessions aim to equip educators, students, and parents with a comprehensive understanding of the law is provisions and its importance in ensuring child safety.

Facilitated by legal experts and child protection specialists, our sessions provide accurate and reliable information on POCSO law and its implications.

We ensure that our programs are delivered in a sensitive and child-friendly manner, enabling students to grasp the information while feeling safe to ask questions.

We offer specialized training for educators to recognize signs of abuse, respond appropriately, and ensure a supportive environment for students.

Our programs include interactive sessions with parents to raise awareness about their role in protecting their children and reporting incidents of abuse.

We educate on the importance of reporting abuse promptly and the available support systems for victims.

 

 

Our Cybersafety Workshops are here to empower you and your team with the knowledge and skills needed to navigate the digital landscape safely and confidently.

In todays digital age, cybersafety is not an option; it is a necessity. Data breaches, online scams, and cyberbullying are on the rise. By attending our workshops, you are not just learning to protect yourself - you are investing in a safer, more secure future for yourself and your family.

Aware has observed that formal education often falls short in imparting adequate financial literacy. Many individuals, both in rural and urban areas, tend to rely on others to make critical financial decisions. Merely providing banking services is insufficient; there is an immediate and compelling need to enhance financial awareness among the public.

Recognizing this need, Aware has taken the initiative to organize financial and digital literacy camps that reach out to diverse communities, including both rural and urban populations. Our approach sets us apart, as we believe in engaging our audience through innovative strategies. Instead of immediately delving into banking concepts, we initially involve them in interactive activities, transforming financial education into an enjoyable learning experience.

What truly distinguishes us is our unique curriculum tailored to the specific demographics we serve. Our camps incorporate elements of creativity and infotainment to maintain the audiences interest and participation. We aim to demystify financial jargons and establish trust in digital mediums by employing simple language and local dialects that resonate with the people we reach.

At Aware, we believe that financial literacy should commence with the fundamental principles of earning, spending, and saving money. Our commitment to bridging the gap in financial knowledge empowers individuals to make informed decisions and, ultimately, achieve financial prosperity. Through our efforts, we strive to make financial inclusion a reality for all.