Module 1: Gender Equity and Inclusion

1.1 Understanding Gender and Its Social Construction

✅ Definition of Gender

• Gender refers to the social and cultural roles, behaviors, and expectations assigned to individuals based on their sex.
• It differs from biological sex, which is based on physical characteristics.

✅ How Gender is Socially Constructed

• Society assigns specific expectations to men, women, and non-binary individuals.
• Examples:
  • Men are expected to be strong and leaders.
  • Women are expected to be caregivers.
  • Non-binary individuals often face exclusion.

1.2 Unconscious Bias and Stereotypes

✅ What is Unconscious Bias?

• Hidden prejudices we hold without realizing.
• Example: Assuming men are better at leadership roles.

✅ Gender Stereotypes in the Workplace

• Women are emotional and not suited for leadership.
• Men are aggressive and natural decision-makers.
• These biases impact hiring, promotions, and work culture.

1.3 Gender-Based Discrimination and Bias

✅ Forms of Workplace Discrimination

• Unequal pay
• Fewer leadership opportunities for women
• Sexual harassment

✅ Legal Protections Against Gender Discrimination

• POSH Act, 2013 – Protects against sexual harassment.
• Equal Pay Act, 1976 – Ensures equal wages for men and women.

1.4 Inclusivity and Diversity in Workplaces

✅ What is an Inclusive Workplace?

• A workplace where all genders have equal opportunities.
• Safe, respectful, and free from discrimination.

✅ How to Promote Inclusion?

• Gender-neutral policies
• Equal pay and opportunities
• Awareness training on gender sensitivity

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Module 2: Genesis of POSH Act, 2013

2.1 International Conventions on Sexual Harassment Prevention

• CEDAW (Convention on the Elimination of All Forms of Discrimination Against Women) – A global treaty supporting gender equality.
• ILO Guidelines – International Labor Organization's framework for preventing harassment.

2.2 Indian Legal System Before POSH

Before the POSH Act, there were no structured complaint mechanisms in workplaces. Women had to rely on:

• IPC Section 354 (assault on a woman with intent to outrage her modesty).
• IPC Section 509 (word, gesture, or act intended to insult a woman).

2.3 Vishakha Guidelines (1997)

• Introduced after the Vishakha vs. State of Rajasthan case.
• Defined sexual harassment at workplaces and employer responsibilities.
• Served as the basis for the POSH Act, 2013.

2.4 Evolution of the POSH Act, 2013

• Aimed to create structured guidelines for preventing workplace harassment.
• Mandated the Internal Complaints Committee (IC) for organizations.

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Module 3: Key Features of POSH Act, 2013

3.1 Important Definitions

• Workplace: Includes offices, remote workspaces, and even virtual workplaces.
• Aggrieved Woman: Any woman facing harassment in the workplace.

3.2 What is Sexual Harassment?

Defined as unwelcome:

• Physical contact
• Sexual advances
• Inappropriate remarks
• Explicit messages or emails

3.3 Types of Sexual Harassment

1. Quid Pro Quo: Harassment in exchange for work benefits (e.g., promotions).
2. Hostile Work Environment: Creating an intimidating, offensive, or discriminatory workspace.

3.4 What is NOT Sexual Harassment?

• Constructive feedback
• Workplace jokes that are not offensive
• Professional interactions

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Module 4: Prevention & Prohibition Under POSH Act, 2013

4.1 Who is an Employer Under POSH?

• Any person responsible for the workplace, including CEOs, HR managers, and business owners.

4.2 Employer’s Responsibilities

✅ Develop and implement an anti-harassment policy
✅ Conduct POSH awareness training for employees
✅ Ensure a clear redressal mechanism

4.3 Internal Complaints Committee (IC) and Its Role

• Who forms the IC?

  • Minimum 4 members
  • External member (NGO or legal expert)

• Functions of IC:
  ✅ Investigate complaints
  ✅ Conduct hearings
  ✅ Recommend disciplinary actions

4.4 Local Complaints Committee (LC)

• Established for organizations with fewer than 10 employees.

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Module 5: Redressal and Monitoring Mechanism

5.1 Who Can File a Complaint?

• Any woman employee, consultant, or intern.

5.2 Rights of Complainant & Respondent

✅ Fair hearing
✅ Confidentiality

5.3 Complaint Redressal Steps

1️⃣ Complaint must be filed within 3 months of the incident.
2️⃣ IC investigates and conducts hearings.
3️⃣ Appropriate disciplinary action is recommended.

5.4 Confidentiality Rules

• Names of complainant and respondent cannot be disclosed publicly.

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Module 6: Building Organizational Capability for POSH Compliance

✅ Awareness training sessions for employees.
✅ Drafting a POSH policy and sharing it with employees.
✅ Regular compliance reporting to authorities.
✅ HR’s role in training and implementation.

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Module 7: Effective Presentation Skills

7.1 Understanding Your Audience

• Analyze their background and knowledge level.

7.2 Creating Engaging Content

• Use real-life case studies and statistics.
• Keep slides simple and visual-based.

7.3 Delivery Techniques

• Maintain eye contact and positive body language.
• Speak clearly and confidently.

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Module 8: Audience Interaction & Engagement

8.1 How to Engage the Audience?

✅ Ask open-ended questions
✅ Encourage participation
✅ Use storytelling techniques

8.2 Visual Aids for Presentations

• Infographics, images, and videos improve understanding.

8.3 Handling Difficult Questions

• Stay calm and professional.
• Redirect irrelevant questions without confrontation.

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Conclusion

This tutorial equips learners with the knowledge to:
✅ Understand gender equity and workplace inclusion.
✅ Implement POSH Act compliance in organizations.
✅ Develop effective training and presentation skills.

Would you like a PowerPoint presentation or training videos based on this tutorial? 😊