01
Annual awareness
Practical PoSH sessions pitched separately for employees, managers and leaders.
Knows what crosses the line, and how to report it.
PoSH & Compliance
PoSH, handled with the seriousness it deserves.
We help organisations and institutions treat prevention, awareness and response readiness as real capability — not a checkbox completed once a year.
The problem
It cannot feel optional.
Compliance training earns its place only when it changes behaviour — not when a certificate is filed.
- 01
The policy sits in a folder
Few could say what it protects, or how to raise a concern.
- 02
The committee has never practised
The first complaint is the first time anyone opens the process.
- 03
Records are built the night before
Rarely hold up when a real case tests them.
What it covers
Six areas, scoped to your organisation.
Six areas that turn a legal obligation into genuine organisational readiness. Most engagements draw on more than one, scoped to your context.
02
ICC capability
Role clarity and escalation discipline before a complaint arrives.
Runs an enquiry step by step, on time.
03
POCSO orientation
Age-appropriate institutional awareness for education and campus contexts.
Staff know their duty, and who to tell.
04
Documentation discipline
Records and process hygiene that stand up to scrutiny.
Keeps records that hold up.
05
Leadership sensitisation
Helping senior leaders set the tone and back the committee visibly.
Backs the process in public.
06
Investigation readiness
Calm, fair, procedurally sound handling when it matters.
Meets a hard case with structure.
What changes.
- Knows what crosses the line, and how to report it.
- Runs an enquiry step by step, on time.
- Staff know their duty, and who to tell.
- Keeps records that hold up.
- Backs the process in public.
- Meets a hard case with structure.
Three ways to run it.
Pick by who needs to be ready, and for what.
Two to three hours
Awareness session
Practical sessions pitched separately for employees, managers and leaders, because each has a different role when a concern is raised.
For all staff
One day
ICC training
Role, limits, timelines and a mock enquiry, so the committee has run the process once before it has to.
For Internal Committee members
Two to four weeks
Readiness review
Policy, records and committee practice checked against the Act, with a plan for whatever is missing.
For HR and compliance leads
What readiness looks like.
Awareness · Committee · Records
“We had the policy on file for years. What we did not have was a committee that knew how to run an enquiry properly. That closed in one quarter.”
“People finally understood the session was about how we treat each other, not about a form.”
“Our first real case was handled calmly and on time. The mock enquiry is why.”
90
days the Act gives an Internal Committee to complete an inquiry. We train committees to work to that clock.
Questions
Before you ask.
Is PoSH training a legal requirement?
Yes. The PoSH Act, 2013 asks employers to run awareness programmes at regular intervals and to orient Internal Committee members. Most organisations run awareness once a year.
Who delivers the sessions?
Founder Sarvpreet Kaur, a PoSH-certified trainer and ICC training specialist, with corporate, government and campus experience.
Do you cover POCSO for schools and colleges?
Yes. POCSO orientation is pitched for education and campus settings, with age-appropriate awareness and clear conduct expectations for staff.
Can managers get a separate session?
Yes. Employees, managers and leaders each get their own session, because each has a different job when a concern is raised.
Do you help with the annual report?
Yes, as part of documentation discipline: what the report has to contain, and how to keep records through the year so it is not written from memory.
Let’s build the programme your people actually need.
Tell us your sector, your people and what you want to change. We reply within two working days.