Category: Blog

National CME cum Workshop, Panchkula: Advancing Workplace Safety in Healthcare

Creating safe, respectful, and inclusive workplaces is crucial, especially in healthcare, where professionals work in high-pressure situations. On 2nd June 2026, POSH India took part in PRAYAS 2026, a National CME cum Workshop in Panchkula. This event focused on workplace safety, gender awareness, and accountability.

A representative from POSH India was invited as a Key Speaker to address healthcare professionals, educators, and administrators. The talk emphasized the importance of safer workplaces and following the POSH Act, 2013. The session highlighted ways to improve workplace policies, promote gender-sensitive practices, and build a culture of respect and responsibility.

Key themes discussed during the workshop included:

•  Prevention of sexual harassment in the workplace
•  Gender awareness and creating inclusive environments
•  Institutional accountability and effective complaint processes
•  Building respectful workplace cultures beyond legal requirements

The workshop offered a great chance for healthcare professionals and workplace safety advocates to share ideas, best practices, and increase awareness of workplace safety measures.

POSH India is dedicated to helping organizations through training, awareness programs, certifications, and expert guidance to create safe, respectful, and compliant workplaces. We appreciate the organizers of PRAYAS 2026 for providing a valuable platform that helps advance workplace safety in healthcare institutions.

How to Conduct a POSH Audit in Your Organization

Introduction
A POSH Audit helps organizations assess their compliance with the Prevention of Sexual Harassment (POSH) Act, 2013. It identifies gaps in policies, procedures, awareness programs,
and Internal Committee (IC) functioning, ensuring a safer and legally compliant workplace.

Steps to Conduct a POSH Audit

1. Review POSH Policy
First, verify whether the organization has a comprehensive POSH policy that aligns with the requirements of the POSH Act, 2013. Ensure the policy is accessible to all employees.

2. Assess Internal Committee (IC) Compliance
Next, check if the Internal Committee has been properly constituted, including the required members and external experts. Review appointment letters and tenure details.

3. Examine Training and Awareness Programs
Evaluate whether regular POSH awareness sessions, workshops, and IC training programs have been conducted for employees and committee members.

4. Review Complaint Handling Procedures
Thereafter, assess the process for receiving, investigating, and resolving complaints. Ensure confidentiality, fairness, and timely resolution of cases.

5. Verify Documentation and Records
Further, review records of training, complaints, inquiry reports, meeting minutes, and annual reports to ensure proper documentation and compliance.

6. Check Workplace Communication
Additionally, confirm that POSH policies, IC details, and complaint mechanisms are displayed prominently and communicated effectively across the organization.

7. Evaluate Employee Awareness
Moreover, conduct surveys or interviews to determine employees’ understanding of workplace harassment, reporting mechanisms, and available support.

8. Prepare an Audit Report
Finally, document findings, identify compliance gaps, and provide recommendations for improvement. Create an action plan to rectify all the deficiencies.

Benefits of a POSH Audit
● Ensures compliance with the POSH Act, 2013.
● Identifies and addresses compliance gaps.
● Strengthens employee trust and workplace safety.
● Improves Internal Committee effectiveness.
● Reduces legal and reputational risks.

Why Internal Committee Training Is Critical for POSH Compliance

According to the POSH Act, 2013, all organizations employing ten or more individuals have to form an Internal Committee (IC) to receive complaints of workplace sexual harassment. However, mere formation of IC is not sufficient; its members need to be trained sufficiently to receive complaints, process them properly, and deal with any issues related to them.

A properly trained IC can play a vital role in handling complaints, making inquiries into them, maintaining confidentiality, being compliant with various legalities, and making suitable recommendations regarding such complaints.

Areas of Training for IC Members
• POSH Act, 2013 and responsibilities of an employer
• Membership in an IC and their functions
• Handling complaints and conducting inquiries
• Natural justice principles
• Keeping proper documentation
• Maintaining confidentiality
• Preparing reports and recommendations
• Real-life case scenarios

Benefits of Internal Committee Training

• Strengthens legal compliance
• Ensures fair and effective inquiries
• Builds employee trust and confidence
• Reduces compliance and reputational risks
• Promotes a safe and respectful workplace culture

Regular training is essential to keep IC members updated on legal developments, workplace challenges, and best practices in complaint management.

An empowered Internal Committee is the foundation of an effective POSH framework and a safer workplace.