Some considerations to keep in mind when planning employee awareness workshops

Having conducted more than 200+ employee awareness workshops, in this edition of #todayinposh, I want to share some learning with you: 

Which is the best mode to conduct the workshop - online or offline? While online workshops can be accessed by employees regardless of their location, making it easier to reach a broader audience, especially in geographically dispersed organisations or remote work environments, in-person workshops allow for direct, personal interaction, which can facilitate better engagement, a deeper connection, and understanding among participants.

In my experience, both can work effectively, if they are planned well. Some key considerations to keep in mind: 

• Whichever mode that you choose, the ideal batch size is about 40-50 participants in an online mode and about 30 participants in an offline mode. While I understand that in most cases, these numbers may not be possible realistically but you need to identify that sweet spot that will work best in your context. I have conducted sessions with close to 100 participants in an online mode and in all such workshops, employees will log in because it is a mandatory requirement, but they are often busy with other work commitments. For POSH workshops to work, employees need to understand the nuances of harassment, recognise red flags, and develop appropriate responses and that will only happen when groups are smaller. 
• Avoid hybrid mode of workshop as far as possible. One group (often the group that is joining virtually) is left out from the discussion. Also, the approach to both online and in-person is different. Hence, it is best to avoid hybrid sessions. 
• E-learning modules can be used as a supplementary means of raising awareness and not as a primary method. While they are cost effective, it is difficult to customise them and they do not address specific scenarios and situations that may be relevant to your workplace.

What should be the ideal duration of the training? Online workshops are usually shorter than in-person workshops. In my experience, a minimum of 2 hours should be allocated for an online session and up to 3 hours for an in-person workshop. 

What should be the broader content of the workshop? Along with discussion on the law, it is important to discuss some behaviours that may be considered as sexual harassment through case scenarios. Along with that, the workshops should also talk about:

• Educating employees about their rights and responsibilities in preventing and addressing sexual harassment. It is important that they understand the role they play in creating a respectful work environment.
• Clearly explaining the organisations reporting mechanisms for complaints of sexual harassment. Also, educate employees about the confidentiality and non-retaliation policies in place.
• Encouraging them to be active bystanders and intervene safely when appropriate. To create a safe workplace culture, employees should be able to recognise and respond to instances of sexual harassment, even when they are not directly involved. 

Who should be included in the POSH awareness workshops? POSH Act is applicable to everyone working in the organisation including interns, volunteers, someone on probation, consultants, leadership team as well as support staff.

However, one suggestion that I give to all organisations is to have a separate session for the support staff. I have seen that sometimes, the support staff is included in the employee sessions. But, due to language barriers, they may not be able to grasp the nuances of the law. Also, they will be hesitant to ask questions in a larger group but will be more comfortable to speak up if the session is planned separately for them. 

What should be the frequency of the workshops? There is no frequency mentioned in the Act, except that they need to be organised regularly. From my experience, organisations should schedule a minimum of 2-3 workshops (one dedicated for the support staff) in a year (for a workforce of up to 100 people).

There could be a gap of a few months between the 2 workshops, so that employees who missed the first session are able to attend the 2nd session. What is important is to ensure that all employees undergo the training, at least once a year. Also, include a brief session as a part of the induction as well (which is separate from the regular training). 

While the above are some of my learnings over the years of conducting POSH workshops, it is important to remember that the strategy you choose is customised for your context and addresses your specific organisational needs.