Executive Certificate in Prevention of Sexual Harassment at Workplace in International Organisations Course: US, UK, Canada, Singapore, Dubai and India

• What acts and rules are applicable
• What are compulsory obligations, compliances, and filings of organizations concerning the prevention of sexual harassment at their workplace
• What kinds of locations/scenarios/venues/contexts are covered within sexual harassment
• Is traveling to/from the office/working from home included? What is the line between workplace and personal spaces
• What kinds of actions are within the scope of sexual harassment? What is excluded?
• Is the law/policy wider than sexual harassment? Are bullying or other gender-based discrimination covered?
• Are men/transgender population included in sexual harassment?
• Standard obligations/duties of the organization
• - Obligation to train workforce
• - Obligation to notify employees
• - Other forms of compliance and filings required 
• Requirements about the hearing/inquiry process
• Liability/consequences of non-compliance for organization and top management
• Interim remedies that can be awarded to the complainant
• Punishments for sexual harassment
• Confidentiality requirements
   

In this module, a professional will learn about Anti-Sexual Harassment complaints 

• How to read the statutory provisions as an HR professional
• Prepare a standard list of expected obligations that are common
• Identify the statutory framework and update your list
• Prepare a checklist for every unit/office/branch
• Implement each obligation at the local level
• Sample compliance blueprints/SOPs
   

• How to draft a global anti-sexual harassment policy
• Essential conditions of any standard policy
• - What constitutes sexual harassment as per policy and where it extends to matters not covered by law
• - Manner of reporting complaints
• - Rights of the complainant
• - Rights of defendant
• - Policy is gender neutral or not
• - Provision of safety of victims and interim actions
• - Provisions to ensure false complaints
• - Provisions to avoid gossip and spreading of matters in the organization
• - Provisions to protect the organization’s reputation and matters getting discussed on social media
• - Consequences for someone disclosing information in violation of law and policy
• What are the specific statutory requirements under the US, UK, UAE, Canada, and Singapore laws?
• What are the typical inclusions that are made in addition to the statutory framework of the organization?
• What are the standard ways to sensitize employees and obtain their consent to the policy and any updates?
• How to perform country-specific modifications to the anti-sexual harassment policy
• Templates of country-specific anti-sexual harassment policies
   

UK:
- Equality Act
- Protection from harassment act 1997
US:
- Title VII of the Civil Rights Act
Singapore:
- Prevention of Harassment Act
UAE:

• Federal Decree-Law no 33 of 2021
• Canada (Federal + Ontario):

- Canada Human Rights Act
- Canada Labour Code
- Guidelines of the Employment and Social Development Department
- Occupational Health and Safety Act (Ontario)
- Human Rights Code of 1990
 

• What kinds of registers will be maintained in the US, UAE, UK, Canada, and Singapore?
• How to navigate state-level framework for Canada (Ontario, British Columbia), US, and zonal frameworks in UAE for free trade zones, DIFC, etc.
• What are the mandatory statutory obligations of organizations under US, UAE, UK, Singapore, and Canadian law? What are the similarities and differences?
• What are the appropriate ways to maintain records of training and certification of employees?
• What are the registered to be maintained?
• What kinds of incidents need to be reported?
• What other kinds of compliance requirements or filings are required at annual and other intervals?
• Country-level compliance checklists
• Which country-level departments/authorities are in charge?
   

• What is how complaints can be received?
• What is the immediate next action to be taken upon receipt of the complaint?
• Step-by-step overview of the inquiry process in each country
• Interim measures to be taken under US, UK, UAE, Canadian and Singapore law
• Possible conditions and scenarios for settlement/conciliation
• When should the complaint be forwarded to police/investigative agencies?
• What are the principles for conducting hearings, inquiry, and decision-making What organisation-level actions and measures will be taken once the accusation is proven against an employee
• What mechanisms should be administered to maintain confidentiality?
   

• Relevance and need for SH audits
• Methodology for audits
• - Interviews
• - Identifying potential threats
• - Identifying incidents that might be happening but not reported
• - Identifying implementation roadblocks
• - Identifying if the policy, documentation, registers, filings, reports and other requirements are noncompliant with any provision of law
• - Identifying if there is any change or amendment in the applicable law and whether it is implemented or not
• - Evaluation of existing mechanism and making improvements wherever required
• - Understanding management’s stance about SH incidents in organisation
• How to write audit reports
• How to improve your compliance, training and other initiatives based on audit findings
   

• Business communication
• Preparation for the Interview 
• Presentation Skills

• Resume Writing