Ms. Nitanshu Gandhi Ahuja

With my unique combination of qualifications, practical experience, and specialized training, I am not only eligible but also ideally suited to deliver POSH training in your organization. My approach ensures that all participants are engaged, informed, and empowered to contribute to a safer and more inclusive workplace. I bring a proven track record of success, having trained diverse groups and organizations, and am committed to fostering an environment of respect and equality. Accreditations: Certified by Protouch in partnership with HRCI.org Certified by the Society for Human Resource Management (SHRM) Accredited by Continuing Professional Development (CPD)

Current serving as EM

1. Independent Oversight and Guidance: Provide unbiased and objective perspectives during the investigation and resolution of complaints. This enhances the credibility and impartiality of the ICC proceedings. 2. Complaint Handling and Resolution: Assist in the systematic handling of complaints, ensuring each case is addressed fairly and promptly. This ensures thorough investigations and appropriate actions are taken. 3. Investigation Support: Lead if required and support the IC members in the investigation process, including gathering evidence, interviewing involved parties, and maintaining confidentiality. This ensures that investigations are conducted with professionalism and adherence to legal standards. 4. Training and Development: Conduct regular training sessions for ICC members on their roles, responsibilities, and best practices. This keeps the ICC updated on legal requirements and enhances their capability to handle cases effectively. 5. Policy Review and Implementation: Review existing POSH policies and recommend necessary changes or updates to ensure that policies are up-to-date and compliant with current laws and best practices. 6. Compliance Audits: Conduct periodic audits to review the company's compliance with the POSH Act and identify gaps and areas for improvement to maintain ongoing compliance. 7. Report Preparation: Prepare detailed reports on the proceedings, findings, and outcomes of investigations. Thereby providing a clear record of all actions taken, ensuring transparency and accountability. 8. Employee Sensitization Programs: Develop and conduct sensitization programs to educate employees about the POSH Act, their rights, and the complaint process to increase awareness and encourages a culture of respect and safety. 9. Feedback Mechanisms: Establish and manage feedback mechanisms to continually improve the ICC’s processes and effectiveness thereby Enabling continuous improvement based on real-time feedback from employees and stakeholders. 10. Consultation and Advisory: Provide ongoing consultation and advice to management and ICC members on handling complex cases and policy implementation. This ensures that the organization is well-equipped to deal with various scenarios and legal requirements. 11. Legal Updates and Training: Keep the ICC and management informed about any changes in the law and how they impact the organization, to ensure the organization remains compliant with the latest legal requirements. Support in Creating a Bias-Free Environment.

1. Initial Assessment and Acknowledgment: Review the complaint upon receipt to understand the nature and severity of the allegations. 2. Confidentiality Assurance: Ensure that all information related to the complaint is kept confidential and shared only with necessary parties. 3. Investigation Planning: Develop a detailed plan for investigating the complaint, including timelines, resources, and key activities. 4. Conducting Interviews: Interview the complainant, the accused, and any witnesses to gather all relevant information. Impact: Collects comprehensive evidence to ensure a fair and unbiased investigation. 5. Documentation and Record-Keeping: Document all proceedings, interviews, and evidence collected during the investigation. 6. Analysis and Fact-Finding: Analyze the information gathered to determine the facts of the case. 7. Regular Updates: Provide regular updates to the ICC and the complainant on the progress of the investigation. 8. Impartial Decision-Making: Participate in the deliberations of the ICC to reach a fair and impartial decision based on the evidence. 9. Recommendations and Remedial Actions: Recommend appropriate actions based on the findings of the investigation, which could include disciplinary actions, policy changes, or additional training. 10. Report Preparation: Prepare a detailed report outlining the investigation process, findings, conclusions, and recommendations. 11. Support and Counselling: Offer support and counselling services to the complainant and other affected parties. 12. Post-Investigation Follow-Up: Conduct follow-up sessions to ensure that the recommended actions have been implemented and that the workplace environment has improved. 13. Training and Awareness Programs: Conduct training sessions for employees and ICC members on how to handle complaints and create a harassment-free environment.