Diversity & Inclusion Consultant, POSH Trainer. (External Panel Member), ICC Trainer, NLP Certified Soft Skill Trainer, HR Expert.Founder and Director, Proud HR Services.

 An MBA in HR from LBSIM, she has more than 17 years experience in HR strategies, counselling, leadership development, change management,Soft skill training, and POSH Training. 

She is working as Diversity and Inclusion partner with several organizations. She has helped several corporates across India in enhancing their inclusion through Gender Sensitization Programs,  Breaking bias workshops, Allyship Awareness, and LGBTQ awareness. She has conducted diagnostics studies and surveys for understanding cultural impediments to create an inclusive culture and setting up Diversity and Inclusion Charter and Communication designs.


Her current area of interest include Diversity and Inclusion Consultant, PoSH Training, ICC Training Soft Skills Training, and  Counselling for emotional well being Leadership Development,  I have conducted over 1000 training programs across industries all over India empowering lives and unlocking human potential through classroom and outbound training, workshops, and seminars on topics ranging from Gender Sensitization to emotional intelligence, from interviewing skills to outbound experiential learning workshops, from communication skills to leadership and so on.

Services Provided

1.	Diversity and Inclusion Consulting 
2.     PoSH Awareness
3.     Training for IC Members
4.     Soft Skill Training
5.    HR Consulting

Pls contact me at info@proudhr.com, shivani.bose4@gmail.com
Contact No : 7874462266,8866044877

Who decided what women can or cannot do?

Because every time a woman chases her dream, that rule breaks.

Here's the thing…

An 18 year old girl from Karnataka, Samaira, became India’s youngest commercial pilot.

• Not someday.
• Not after permission.
• Now.

But here’s the part that matters more than the headline.

She didn’t just earn a license.
She challenged the quiet voice society keeps planting in women’s minds:

• Wait till you’re older
• Choose something safer
• This is too ambitious
• This isn’t for you

Get this…

- Dreams don’t come with gender limits.
- Courage doesn’t ask for approval.
- And confidence is built by action
- Not validation.

You don’t have to see someone like you doing it first.

Sometimes you become the first.

Look at the picture.

That smile isn’t luck.

It’s…

- belief, 
- discipline,
- and relentless effort.

If you’re a woman reading this and doubting yourself, hear this clearly:

- You are not late.
- You are not incapable.
- You are not asking for too much.

→ You can aim higher.
→ You can choose differently.
→ You can achieve anything you’re willing to work for.

♻️ Repost this so another woman sees it today.

PS: What dream have you been postponing because someone told you it was “too much”?

It’s time to stop waiting.
And start taking off. ✈️

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👉 For more information on Women empowerment, Mental Health, PoSH, Diversity and Inclusion training and Compliance, connect with us at 7874462266 or email at info@proudhr.com

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[Image courtesy of the original owner]

Shivani Madan Bose (She/Her)

Diversity, Inclusion and Belonging

Unconscious bias

ANLP India

NLP practitioner

POSH Enabled

Thomas Assessments Pvt Ltd 

PPA practitioner


Art of Story Telling

Lal Bahadur Shastri Institute of Management

Panjab University,Chandigarh

Sacred Heart Convent School

English

Hindi

Proud HR Services

PoSH and DEI Consultant,HR Advisor with Zepplin Systems

Certified PoSH & IC Trainer,  External Panel Member, NLP Certified Soft Skill Trainer

Electrical Research & Development Association

Talent Management, Learning and Development, Performance Management, OD Interventions, Employee Relations, HRIS Management

HR Head

InterGlobe Techology, Gurgaon

1.Recruitment
2.Induction and Training
3. Conduct half yearly appraisal. Facilitate setting up of Key Result areas for all functions & Levels. 
4.Define employee policies and procedures and maintaining them on a regular basis.

5. Compensation Management: -Compensation benchmarking, formulation of Compensation Structure policies and implementation.
.
6.	Employee Relations
•	Inculcate a positive work culture and motivate employees to enjoy their work .
•	Understand  employee needs through employee satisfaction surveys, presenting the information to management in a structured manner and proposing solutions for the same
•	Coordinating various cultural events like trips, birthday parties, and Diwali bash. 

 7. MIS:  Maintaining personnel records, attendance, and vacation schedules of the employees

8. Exit & Separation
•	  Ensure  smooth exit of employees separating from the organization.
•	Handle exit interviews with tact and maturity and analyze the feedback points for continuous improvement of the organization.     
 
