Fave Consultancy Services LLP

14𝐭𝐡 𝐌𝐚𝐲 2026 - 𝐓𝐡𝐞 𝐌𝐚𝐡𝐚𝐫𝐚𝐬𝐡𝐭𝐫𝐚 𝐒𝐭𝐚𝐭𝐞 𝐆𝐨𝐯𝐞𝐫𝐧𝐦𝐞𝐧𝐭 𝐢𝐬𝐬𝐮𝐞𝐝 𝐚 𝐥𝐚𝐧𝐝𝐦𝐚𝐫𝐤 𝐝𝐢𝐫𝐞𝐜𝐭𝐢𝐯𝐞 𝐭𝐡𝐚𝐭 𝐞𝐯𝐞𝐫𝐲 𝐨𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧 𝐧𝐞𝐞𝐝𝐬 𝐭𝐨 𝐮𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝.

For the first time, inspection officers have been officially authorized to conduct PoSH compliance audits across all establishments in the state.

This isn't a warning. It's an enforcement mechanism.

Here's what this means for your organization:

✔️ Authorized officers can now visit your workplace to verify PoSH compliance
✔️ They'll check everything - from IC constitution to annual reports to SHE-Box registration
✔️ Non-compliance can lead to penalties under Section 26 of the PoSH Act
✔️ The inspection checklist is comprehensive - covering 31 critical compliance points

Who can conduct these inspections?

District Officers, MWCD officials, ICDS officers, protection officers, and even anganwadi supervisors have been empowered to inspect establishments.

The inspection covers five key areas:

Part A: PoSH Policy & Internal Committee setup

Part B: Support mechanisms for aggrieved women

Part C: Awareness & training programs

Part D: Employer responsibilities & timelines

Part E: SHE-Box portal registration & reporting

What you need to do right now:

1. Review your IC constitution — is it complete and compliant?

2. Check if your PoSH policy is updated and displayed

3. Ensure SHE-Box registration is done with accurate details

4. Verify if annual reports have been filed

5. Confirm that awareness sessions are documented

6. Assess if inquiry timelines (90 days) and action timelines (60 days) are being followed

This directive makes one thing clear: PoSH compliance is no longer optional paperwork. It's an enforceable legal requirement with real consequences.

The good news?

Organizations that have invested in building strong PoSH systems - trained ICs, regular awareness programs, proper documentation - have nothing to worry about.

If you're unsure where your organization stands, now is the time to conduct an internal compliance audit before the inspection team arrives.

At Fave Consultancy Services, we help organizations prepare for PoSH compliance inspections through:

→ Complete compliance gap analysis

→ IC setup/reconstitution with trained members

→ SHE-Box registration and annual report filing

→ Employee and IC training programs

→ Documentation support and policy review

Compliance is not about avoiding penalties. It's about creating workplaces where women feel safe, respected, and heard.

If you'd like a free compliance review to understand where your organization stands, DM us. We'll guide you through the checklist and help you stay audit-ready.

14𝐭𝐡 𝐌𝐚𝐲 2026 - 𝐓𝐡𝐞 𝐌𝐚𝐡𝐚𝐫𝐚𝐬𝐡𝐭𝐫𝐚 𝐒𝐭𝐚𝐭𝐞 𝐆𝐨𝐯𝐞𝐫𝐧𝐦𝐞𝐧𝐭 𝐡𝐚𝐬 𝐢𝐬𝐬𝐮𝐞𝐝 𝐚 𝐥𝐚𝐧𝐝𝐦𝐚𝐫𝐤 𝐝𝐢𝐫𝐞𝐜𝐭𝐢𝐯𝐞 𝐭𝐡𝐚𝐭 𝐞𝐯𝐞𝐫𝐲 𝐨𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧 𝐧𝐞𝐞𝐝𝐬 𝐭𝐨 𝐩𝐚𝐲 𝐚𝐭𝐭𝐞𝐧𝐭𝐢𝐨𝐧 𝐭𝐨.

