PoSH & Workplace Dignity Facilitator Program (PoSH TTT)

Please feel free to save or share this link to refer back to this offering. For in depth information or for scheduling, please visit the activity site directly as detailed in the activity description.
10 Oct

PoSH & Workplace Dignity Facilitator Program (PoSH TTT)

PoSH & Workplace Dignity Facilitator Program (PoSH TTT)

Saturday, October 10, 2026 (12:00 AM) to Wednesday, August 30, 2028 (11:59 PM)
15 PDCs
Provider: Levitate PeopleSoft
Course Name: PoSH & Workplace Dignity Facilitator Program (PoSH TTT)

Speaker: Parichita Kotnala
Program Type: Reoccurring Seminar/Workshop
Registration URL: http://Levitate PeopleSoft
PoSH & Workplace Dignity Facilitator Program (PoSH TTT), Gurugram
Email Details

Upon completion of the PoSH & Workplace Dignity Facilitator Program (PoSH TTT), participants will be able to: 1. Explain the purpose and core provisions of India’s PoSH Act and Rules, connecting workplace sexual-harassment prevention with dignity, equal participation, ethical conduct and organisational accountability. 2. Distinguish potential sexual harassment from legitimate performance management, workplace conflict and other misconduct by examining unwelcome conduct, sexual nature, context, boundaries and workplace connection. 3. Assess workplace coverage and jurisdiction in practical scenarios, including employees, interns, contractual workers, visitors and third-party interactions, and identify appropriate reporting pathways. 4. Identify employer responsibilities and committee-governance requirements, including IC constitution, member eligibility, training, accessible communication, annual reporting and implementation of recommendations. 5. Demonstrate a sensitive and impartial first response to a workplace disclosure, explaining role boundaries, confidentiality limits, reporting options and available support without promising a particular outcome. 6. Explain the stages of complaint handling, including intake, limitation, conciliation, inquiry planning, interim measures, findings, recommendations, reporting and appeals. 7. Apply principles of natural justice to case analysis by identifying conflicts of interest, ensuring meaningful opportunities to respond, examining relevant evidence and distinguishing an unproved allegation from a knowingly false or malicious complaint. 8. Analyse how power imbalances, prior relationships, seniority, witness pressure and potential retaliation can affect workplace conduct and participation in an inquiry, and identify appropriate safeguards and escalation needs. 9. Recognise PoSH concerns in digital, virtual and hybrid workplaces, including synthetic sexual content and manipulated evidence, and explain responsible preservation, confidentiality and human-oversight practices. 10. Interpret selected judicial and regulatory developments, distinguishing statutory obligations, case-specific rulings, advisories and recommended organisational practices when communicating compliance expectations. 11. Design audience-appropriate PoSH learning for employees, managers, leaders and IC members using clear objectives, realistic workplace examples, adult-learning principles and accessible, sensitive facilitation methods. 12. Apply the CLEAR Framework to explain boundaries, facilitate case discussions, address resistance and misconceptions, and respond responsibly to difficult questions or disclosures during training. 13. Evaluate training effectiveness through learning checks, participant feedback, workplace application and relevant organisational indicators, using the findings to improve future learning and reinforcement.