  9. Launched and executed the Employee Suggestion scheme.
10. Instrumental in launching Reward & Recognition program.

Deputy Manager HR - Learning and Development

PoSH Trainer ,DEI Consultant, HR Subject Matter Expert,IIM Bangalore NRSCEL Goldman Sachs Alumni , Linked Top Voice. National President : She Safe

Episode 5 of the success summit where Shivani Madan Bose - Founder & CEO of Proud HR Services, Certified NLP practitioner and soft skills trainer will be sharing her idea of success and also few insights to all young entrepreneurs and youth to grow...

Episode 5 of Success Summit with Shivani Bose

Leading POSH & DEI advisor to global brands—driving diversity,equity & inclusion, compliance across India, the US & UK. IIM Bangalore NSRCEL & Goldman Sachs Alumni | LinkedIn Top Voice | National President, She Safe

She was asked to prove her pain. In public.

Here's the thing…

• A 19 year old college student was late to class.
• She didn’t make an excuse.
• She told the truth.

She WAS on her period.

What happened next should shake EVERY institution that claims to be “safe” or “inclusive”.

• She was allegedly asked to prove it.
• Humiliated in front of others.
• Reduced to her body.
• Stripped of dignity.

Let me explain why this isn’t just an “incident”.

→ Periods are not a choice.
→ Pain is not visible.
→ And dignity is not something students should have to beg for.

But here’s the catch:

This didn’t happen in a dark alley.

It happened inside an educational institution.

- A place meant to protect.
- To nurture.
- To lead by example.

But there’s more.

• She went home distressed.
• Collapsed soon after.
• Declared dead on arrival at the hospital.

Her parents believe the humiliation and stress triggered it.

Get this…

She didn’t die BECAUSE OF A PERIOD.

She died because dignity was denied.

Let me explain.

When authority lacks empathy…

→ Policies become weapons.
→ Silence becomes violence.
→ And girls pay the price.

What’s the bottom line?

If a woman has to prove her pain

The system HAS ALREADY FAILED.

♻️ REPOST THIS TO DEMAND JUSTICE.

---

👉 If you are an institution that wants to prevent such harm through real sensitisation, gender awareness, and dignity first policies, reach out.
📩 info@proudhr.com
📞 7874462266

Can a company rate itself “women-friendly” after this?

• A CEO accused of rape.
• A senior leadership team named in the complaint.
• And yet… the company proudly rated itself 4.7/5 for women-friendliness.

Let that sink in.

This case from Udaipur is disturbing not just because of the allegations, but because it exposes a dangerous illusion many organisations live under.

• Policies on paper.
• Ratings on platforms.
• Awards on websites.

But when power is misused
…when leadership is accused,
…when silence is encouraged

Those numbers mean nothing.

Here’s the uncomfortable truth:

Workplace safety is not defined by:

• Self-ratings
• Brand narratives
• Internal testimonials

It’s defined by what happens when a woman speaks up.

And this is where many organisations fail.

Because PoSH is not about ticking compliance boxes.

It’s about:

• Independent Internal Committees
• Real accountability at the top
• Zero tolerance for misuse of power
• And the courage to act even when it’s “inconvenient”

When leadership itself is accused, the system is truly tested.

And often, it collapses.

This is exactly why external audits, credible ICs, and transparent processes are not optional.

They are ESSENTIAL.

Because safety cannot be self-certified.

It has to be earned, enforced, and protected.

This conversation needs to reach every HR leader, every founder, every boardroom.

♻️ Repost this. Not to judge prematurely. But to remind organisations that ratings don’t protect women. Systems do.

PS: If a complaint is against leadership, who does accountability really sit with?

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👉 For more information on Women empowerment, Mental Health, PoSH, Diversity and Inclusion training and Compliance, connect with us at 7874462266 or email at info@proudhr.com

Leading POSH & DEI advisor to global brands—driving inclusion, compliance & cultural leadership across India, the US & UK. IIM Bangalore NSRCEL & Goldman Sachs Alumni | LinkedIn Top Voice | National President, She Safe

A 10-year-old girl was selling roses at a traffic signal.

And this is what happened to her.

She was standing at a red light in Delhi.
Doing what thousands of children do every day to survive.