𝐓𝐡𝐞 𝐖𝐨𝐦𝐞𝐧 𝐚𝐧𝐝 𝐂𝐡𝐢𝐥𝐝 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭 𝐃𝐞𝐩𝐚𝐫𝐭𝐦𝐞𝐧𝐭 𝐡𝐚𝐬 𝐨𝐟𝐟𝐢𝐜𝐢𝐚𝐥𝐥𝐲 𝐚𝐮𝐭𝐡𝐨𝐫𝐢𝐳𝐞𝐝 𝐢𝐧𝐬𝐩𝐞𝐜𝐭𝐢𝐨𝐧 𝐨𝐟𝐟𝐢𝐜𝐞𝐫𝐬 𝐭𝐨 𝐜𝐨𝐧𝐝𝐮𝐜𝐭 𝐏𝐨𝐒𝐇 𝐜𝐨𝐦𝐩𝐥𝐢𝐚𝐧𝐜𝐞 𝐚𝐮𝐝𝐢𝐭𝐬 𝐚𝐜𝐫𝐨𝐬𝐬 𝐚𝐥𝐥 𝐞𝐬𝐭𝐚𝐛𝐥𝐢𝐬𝐡𝐦𝐞𝐧𝐭𝐬 𝐢𝐧 𝐭𝐡𝐞 𝐬𝐭𝐚𝐭𝐞.

This isn't a reminder.

It's an enforcement notice.

Here's what's happening:

✔️ 𝐎𝐟𝐟𝐢𝐜𝐞𝐫𝐬 𝐟𝐫𝐨𝐦 𝐦𝐮𝐥𝐭𝐢𝐩𝐥𝐞 𝐥𝐞𝐯𝐞𝐥𝐬 — 𝐟𝐫𝐨𝐦 𝐃𝐢𝐬𝐭𝐫𝐢𝐜𝐭 𝐎𝐟𝐟𝐢𝐜𝐞𝐫𝐬 𝐭𝐨 𝐁𝐥𝐨𝐜𝐤 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭 𝐎𝐟𝐟𝐢𝐜𝐞𝐫𝐬 — 𝐚𝐫𝐞 𝐧𝐨𝐰 𝐚𝐮𝐭𝐡𝐨𝐫𝐢𝐳𝐞𝐝 𝐭𝐨 𝐢𝐧𝐬𝐩𝐞𝐜𝐭 𝐲𝐨𝐮𝐫 𝐰𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞

✔️ 𝐀 𝐝𝐞𝐭𝐚𝐢𝐥𝐞𝐝 31-𝐩𝐨𝐢𝐧𝐭 𝐜𝐨𝐦𝐩𝐥𝐢𝐚𝐧𝐜𝐞 𝐜𝐡𝐞𝐜𝐤𝐥𝐢𝐬𝐭 𝐡𝐚𝐬 𝐛𝐞𝐞𝐧 𝐫𝐞𝐥𝐞𝐚𝐬𝐞𝐝

✔️ 𝐍𝐨𝐧-𝐜𝐨𝐦𝐩𝐥𝐢𝐚𝐧𝐜𝐞 𝐜𝐚𝐧 𝐥𝐞𝐚𝐝 𝐭𝐨 𝐩𝐞𝐧𝐚𝐥𝐭𝐢𝐞𝐬 𝐮𝐧𝐝𝐞𝐫 𝐒𝐞𝐜𝐭𝐢𝐨𝐧 26 𝐨𝐟 𝐭𝐡𝐞 𝐏𝐨𝐒𝐇 𝐀𝐜𝐭

The inspection covers everything:

→ Internal Committee formation and functioning

→ Policy documentation and dissemination

→ SHE-Box portal registration

→ Annual report submissions

→ Complaint handling mechanisms

→ Employee awareness programs

If your organization is in Maharashtra and has 10 or more employees, this applies to you immediately.

𝐖𝐡𝐚𝐭 𝐲𝐨𝐮 𝐧𝐞𝐞𝐝 𝐭𝐨 𝐝𝐨 𝐫𝐢𝐠𝐡𝐭 𝐧𝐨𝐰:

1. 𝐑𝐞𝐯𝐢𝐞𝐰 𝐲𝐨𝐮𝐫 𝐈𝐂 𝐜𝐨𝐧𝐬𝐭𝐢𝐭𝐮𝐭𝐢𝐨𝐧 — 𝐢𝐬 𝐢𝐭 𝐜𝐨𝐦𝐩𝐥𝐞𝐭𝐞 𝐚𝐧𝐝 𝐜𝐨𝐦𝐩𝐥𝐢𝐚𝐧𝐭?

