Understanding your rights, responsibilities, and how to create a safe and respectful workplace for everyone.
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By the end of this training, you'll be able to confidently answer all of the following.
Everyone deserves to work in an environment where they feel safe, respected, and able to do their best work.
India's landmark law enacted to prevent and address sexual harassment at workplaces nationwide. While the Act specifically protects women, Supply Wisdom extends these protections to all team members — regardless of gender.
The POSH Act has broad, universal reach — it covers far more than just the physical office.
All organisations regardless of size · Both organised and unorganised sectors · Public and private entities · Domestic workers · NGOs and Government bodies
Understanding these terms is essential to understanding who the Act protects and how.
Anyone who alleges sexual harassment at the workplace — including employees (permanent, temporary, contractual, intern, trainee), visitors, vendors, customers, clients, and partners. Works in both organised and unorganised sectors.
Any person at a workplace — permanent, temporary, contractual, intern, apprentice, consultant, freelancer, volunteer, or trainee. Working for wages or not. Employed directly or through an agency.
A person responsible for managing, supervising, and controlling the workplace — in the private sector: CEO, MD, Director, Talent Head, or anyone managing workplace affairs. In the public sector: Government-appointed authorities.
The Act defines it as any unwelcome act or behaviour, whether direct or implied, of a sexual nature.
The behaviour must have a sexual or gender-based component.
The recipient did not invite, solicit, or welcome the behaviour.
Judged from the perspective of the person who experienced it.
The effect on the person matters more than the intent of the offender.
Yes — absolutely. The POSH Act covers all work-related interactions, even outside the physical office.
These behaviours — whether in person or virtual — create a hostile work environment and are never acceptable.
Read the scenario carefully, then select your answer.
Priya frequently asked her colleague Arjun out for coffee after work. While Arjun initially declined politely, Priya continued insisting. She often joked in team meetings about how he was "hard to impress." Arjun began avoiding team lunches and meetings, and his manager noticed a dip in his participation. Arjun eventually approached Talent Management, stating that Priya's behaviour — though not explicitly threatening — made him uncomfortable and affected his ability to collaborate effectively.
Read carefully before choosing your answer.
Arjun and Nisha work on the same team in a remote setting. During a team video call, Arjun repeatedly messages Nisha privately through the company chat asking her to "smile more" and commenting on how she looks on camera. After the meeting, he sends her a meme that she finds sexually suggestive. When Nisha asks him to stop, he replies "relax, it's just a joke." He continues sending similar messages over the next two weeks.
Witnessing harassment and staying silent is not neutral — it signals that the behaviour is acceptable. You have options.
If it's safe, address the behaviour in the moment — "That comment wasn't appropriate."
Check in with the person who experienced it. Ask if they're OK and how you can help.
Report to Talent Management or the Internal Committee — you can do this even if you weren't the target.
Note dates, times, what was said or done — this evidence can be valuable in an inquiry.
Team members have more than one channel to raise a POSH concern.
Sweta Sinha · Senior Director – Risk Ops
sweta@supplywisdom.com
Complaints received through SHe-Box are routed to the Nodal Officer, who acknowledges receipt and forwards them to the Internal Committee (IC). The IC then processes the complaint in accordance with the POSH Policy and applicable law.
You can contact the committee members below for POSH-related concerns or guidance on the complaint process.
| Sl. No. | Name | Designation / Position | Role in IC | Contact Details |
|---|---|---|---|---|
| 1 | Rakhi Gandhi | Technology Delivery Leader | Presiding Officer | rakhig@supplywisdom.com |
| 2 | Dhanishkaa Nagda | Sr. HRBP | Internal Member | Dhanishkaan@supplywisdom.com |
| 3 | Dilip N | Sr. Manager – Risk Ops | Internal Member | dilip@supplywisdom.com |
| 4 | Sweta Sinha | Senior Director – Risk Ops | Nodal Officer | sweta@supplywisdom.com |
| 5 | Nita Kumari | Founder & Principal Consultant, ThriveSphere Consultancy Services | External Member | thrivewithsphere@gmail.com |
The process is structured to be fair, confidential, and time-bound.
Submit a written complaint to the ICC within 3 months of the incident (extendable in exceptional cases).
The ICC acknowledges the complaint and initiates inquiry within 7 days.
Before a formal inquiry, the ICC may — at the complainant's request — attempt conciliation between the parties. No monetary settlement may form the basis of conciliation.
Collection of evidence (emails, messages, witness statements). Both parties examined separately. Each may be assisted by a person of their choice. Neutral stance maintained throughout.
Inquiry must be completed within 60 days. The ICC provides its findings and recommendations to both parties within 10 days of completing the inquiry.
The employer implements recommended actions within 60 days of the report. Actions may include written apology, warning, withholding of promotion, or termination.
While an inquiry is in progress, the ICC may recommend interim relief for the complainant — including transfer to another department, leave of up to 3 months, or restraining the respondent from supervising the complainant's work.
Every team member has both protections under the law and an obligation to uphold a respectful culture.
Let's confirm your understanding before you complete the training.
You've completed the Supply Wisdom POSH Training. You now understand your rights, your responsibilities, and how to help build a respectful, inclusive workplace.
Certificate of Completion
—POSH Training · Supply Wisdom India
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