She was lured, kidnapped, raped, and left bleeding, unconscious — assumed dead.

Let that sink in.

Not 25.
Not 18.
Ten.

People often say: “She was out late.”
“She wore the wrong clothes.”
“She should have been careful.”

But get this…

What excuse do you invent for a 10-year-old child?

What did she do wrong? Be born a girl?

But there’s more — and it gets worse.

This didn’t happen in isolation.

It happened in a city full of:

• People.
• Cameras.
• Police.
• Systems.

Justice moved only after unimaginable damage was done.

Let me explain the real horror:

If a child is not safe at a traffic signal in the capital of this country, then safety is not failing.

We are.

This is not about outrage for a day.
This is about demanding accountability. Fast-track justice. Real consequences. Zero tolerance — not on paper, but in action.

♻️ Repost this.
Say her name.
Demand justice.
Refuse to stay silent.

PS: How many children must suffer before we stop calling this “shocking” and start calling it what it is — a national emergency?

—

👉 For more information on Women empowerment, Mental Health, PoSH, Diversity and Inclusion training and Compliance, connect with us at 7874462266 or email at info@proudhr.com

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[Image courtesy to original owner]

Barkha Chauhan

Are we really living in 2026?

Because this looks like the same old rot.

• Elected leaders casually degrading women.
• Headlines screaming for a day.
• A forced apology.
• Then everyone moves on.

Get this…

When people in power speak like this, it’s not a “remark.”

It’s permission.

• Permission to objectify.
• Permission to disrespect.
• Permission to reduce women to bodies, not human beings.

But there’s more.

When your own President is a woman…
When the highest constitutional office is held by a woman….

…how do you still find the audacity to speak like this?

That’s not ignorance. That’s arrogance.

Let me be very clear:

• Sexual harassment doesn’t start with an FIR.
• It starts with language.
• With entitlement.
• With watching powerful men face no real consequences.

And here’s the uncomfortable truth:

When leaders aren’t held accountable…

- Workplaces stop caring.
- Policies become paperwork.
- PoSH becomes a checkbox.

And women learn ONE brutal lesson:

Silence feels safer than speaking up.

What’s the bottom line?

• This isn’t controversial.
• This isn’t political.
• This is a failure of character.

And it NEEDS to stop.

→ Not with apologies.
→ Not with damage control.
→ With consequences.

If this makes you uncomfortable, good.
Discomfort is where accountability begins.

♻️ Repost this if you refuse to normalise misogyny.

PS: If we still have to ask this question in 2026, we’re not progressing. We’re pretending.

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👉 For more information on Women empowerment, Mental Health, PoSH, Diversity and Inclusion training and Compliance, connect with us at 7874462266 or email at info@proudhr.com

A 19-year-old didn’t die. She was failed.

• Failed by her seniors.
• Failed by a professor.
• Failed by an institution that was supposed to protect her.

She went to college to study.
To build a life.
To feel safe.

Instead…

She reportedly faced:

• Ragging
• Harassment
• And abuse of power.

She suffered.
Her health collapsed.
She was moved from hospital to hospital.

And THEN she died.

Let’s stop calling this “unfortunate” or “tragic.”

This is pure violence.

- Ragging is not “fun”.
- Sexual Harassment is not “misunderstanding”.
- Abuse of authority is not “grey area”.

• It is cruelty.
• It is criminal.
• It destroys lives.

And the most disgusting part?

This never happens overnight.

• There are signs.
• Complaints.
• Whispers.
• Silence.

Institutions choose to look away because reputation matters more than students. Teachers misuse power because they know the system will protect them. Seniors bully because consequences are rare.

That silence didn’t protect anyone.

It killed a student.

- Policies on paper mean nothing if fear rules campuses.
- Committees mean nothing if complaints are ignored.
- “Zero tolerance” means nothing without action.

This needs to stop.

- Not tomorrow.
- Not after another death.
- Now. Brutally. Completely.

If you are in education, leadership, HR, or governance and you still think this is “not your problem” — you are part of it.

♻️ Repost this.
Make people uncomfortable.
Silence is how abuse survives.

PS: How many warnings does a system need before it finally chooses humanity over reputation?

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👉 For more information on Women empowerment, Mental Health, PoSH, Diversity and Inclusion training and Compliance, connect with us at 7874462266 or email at info@proudhr.com

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[Image courtesy of the original owner]

“Office jaati ho toh ghar ka kaun dekhega?”

