Trusted Partner for PoSH and POCSO Compliance & Trainings
Trusted Partner for PoSH and POCSO Compliance & Trainings
PoSH 360 Certification develops practical Internal Committee capability across prevention, governance, complaint response, documentation and inquiry readiness. It is designed for IC members who need a connected understanding of their responsibilities—not only one part of the process.
Governance capability
IC composition, role clarity, prevention responsibilities, meetings and records.
Response capability
Complaint handling, confidentiality, fair process, documentation and inquiry readiness.
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PoSH 360 is a capability-building certification for Internal Committee members under India’s workplace sexual-harassment framework. It connects the IC’s preventive, governance and complaint-response responsibilities so members can understand their role before, during and after a complaint. The programme addresses role clarity, confidentiality, conflict management, documentation, procedural fairness, inquiry readiness and organisation-level prevention. It does not appoint a person to an Internal Committee or independently authorise anyone to conduct an inquiry.
An effective Internal Committee needs more than a basic explanation of the law. Members must understand how governance choices, workplace communication, early complaint response and procedural decisions affect trust and fairness. PoSH 360 develops this connected view through practical examples, structured discussion and decision-focused learning.
Understand IC composition, member responsibilities, tenure, meetings, confidentiality and organisational prevention duties. Learn where HR, management and the IC have connected—but distinct—responsibilities.
Build confidence in receiving concerns, protecting confidentiality, identifying conflicts, maintaining records and preparing for a fair process. Understand when deeper investigator capability is required.
The curriculum follows the connected responsibilities of an Internal Committee—from constitution and prevention to complaint response, inquiry readiness, decisions and reporting. Modules focus on practical capability while keeping the boundaries between governance, HR support and authorised inquiry work clear.
Understand the statutory framework, appropriate IC composition, roles of the Presiding Officer, employee members and external member, tenure, independence and common governance gaps.
Connect awareness, policy communication, manager readiness and safe reporting channels with the IC’s preventive mandate. Recognise how poor communication can weaken confidence in the process.
Learn how to receive a concern respectfully, identify immediate process questions, preserve confidentiality, manage conflicts and understand the principles of natural justice without making premature conclusions.
Strengthen record discipline across notices, meeting notes, communication, evidence logs, findings, recommendations and annual reporting. Understand what makes documentation clear, consistent and defensible.
PoSH 360 is suited to newly appointed and experienced Internal Committee members, Presiding Officers, external members and HR, legal or compliance professionals who support IC governance. Organisations may also use it to build a shared operating standard across a complete committee or multiple locations. If your role is primarily to conduct or support workplace inquiries, the focused Investigator Certification may be more relevant.
Internal Committee effectiveness is built before a complaint arrives and tested when one is received. PoSH 360 helps members connect preventive governance with disciplined response so decisions are not improvised under pressure.
Maintain appropriate committee composition, clarify member roles, support policy communication, participate in prevention efforts, establish secure records and agree how conflicts, urgent concerns and escalation questions will be handled.
Protect confidentiality, avoid pre-judgment, check jurisdiction and conflicts, communicate the process, preserve records and create a fair path forward. Where an inquiry is authorised, follow the applicable procedure and seek organisation-specific legal advice when needed.
Choose PoSH 360 when the need is broad IC capability across prevention, governance, complaint response and inquiry readiness. Choose Investigator Certification when complaint assessment, evidence, interviews, findings and report writing are the central requirement. Choose PoSH TTT when the role is to design and deliver employee or manager learning. Professionals who genuinely need both trainer and investigator capabilities can consider Dual Certification.
If your organisation needs its existing systems assessed alongside committee learning, explore our 18-point PoSH Compliance Audit. The audit reviews organisational readiness and identifies priorities for follow-up support.
| Pathway | Primary capability | Best suited to | Choose it when |
|---|---|---|---|
| PoSH 360 | IC governance, prevention and response readiness | IC members, Presiding Officers and organisations | You need connected committee capability across the full role |
| PoSH Investigator | Complaint assessment and workplace inquiry process | IC members, HR, legal, compliance and inquiry professionals | You need focused capability for authorised inquiries |
| PoSH TTT | Training design and facilitation | HR, L&D, trainers and consultants | You need to deliver accurate, engaging PoSH learning sessions |
Clear answers about PoSH 360 eligibility, scope, authority and learning outcomes.
PoSH 360 is a professional capability programme for Internal Committee members. It connects prevention, governance, complaint response, documentation and inquiry readiness in one structured learning pathway.
It is relevant to new and experienced IC members, Presiding Officers, external members and professionals who support committee governance. Organisations can also nominate a full IC cohort.
No. It may also help professionals preparing to support an IC, provided the programme is not treated as an appointment. Actual IC constitution and member eligibility must follow the applicable legal and organisational requirements.
No. Certification develops capability; it does not appoint someone to an IC, authorise an inquiry or replace organisation-specific legal advice. Authority comes from the organisation and the applicable process.
PoSH 360 covers the wider IC role across prevention, governance and response. Investigator Certification goes deeper into complaint assessment, inquiry planning, interviews, evidence, findings and report writing.
Yes, subject to programme availability. A shared cohort can help committee members build common language, role clarity and process expectations across the organisation.
The learning architecture refers to the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 and uses practical workplace scenarios to explain committee responsibilities. The programme is professional learning, not legal advice for a specific complaint or organisation.