For diversity practices to be successful, you also need to promote an inclusive work culture
About us
AHEM stands with those who stand against, SEXUAL HARASSMENT and HOSTILE ENVIRONMENT, at workplace.
The reason AHEM exists and all that it stands for, is a legislation that changed the legal and working landscape of India – The Prevention of Sexual Harassment at Workplace (Prevention, Prohibition and Redressal) Act, 2013, commonly referred to as the POSH Act. This law acknowledged the danger and ill consequences of sexual harassment faced by working women in India and provided indicators for recognising behaviour that is considered sexual harassment at the workplace, making employers/management responsible for the safety of their female workforce, and provided a mechanism to deal with and remedy complaints of sexual harassment at the workplace.
AHEM aims to equip and align organizations and companies, as per the POSH norms, including, providing customized, industry–specific tools and guidance. We are here to simplify legal complexities in the implementation of the POSH Act at workplaces.
Our team conducts workshops virtually and in-person – we ensure all aspects relating to prohibition, prevention and redressal under the POSH Act are covered, to equip your management and employees, alike.
AHEM is also equipped to provide interactive e-modules or computer-based trainings (CBTs) for the sensitization of the workforce.
Our team helps with setting up your Internal Committee (IC), providing external members and has special modules for the capacity building of your IC members.
Why do you need to be POSH Compliant?
A secure work environment and prevention from gender-based discrimination, is a legal right for all.
Indian laws make it compulsory and cast a duty on all workplaces, whether private or public,
institutions/ companies, having more than 10 employees, to ensure a safe working environment
through effective implementation of the POSH Act.
POSH compliances include having an institutional POSH policy, establishing a complaint and
redressal mechanism in the form of an IC, as well as the orientation/ awareness/ sensitization of the
workforce and employers regarding sexual harassment at the workplace.
Non- Compliance of the POSH Act can attract heavy penalties, including fines and losing license to
work.
It is every person’s responsibility to ensure that their workplace, protects its women employees and
prohibits any form of sexual harassment. There are many compliance norms for companies
mentioned in the Act, failing which, the license/permit/registration could be revoked or heavy penalties could be
charged.
The management of companies require sensitization and guidance for the formation of the mandatory Internal Committee (IC) mentioned under the Act and to deal with a POSH Complaint, effectively and fairly. Awareness about appointment procedures of the external member to the IC, is also important. HR departments have to be oriented about the proper handling of the complaints that come to them before sending them to the IC.
AHEM handholds organizations through the complexities of POSH compliances.
WHY CHOOSE AHEM:
Complete POSH Act compliance
Customized training through different modes for workforce, management and IC members
Certification upon training
Simplifying your Documentation