 2025 hai… aur phir bhi women are asked to justify ambition.
Ambition isn’t rebellion.
 It’s responsibility, capability, and choice.
When women step into leadership, classrooms, boardrooms—or even daily work—they’re not neglecting anything.
 They’re building futures. For themselves. For families. For society.
Let’s stop questioning ambition.
 Let’s start normalising equality. ✨
📞 +91 78744 62266
🌐 www.poshtrainer.in

#WomenAtWork #WomenInLeadership #BreakTheBias
 #GenderEquality #WorkplaceDiversity
 #WomenEmpowerment #POSHAwareness
 #ChangeTheNarrative #LeadershipMatters

Do hospitals even need PoSH training?

Most people assume hospitals are 
automatically safe spaces.

After all, they heal people.

But here’s the harsh reality:

Hospitals are workplaces too.

Recently, I conducted a PoSH awareness session at   Aadicura Hospital, Vadodara (Gujarat).

And the conversations there reminded me why this awareness is critical in healthcare settings.

A hospital doesn’t have just doctors.

It has:

- Nurses
- Ward staff
- Technicians
- Paramedical teams
- And support teams…

All working under pressure, in close 
physical proximity, every single day.

That closeness makes clarity essential.

During the session, doctors and nurses asked real, practical questions:

• How do we maintain professional boundaries with patients?
• What are the do’s and don’ts during physical care?
• How do we protect ourselves while ensuring patient dignity?
• What steps ensure safety for both caregivers and patients?

This wasn’t about fear.

It was about awareness.

When hospitals invest in PoSH training…

They aren’t questioning intent
they’re strengthening trust.

Because safety in healthcare isn’t just about treatment protocols.

It’s about:

– Respectful behaviour.
– Clear boundaries.
– And informed action.

♻️ Repost this if you believe safety awareness belongs in every hospital.

PS: When was the last time your organisation reviewed safety beyond policies?

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👉 If you’re part of a hospital, clinic, or healthcare institution and want to create a safer environment for caregivers and patients alike, let’s connect.
📩 Email: info@proudhr.com
📞 Phone: +91 7874462266

“80% PoSH cases are false.”

Really? Based on what data?

I recently watched a video where someone confidently claimed that 80% of sexual harassment complaints are false — supposedly filed because employees fear poor performance feedback or job loss.

And it left me with ONE simple question:

How does anyone know this?

Let me explain.

I’ve been working as a POSH consultant 
in this space for 12–13 years.

I have worked closely with:

• IC members
• Organisations
• Leadership teams
• And employees across industries.

And I do not know of a single credible platform that collects nationwide data on false PoSH complaints.

- Not the government.
- Not companies.
- Not courts.
- Not any independent body.

In fact…

Companies don’t even publicly disclose how many complaints they receive — let alone how many are “false”.

So on what basis are such numbers being thrown around?

And here’s the real problem.

When influencers casually share unverified statistics for views, they don’t just misinform…

They create fear.

• Fear among men that they could be falsely accused.
• Fear that makes workplaces more defensive than respectful.
• Fear that silences genuine conversations about safety.

Yes, PoSH — like any law — can be misused.

But exaggerating misuse without evidence helps no one.

What it does do is distract us from the real goal… which is creating safe, dignified workplaces for everyone.

And there’s a bigger question we need to ask ourselves:

Do we want content that is sensational
Or content that is responsible?

As professionals, creators, and educators, we owe people the truth.

Even if it’s less dramatic.
Even if it doesn’t go viral.

Because access to accurate information matters more than views.

That’s the accountability we need to build.

And that’s the conversation worth having.

♻️ If you believe responsible dialogue matters more than fear-mongering, please repost.

PS: Should influencers share whatever sounds convincing — or only what they can truly stand by?

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👉 For more information on Women empowerment, Mental Health, PoSH, Diversity and Inclusion training and Compliance, connect with us at 7874462266 or email at info@proudhr.com

If I tell you people rape paintings, would you believe it?

In Gwalior, murals of women were painted on public walls.

Just silhouettes.

• No clothes.
• No faces.
• No provocation.

And yet, someone sexually defaced them.

Get this…

Even when a woman exists only as a painting,
someone still feels entitled to violate her.

People quickly said,

→ “It’s just vandalism.”
→ “It’s just a wall.”
→ “Why make it such a big issue?”

