INTERNAL COMMITTEE TRAINING
Strengthen Your Safety Culture by Empowering Your Internal Committee
The most trusted organizations don't just comply—they lead. When your Internal Committee (IC) is confident, well-trained, and supported, the entire workplace benefits: employees feel safer, complaints are handled fairly, and trust is restored.
ANCHOR ROLE OF THE IC
Establish the Internal Committee as the anchor of your POSH framework. Employees expect more than just a policy—they need confidence in fair, timely, and empathetic resolution. A well-trained IC delivers just that:
IMPACT & RISKS
Measurable Outcomes from IC Excellence — and Risks of Getting It Wrong
+30%
employee trust in grievance process with a trained IC.
+50%
faster resolution of POSH cases.
-25%
reduction in repeat complaints.
₹1.68 crores
maximum penalty levied on a company in India for IC mishandling of a case.
Insight
Training translates into faster resolution, safer culture, and reduced liability. The cost of untrained ICs can be severe—both reputationally and financially.
Start a ConversationOUR FRAMEWORK
Our Framework for IC Training & Empowerment
Legal Foundations
Deep dive into the POSH Act, timelines, quorum, and reporting duties. Clarify obligations of ICs vs. management vs. external members.
Policy & Documentation Mastery
Draft and understand POSH policy, Board resolutions, appointment letters. Use defensible templates for notices, summons, confidentiality undertakings.
Enquiry Process Skills
Step-by-step complaint intake, framing issues, and enquiry planning. Interview techniques for complainants, respondents, and witnesses.
Evidence Handling & Reporting
Techniques for evidence gathering, corroboration, and bias-free evaluation. Drafting reasoned enquiry reports that can stand up to legal scrutiny.
Confidentiality & Sensitivity
Manage information securely, conduct empathetic communication, and ensure protection against retaliation.
Role as Culture Custodians
Make IC approachable and credible. Act as ambassadors of dignity and fairness. Ensure workplace visibility through notices and awareness drives.
Continuous Learning & Review
Periodic skill audits, refresher sessions, and learning from judicial updates. Build feedback loops for constant improvement.
External Alignment & Audit Readiness
Leverage external mentoring, conduct compliance audits, and ensure cases are legally defensible. Maintain audit-ready data for filings and inspections.
Human Capability Meets Technology Efficiency
Training Journey
Build Confidence & Competence
- Foundational Workshops – Legal responsibilities and due process
- Scenario-Based Simulations – Role-plays and real-world case studies
- Documentation Labs – Drafting compliant notices and findings
- Refresher & Pulse Sessions – Ongoing reinforcement and updates
- Peer-to-Peer Forums – Shared learnings and best practices
- Certification & Assessment – Competency validation and skill tracking
Result:
Skilled IC members capable of handling sensitive cases with fairness and empathy.
Conduct Platform
Bring Precision & Speed with Conduct
- Case Management – Guided workflows from intake to closure
- Defensible Documentation – Auto-generated, legally aligned records
- Multilingual Reporting – Complaints raised in employees' preferred language
- Role-Based Access – Confidential handling for IC members
- Dashboards & Analytics – Track timelines, resolutions, and trends
- Audit-Ready Records – Seamless compliance reporting and reviews
Result:
Faster resolutions, higher defensibility, and consistency in IC operations.
Together, they create ICs that are both empowered and efficient.
Proven Track Record in IC Development
Trusted by more than 800+ workplaces.
Frequently Asked Questions
What is the role of an Internal Committee under the PoSH Act, 2013? +
The Internal Committee is the cornerstone of workplace sexual harassment prevention. Under Section 4 of the PoSH Act, ICs are responsible for receiving complaints, conducting fair investigations, recommending corrective actions, and maintaining confidential records. They serve as the first point of contact for employees seeking redressal.
Who should be part of an Internal Committee and what are the composition requirements? +
An IC must have minimum 4 members: a senior woman employee as Presiding Officer, two employees (at least one woman) committed to women's rights, and one External Member from NGOs or associations. For workplaces with less than 10 employees, a Local Committee handles cases instead of an Internal Committee.
How long does IC training take and what does it cover? +
Comprehensive IC training typically spans 6-8 hours across 2-3 sessions, covering legal frameworks, complaint handling procedures, investigation techniques, confidentiality protocols, documentation standards, and trauma-informed approaches. Follow-up sessions and case study workshops provide ongoing capability building.
What happens if IC members are not properly trained? +
Untrained IC members risk procedural lapses, biased investigations, improper documentation, and legal challenges to their findings. This can lead to case dismissals, appeals, employee distrust, and potential penalties under Section 26 of the PoSH Act for non-compliance with due process requirements.
How often should IC training be conducted and refreshed? +
Initial training should be provided immediately upon IC formation. Annual refresher training is recommended to update members on legal changes, new case studies, and evolving best practices. Additional training should be provided when new members join or after handling complex cases.
Can IC training be conducted virtually or does it need to be in-person? +
Both formats are effective when properly designed. Virtual training offers flexibility for multi-location organizations, while in-person sessions provide better interaction for sensitive topics. Hybrid approaches combining online modules with in-person workshops often deliver optimal results for comprehensive skill building.
What documentation and certification does Ungender provide for IC training? +
We provide detailed training certificates, comprehensive training manuals, investigation templates, case study handbooks, legal reference guides, and ongoing support materials. All documentation is audit-ready and designed to demonstrate compliance with PoSH Act training requirements.
How does Ungender ensure IC training is relevant to different industries? +
Our training modules are customized for specific industry contexts including IT, manufacturing, healthcare, education, and services. We incorporate sector-specific scenarios, workplace dynamics, cultural considerations, and regulatory requirements to ensure training resonates with actual workplace realities.
What ongoing support does Ungender provide after IC training completion? +
Post-training support includes 24/7 consultation helplines, case guidance during investigations, documentation review, legal updates, quarterly check-ins, additional training for new members, and emergency support for complex cases requiring expert intervention.
Ready to Strengthen Your Internal Committee?
Ensure your POSH compliance framework is anchored in expertise, empathy, and efficiency. Build an IC that not only meets statutory requirements but also fosters trusted relationships.