2. 𝐂𝐡𝐞𝐜𝐤 𝐢𝐟 𝐲𝐨𝐮𝐫 𝐏𝐨𝐒𝐇 𝐩𝐨𝐥𝐢𝐜𝐲 𝐢𝐬 𝐮𝐩𝐝𝐚𝐭𝐞𝐝 𝐚𝐧𝐝 𝐝𝐢𝐬𝐩𝐥𝐚𝐲𝐞𝐝

3. 𝐄𝐧𝐬𝐮𝐫𝐞 𝐒𝐇𝐄-𝐁𝐨𝐱 𝐫𝐞𝐠𝐢𝐬𝐭𝐫𝐚𝐭𝐢𝐨𝐧 𝐢𝐬 𝐝𝐨𝐧𝐞 𝐰𝐢𝐭𝐡 𝐚𝐜𝐜𝐮𝐫𝐚𝐭𝐞 𝐝𝐞𝐭𝐚𝐢𝐥𝐬

4. 𝐕𝐞𝐫𝐢𝐟𝐲 𝐚𝐧𝐧𝐮𝐚𝐥 𝐫𝐞𝐩𝐨𝐫𝐭 𝐬𝐮𝐛𝐦𝐢𝐬𝐬𝐢𝐨𝐧 𝐬𝐭𝐚𝐭𝐮𝐬

5. 𝐂𝐨𝐧𝐟𝐢𝐫𝐦 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐚𝐰𝐚𝐫𝐞𝐧𝐞𝐬𝐬 𝐬𝐞𝐬𝐬𝐢𝐨𝐧𝐬 𝐚𝐫𝐞 𝐝𝐨𝐜𝐮𝐦𝐞𝐧𝐭𝐞𝐝

The government has made its intent clear — PoSH compliance is no longer optional, and enforcement is active.

𝐓𝐡𝐢𝐬 𝐢𝐬 𝐭𝐡𝐞 𝐦𝐨𝐦𝐞𝐧𝐭 𝐭𝐨 𝐟𝐢𝐱 𝐠𝐚𝐩𝐬, 𝐧𝐨𝐭 𝐰𝐚𝐢𝐭 𝐟𝐨𝐫 𝐚𝐧 𝐢𝐧𝐬𝐩𝐞𝐜𝐭𝐢𝐨𝐧 𝐧𝐨𝐭𝐢𝐜𝐞.

If you're unsure where you stand or need support getting audit-ready, now is the time to act.

DM us for a quick compliance review and actionable next steps.

𝐉𝐨𝐛 𝐝𝐞𝐬𝐜𝐫𝐢𝐩𝐭𝐢𝐨𝐧𝐬 𝐢𝐧 2026 𝐚𝐫𝐞 𝐛𝐞𝐜𝐨𝐦𝐢𝐧𝐠 𝐫𝐞𝐥𝐢𝐜𝐬.

Here's what's actually happening in conversations today.

#𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞𝐬 𝐚𝐫𝐞𝐧'𝐭 𝐚𝐬𝐤𝐢𝐧𝐠 "𝐖𝐡𝐚𝐭'𝐬 𝐭𝐡𝐞 𝐫𝐨𝐥𝐞?"

𝐓𝐡𝐞𝐲'𝐫𝐞 𝐚𝐬𝐤𝐢𝐧𝐠, "𝐖𝐡𝐚𝐭 𝐰𝐢𝐥𝐥 𝐈 𝐛𝐞𝐜𝐨𝐦𝐞 𝐡𝐞𝐫𝐞?"

And that shift changes everything.

𝐓𝐫𝐚𝐝𝐢𝐭𝐢𝐨𝐧𝐚𝐥 𝐉𝐃𝐬 𝐭𝐞𝐥𝐥 𝐩𝐞𝐨𝐩𝐥𝐞 𝐰𝐡𝐚𝐭 𝐭𝐨 𝐝𝐨.

𝐌𝐨𝐝𝐞𝐫𝐧 𝐭𝐚𝐥𝐞𝐧𝐭 𝐰𝐚𝐧𝐭𝐬 𝐭𝐨 𝐤𝐧𝐨𝐰 𝐰𝐡𝐚𝐭 𝐭𝐡𝐞𝐲'𝐥𝐥 𝐥𝐞𝐚𝐫𝐧, 𝐰𝐡𝐨 𝐭𝐡𝐞𝐲'𝐥𝐥 𝐰𝐨𝐫𝐤 𝐰𝐢𝐭𝐡, 𝐚𝐧𝐝 𝐡𝐨𝐰 𝐭𝐡𝐞𝐲'𝐥𝐥 𝐠𝐫𝐨𝐰.

The gap between these two approaches? That's where good candidates quietly exit your process.

𝐓𝐡𝐢𝐧𝐤 𝐚𝐛𝐨𝐮𝐭 𝐢𝐭:

A JD lists responsibilities. Fair enough.

But does it answer the questions candidates are really asking?

✔️ What problems will I solve that stretch my capabilities?

✔️ Who will I learn from?

✔️ What does success look like in 6 months, 12 months, 2 years?