But there’s a catch.

This was not random damage.

THIS WAS INTENT.

A reflection of a mindset that sees women as objects (even when they are not real, not present, not alive)

Let me explain:

If a society cannot respect a woman painted on a wall, how will it respect a woman walking home, working late, or speaking up?

But there’s more.

• The solution was to erase the murals.
• Paint over them.
• Move on.

But it gets worse.

1. We keep erasing women instead of confronting behaviour.

2. We keep hiding discomfort instead of fixing culture.

Here are the good news:

Every incident like this exposes the truth we avoid
Safety is not about laws alone.
It’s about mindset.

And that mindset enters our offices, classrooms, and boardrooms every single day.

What’s the bottom line?

If we don’t address behaviour, compliance means nothing.

♻️ Repost this if you believe silence protects abusers, not women.

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👉 Want real gender sensitisation, DEI work, and culture change in your organisation? connect with us.
📩 info@proudhr.com
📞 7874462266

PS: If a painting isn’t safe, who are we really protecting?

Diversity is not the problem.
Inclusion is.

Most organisations proudly talk about DEI.

But very few actually practice it.

Let me explain.

Hiring people from different genders, backgrounds, abilities, or cultures is diversity.

But what happens after they enter the workplace?

• Are they heard?
• Are they respected?
• Are they safe to speak?
• Are they given equal growth opportunities?

That’s inclusion.

And without inclusion, diversity becomes performative.

Here’s the uncomfortable truth:

Many workplaces unintentionally create systems where people are present… but not valued.

- Policies exist, but behaviours don’t change.
- Committees exist, but conversations don’t happen.
- Intent is good, but execution is weak.

And that’s where DEI fails.

DEI is not a one-day workshop.
It’s not a poster.
It’s not a checkbox.

It’s a continuous mindset shift — in leadership, teams, language, decisions, and accountability.

Over the years, while working closely with organisations, I’ve seen one thing clearly:

When DEI is done right:

• Trust increases
• Attrition reduces
• Engagement improves
• Performance follows

But there’s a catch.

DEI only works when it is designed thoughtfully and implemented responsibly, not copied from a template.

If your organisation genuinely wants to move beyond optics and build a workplace where people feel they belong, it’s time to act.

👉 I work with organisations on customised DEI interventions, sensitisation programs, leadership conversations, and policy-to-practice implementation that actually creates impact.

📩 To explore DEI services, workshops, or consultations, connect with me directly or call at 7874462266 write to info@proudhr.com.

♻️ Repost this if you believe inclusion should be lived, not advertised.

PS: Be honest — is DEI a value in your organisation, or just a headline?

Tell me — what was her fault?

People are quick to ask cruel questions 
when a woman is assaulted.

• What was she wearing?
• Why was she out late?
• Why was she alone?

But this time…

It was a 4-year-old child.

- She wasn’t wearing “revealing clothes.”
- She wasn’t outside at night.
- She wasn’t drinking.
- She wasn’t “asking for it.”

So tell me — what DID SHE DO WRONG?

Let me explain.

She was born a girl.
That’s it.

But here’s the catch:

When violence happens to women, 
society looks for reasons to blame them.

When violence happens to a child, society looks away in shock — but still avoids the real question.

→ Why are girls unsafe the moment they are born?

But it gets worse.

This wasn’t an accident.
This wasn’t fate.
This was a failure.

• Of people who stayed silent
• Of systems that react after death, not before
• Of a culture that protects perpetrators with excuses
• Of a society that teaches girls to be careful — instead of teaching men to stop

Get this…

If a 4-year-old is not safe, no woman is safe.

And until we stop justifying violence with “what ifs” and “buts,” nothing changes.

What’s the bottom line?

Safety is not a privilege.

It is a right.
And it is being denied every single day.

This needs to stop.
Not tomorrow.
Not after another child dies.
Now.

♻️ Repost this. Silence is the real crime.