You're Registered!
The PoSH & Workplace Dignity Facilitator Program (PoSH TTT) is an applied professional-development programme by Levitate PeopleSoft LLP. It develops the legal understanding, practical judgement and facilitation skills needed to deliver workplace sexual-harassment prevention training and contribute to effective organisational PoSH implementation. The programme connects India’s PoSH framework with everyday HR responsibilities, employee relations, ethical practice, communication, workplace culture and organisational accountability. Participants examine how prevention, accessible reporting, committee capability and fair complaint handling work together to support workplace dignity. Designed for HR and L&D professionals, Internal Committee members, corporate trainers, consultants, people managers and aspiring PoSH facilitators, the programme develops two complementary capabilities: understanding and applying PoSH concepts, and helping others learn to recognise concerns and respond responsibly. Participants work with realistic workplace situations involving employees, interns, contractual workers, managers, clients and other third parties. They practise identifying relevant facts, examining context, recognising missing information and explaining appropriate next steps. Throughout the programme, learners distinguish allegations from findings, statutory requirements from recommended practices, and the responsibilities of trainers, managers, employers and committees. The programme uses Levitate PeopleSoft’s CLEAR Framework: Clarity on the Law, Listening Without Judgment, Explaining Boundaries, Addressing Resistance and Responsible Reporting. The framework supports practical application during training, workplace disclosures and discussions about complaint handling. The curriculum covers 15 connected areas: 1. Purpose, workplace culture and facilitator responsibility Participants explore the relationship between dignity, workplace participation, trust and prevention. They consider the responsibilities and professional boundaries of a PoSH facilitator, including sensitive communication and appropriate responses when personal concerns arise during training. 2. India’s evolving PoSH landscape Participants examine implementation challenges, committee accessibility, reporting confidence and the role of SHe-Box. They learn to interpret complaint data carefully and recognise the difference between having a documented mechanism and having one that employees can understand and use. 3. Applying the CLEAR Framework Learners practise using CLEAR to explain legal concepts, listen fairly, communicate boundaries, address minimisation and support responsible reporting. Scenarios demonstrate how the framework applies differently during employee training, a disclosure and an inquiry-related discussion. 4. Legal foundations The programme introduces the historical and constitutional foundations of workplace sexual-harassment prevention, including the Vishaka judgment and the development of the PoSH Act and Rules. Participants connect these foundations with equality, dignity and access to professional opportunities. 5. Recognising sexual harassment Participants examine unwelcome conduct, sexual nature, context and workplace connection. Examples address physical, verbal, non-verbal and digital conduct, quid pro quo situations, hostile environments, consent and boundaries. Learners distinguish potential sexual harassment from legitimate performance management and other workplace concerns. 6. Coverage, definitions and jurisdiction Participants explore the statutory concepts of workplace, employee, aggrieved woman, respondent and employer. Cases examine extended workplaces, work-related travel, virtual interactions, internships, contractual arrangements and third-party involvement. Learners identify appropriate reporting mechanisms and questions requiring further clarification. 7. Prevention and committee governance The programme addresses employer responsibilities, IC composition, member eligibility, appointment, tenure, independence and capability. Participants also consider Local Committees and relevant higher-education requirements. Practical discussions connect governance arrangements with accessibility and employee confidence. 8. Complaint intake and fair inquiry Participants examine the complaint-handling journey, including receipt, written assistance, limitation, conciliation, inquiry planning, notices, responses, interviews, evidence, interim measures, findings and recommendations. Emphasis is placed on natural justice, meaningful participation, confidentiality and reasoned decision-making. 9. Compliance, reporting and accountability Learners explore annual reporting, supporting compliance records, employer action, confidentiality, appeals and consequences of non-compliance. The programme carefully distinguishes an unproved allegation from a knowingly false or malicious complaint and separates statutory duties from recommended operating practices. 10. Digital, virtual and evolving workplaces Participants analyse work-related messaging, online meetings, social-media interactions and remote-working situations. They consider workplace connection, digital evidence, authenticity, completeness, secure handling and the practical requirements of confidential virtual proceedings. 11. Power dynamics, retaliation and complex situations Cases examine formal and informal influence, dependency, prior consensual relationships, adverse employment decisions, cross-complaints, multiple complainants and witness pressure. Participants identify relevant questions and proportionate safeguards while avoiding assumptions based on seniority, timing or personal relationships. 12. AI and PoSH The programme explores synthetic sexual content, manipulated material, impersonation and related workplace concerns. Participants consider evidence preservation, containment, appropriate escalation and confidentiality. They also examine responsible uses of AI in trainer preparation, including verification and human oversight, while recognising that statutory decision-making cannot be outsourced to an AI tool. 13. Judicial and regulatory developments Selected decisions and regulatory developments are used to examine jurisdiction, procedural fairness, institutional authority and implementation. Participants practise identifying what a source establishes and distinguishing legislation, judicial interpretation, advisories and organisational practice. 14. Applied workplace case laboratory Participants apply the learning to realistic situations involving office events, work travel, unwanted attention, internships, digital communication and workplace authority. Structured debriefs require learners to explain their reasoning, identify missing facts and propose appropriate next steps. 15. Trainer craft and learning effectiveness The final component develops audience analysis, adult-learning application, accessible facilitation, scenario design and sensitive discussion skills. Participants practise addressing resistance, correcting misconceptions, responding to difficult questions and maintaining role boundaries. They also explore ways to evaluate learning and workplace application. The programme comprises 12 hours of live facilitated learning and 3 hours of guided LMS learning, followed by a separate 60-minute certification assessment. Live learning combines concept explanations, workplace examples, facilitated discussions, case analysis, reflection, scenario-based exercises and facilitation practice. Participants are encouraged to explain the reasoning behind their responses and consider how they would communicate the same concept to different audiences. Guided LMS learning reinforces the live sessions through readings, structured reflection, application activities, checklists and practical reference resources. These materials support revision and help participants connect legal and procedural concepts with workplace decisions and training preparation. The facilitation approach recognises that participants may bring different professional experiences and personal sensitivities to the subject. Learning uses non-graphic examples, participation choices and clear discussion boundaries. Participants are not required to disclose personal experiences or discuss identifiable workplace cases. For HR professionals, the programme strengthens the ability to support prevention, guide employees towards appropriate mechanisms, recognise governance gaps and communicate responsibilities clearly. For trainers and facilitators, it develops the ability to translate complex concepts into relevant learning for employees, managers, leadership teams and IC members. The assessment provides an opportunity to demonstrate understanding of the programme’s core concepts and their application. Learning evaluation also considers the distinction between participant reaction, knowledge acquisition, workplace behaviour and organisational outcomes, supporting a more meaningful approach to measuring training effectiveness. On completion, participants are better equipped to design and facilitate PoSH learning, explain reporting and procedural safeguards, respond sensitively to questions and disclosures, and contribute to a workplace culture of dignity, fairness and accountability.

PoSH & Workplace Dignity Facilitator Program (PoSH TTT)
PoSH & Workplace Dignity Facilitator Program (PoSH TTT)
4022, Versalia
Ansal Esencia
Sector-67
Gurugram, 122001

Map & Directions