POSH Training for Organisations

Most POSH training is built to satisfy an audit checkbox, not to change how people behave. A slide deck reciting Section 2(n) definitions, read out once a year, rarely helps an employee recognise a subtler pattern of harassment or gives a manager the confidence to respond correctly when someone raises a concern informally. Training built this way technically satisfies Section 19 — it just doesn't do much else.

Kanika Rao designs training that's built around the second goal as much as the first: genuine understanding, delivered by someone who has actually sat on inquiries and knows exactly where real-world confusion tends to happen.

What makes this training different

• Grounded in actual inquiry experience. Every session draws on 10+ years of hands-on POSH work — real patterns from real cases (anonymised and confidentiality-respecting, of course), not textbook scenarios.
• Built for how your workforce actually works. Sessions are structured differently for a fully remote engineering team than for a client-facing sales organisation, because the situations employees actually encounter are different.
• Interactive, not a lecture. Scenario-based discussion, live Q&A, and realistic case studies — the format that research on adult learning consistently shows outperforms passive slide-reading for retention and actual behaviour change.
• Legally precise. Every session is built directly from the current text of the Act and relevant case law, so what employees are taught is what actually holds up — not a simplified version that creates confusion later.

Programmes offered

• Employee sensitisation — the baseline awareness session every organisation needs annually, covering what constitutes harassment, how and where to report, and confidentiality protections.
• Manager and leadership training — a distinct session addressing what supervisors specifically need to know: how to respond when an employee raises a concern informally, what not to do, and how to avoid becoming personally exposed by mishandling a disclosure.
• ICC member orientation — in-depth training for newly constituted or reconstituted committees, covering inquiry procedure, the 90-day timeline, confidentiality obligations under Section 16, and how to conduct a fair, defensible hearing.
• New joiner onboarding modules — so POSH awareness isn't left waiting for the next scheduled annual session when someone joins mid-year.

Delivery formats

Live in-person sessions, live virtual workshops, and recorded modules with completion tracking are all available, chosen based on your team's size, distribution, and existing L&D infrastructure — not a one-size-fits-all format imposed regardless of fit.

Why this satisfies more than the statutory minimum

Section 19 requires "regular" sensitisation, and the annual report to the District Officer requires disclosing how many sessions were conducted — but neither specifies quality. We build sessions, attendance tracking, and documentation designed to hold up under real scrutiny: from auditors, from investors during due diligence, and — the scenario that actually matters — from employees who need to trust that the training reflects how your organisation genuinely operates, not just what's required on paper. Our post on POSH training frequency and best practices goes deeper into what the law requires and how to document it properly.

Getting started

Tell us your headcount, work model (in-office, hybrid, remote, client-facing), and whether this is a first-time rollout or an annual refresh, and we'll put together a programme scoped to what your organisation actually needs — not a generic package.