--------------------------------------------------------------------------
👉 For organisations and institutions serious about prevention, safety education, and accountability — connect with us.
📩 info@proudhr.com
📞 7874462266

🌿 POSH Awareness Session at Wooden Street, Udaipur 🌿
I had the privilege of conducting a POSH Awareness Session at Wooden Street, Udaipur, engaging with employees on the importance of creating a safe, respectful, and inclusive workplace.
The session focused on awareness, prevention, and responsibility under the POSH Act, encouraging open dialogue and practical understanding. Such initiatives play a vital role in strengthening workplace culture and ensuring dignity and safety for all.
Thank you to the team at Wooden Street for the active participation and commitment towards fostering a compliant and respectful work environment. 🤝
— Shivani Madan Bose
 POSH Trainer | Workplace Awareness Facilitator
Wooden Street  

📩 Email: info@proudhr.com
 📞 Contact: +91 78744 62266
#POSHAwareness #POSHTraining #WorkplaceSafety #CorporateTraining #EmployeeAwareness #HRCompliance #InclusiveWorkplace #SafeWorkCulture #WomenSafetyAtWork #LeadershipDevelopment #Udaipur #WoodenStreet #ShivaniMadanBose

Have you filed your PoSH Annual Report yet?

(If you haven’t, your organisation is already at risk).

Here's the thing…

Most companies don’t realise this until a notice lands on their desk.
By then, it’s too late.

Let me explain.

Under the PoSH Act, filing the Annual PoSH Report is mandatory.

- Not a formality.
- Not a best practice.
→ A LEGAL OBLIGATION.

Every organisation must report all PoSH-related compliances  conducted  between 1st January and 31st December, including:

• Complaints received and their status
• Internal Committee details
• Awareness and training conducted
• Preventive and corrective measures

Here’s the part many miss.

This report must be submitted to the District Collector’s Office or the State-designated Nodal Officer.

(State-wise authority may vary. Responsibility does not.)

And the deadline is non-negotiable:

31st January. Every year.

Miss it — and your organisation becomes officially non-compliant.

• No reminder emails.
• No grace period.
• No “we’ll do it later”.

And here’s the real risk most leaders ignore:

If a complaint arises and your Annual Report is not filed, your compliance credibility collapses.

• Good intentions won’t protect you.
• Past training won’t save you.
• Only documented compliance will.

Every year, I see organisations doing the right things — and still failing at the final step because they waited.

Compliance doesn’t fail due to lack of effort.

It fails due to delay.

If you’re an employer, HR leader, or IC member, treat this as a warning — not a reminder.

👉 Need urgent support with PoSH Annual Report filing or compliance checks?
Call at 7874462266 or Write to info@proudhr.com before the deadline closes.

♻️ Repost this. Someone in your network is about to miss the deadline.

PS: If the law is clear, why do organisations still gamble with compliance?

Do you want to get certified on PoSH? 

Our self-paced PoSH (Prevention of Sexual Harassment) certification program is now available!

Learn at your own pace, anytime anywhere with our prerecorded sessions.

➤ Limited-time offer: ₹2,499 + GST

Get certified & stay compliant!

Enroll now: poshtrainer.in/courses

🌟 Empowering Workplaces Through Awareness & Education! 🌟
 Honoured to conduct a PoSH Awareness Session at Nividous, in collaboration with our expert trainers from ProudHR and PoshTrainer.in. 💼✨
This session focused on strengthening workplace safety through real-time learning, interactive discussions, and practical insights into building a respectful and compliant work culture.
 The active participation and thoughtful engagement from the Nividous team truly made this session impactful and enriching. 🤝💬
Together, we continue to take meaningful steps towards creating workplaces where every individual feels safe, valued, and heard. 💙💪
 Grateful to the entire team for prioritizing employee well-being and fostering a culture rooted in respect and dignity.
📧 info@proudhr.com
 📞 +91 78744 62266
#PoSH #WorkplaceSafety #ProudHR #POSHTraining #POSHAwareness #SafeWorkplace #Inclusion #CorporateTraining #WorkplaceRespect #LeadershipDevelopment #Empowerment #Nividous

Policies don’t create safe workplaces.
People do.

When teams learn to notice discomfort, listen without bias, and stand up for what’s right, something shifts —
the workplace becomes a space where everyone can breathe a little easier.

Our session wasn’t just about POSH compliance.
It was about trust, empathy, and the everyday choices that shape culture.

Grateful to see a team genuinely committed to awareness, responsibility, and respect — the three things that quietly hold every great organisation together.
 Had the privilege of conducting an intriguing and case study led  IC Training Session for Agrim Finance.

#POSHAwareness #ICTraining #LeadershipDevelopment #SafeWorkplace #WomenEmpowerment #WorkplaceCulture #EmployeeWellbeing

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