1) Company-wide Annual Refresher (60-90 minutes) This session should cover: What constitutes sexual harassment (with real-life workplace examples, including digital interactions) What does not qualify (to remove confusion) Reporting channels and escalation steps Confidentiality and anti-retaliation protections Bystander responsibility and respectful workplace behaviour The goal is clarity and confidence, employees should leave knowing exactly what to do if something happens.
2) Manager Focused Session (45-60 minutes) Managers are often the first people employees approach. This session must explain: How to receive a complaint calmly and neutrally What managers should not do (no internal questioning, no informal settlements, no personal investigation) How to document concerns without bias When and how to escalate to the IC immediately Protecting confidentiality and preventing retaliation This training reduces procedural mistakes that create legal and reputational risk.
3) IC Capability Workshop (Half-Day Structured Session) This is not a general awareness session. It is a procedural workshop. It should explain: Legal framework and IC roles Step-by-step inquiry process and timelines Principles of natural justice How to collect and evaluate evidence Conducting interviews properly Writing a clear, reasoned inquiry report Recommending proportionate actions Maintaining strict confidentiality This workshop ensures the committee can function professionally and defensibly if a case arises.
4) Mandatory Onboarding Module (Within 30 Days of Joining) Every new hire must receive training that explains: Behaviour expectations from Day 1 What is unacceptable conduct Reporting mechanisms and safety assurance IC introduction and employee rights This is where PoSH Training for Employees becomes preventive rather than reactive.
5) Micro-Refreshers (15-20 Minutes) These short sessions reinforce: Real scenarios (chat messages, offsite behaviour, client meetings) “What would you do?” discussions Quick knowledge checks These keep awareness alive without overwhelming teams.
6) Targeted Sessions for Specific Groups For field staff, plant employees, sales teams, or client-facing roles, training should focus on: Boundary setting in external interactions Behaviour at offsites and travel events Handling inappropriate customer/vendor behaviour Escalation clarity when incidents occur outside office premises Role-specific discussions increase practical understanding.
7) Leadership Briefing (30-45 Minutes) This session explains: Trends observed during the year Policy reinforcement areas Accountability expectations Leadership’s role in culture setting Leadership visibility signals seriousness.