✔️ How does this role connect to something bigger?

✔️ What growth path exists beyond this position?

Because here's the truth — growth opportunities > job titles.

Talented professionals can decode a list of tasks.

What they can't decode is whether your organization will invest in their development, challenge their thinking, and value their contribution.

𝐓𝐡𝐞 𝐨𝐫𝐠𝐚𝐧𝐢𝐬𝐚𝐭𝐢𝐨𝐧𝐬 𝐜𝐥𝐨𝐬𝐢𝐧𝐠 𝐬𝐞𝐧𝐢𝐨𝐫 𝐫𝐨𝐥𝐞𝐬 𝐟𝐚𝐬𝐭𝐞𝐫 𝐢𝐧 2026 𝐚𝐫𝐞𝐧'𝐭 𝐭𝐡𝐞 𝐨𝐧𝐞𝐬 𝐰𝐢𝐭𝐡 𝐭𝐡𝐞 𝐥𝐨𝐧𝐠𝐞𝐬𝐭 𝐉𝐃𝐬.

𝐓𝐡𝐞𝐲'𝐫𝐞 𝐭𝐡𝐞 𝐨𝐧𝐞𝐬 𝐡𝐚𝐯𝐢𝐧𝐠 𝐫𝐞𝐚𝐥 𝐜𝐨𝐧𝐯𝐞𝐫𝐬𝐚𝐭𝐢𝐨𝐧𝐬 𝐚𝐛𝐨𝐮𝐭 𝐢𝐦𝐩𝐚𝐜𝐭, 𝐥𝐞𝐚𝐫𝐧𝐢𝐧𝐠, 𝐚𝐧𝐝 𝐭𝐫𝐚𝐣𝐞𝐜𝐭𝐨𝐫𝐲.

𝐓𝐡𝐞𝐲'𝐫𝐞 𝐭𝐡𝐞 𝐨𝐧𝐞𝐬 𝐬𝐡𝐨𝐰𝐢𝐧𝐠 𝐜𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞𝐬 𝐚 𝐟𝐮𝐭𝐮𝐫𝐞, 𝐧𝐨𝐭 𝐣𝐮𝐬𝐭 𝐚 𝐟𝐮𝐧𝐜𝐭𝐢𝐨𝐧.

If your hiring process still starts and ends with a traditional job description, you're not just competing on outdated terms.

You're invisible to the talent that's already moved on.

𝐓𝐡𝐞 𝐪𝐮𝐞𝐬𝐭𝐢𝐨𝐧 𝐢𝐬𝐧'𝐭 𝐰𝐡𝐞𝐭𝐡𝐞𝐫 𝐉𝐃𝐬 𝐚𝐫𝐞 𝐝𝐲𝐢𝐧𝐠.

𝐓𝐡𝐞 𝐪𝐮𝐞𝐬𝐭𝐢𝐨𝐧 𝐢𝐬: 𝐰𝐡𝐚𝐭 𝐚𝐫𝐞 𝐲𝐨𝐮 𝐫𝐞𝐩𝐥𝐚𝐜𝐢𝐧𝐠 𝐭𝐡𝐞𝐦 𝐰𝐢𝐭𝐡?

A complaint is filed. The IC gathers. Everyone's read the facts. And then someone says, "𝐁𝐮𝐭 𝐈 𝐤𝐧𝐨𝐰 𝐭𝐡𝐢𝐬 𝐩𝐞𝐫𝐬𝐨𝐧. 𝐓𝐡𝐞𝐲 𝐰𝐨𝐮𝐥𝐝𝐧'𝐭 𝐝𝐨 𝐭𝐡𝐢𝐬."

Suddenly, the inquiry isn't about facts anymore — it's about impressions, assumptions, and who we think people are.

𝐇𝐞𝐫𝐞'𝐬 𝐰𝐡𝐚𝐭 𝐠𝐞𝐭𝐬 𝐨𝐯𝐞𝐫𝐥𝐨𝐨𝐤𝐞𝐝: #𝐍𝐞𝐮𝐭𝐫𝐚𝐥𝐢𝐭𝐲 𝐢𝐬𝐧'𝐭 𝐩𝐚𝐬𝐬𝐢𝐯𝐞. 𝐈𝐭'𝐬 𝐚𝐧 𝐚𝐜𝐭𝐢𝐯𝐞 𝐝𝐢𝐬𝐜𝐢𝐩𝐥𝐢𝐧𝐞.

It means holding back your instinct to defend someone you've worked with for years.

It means not letting discomfort with the complainant cloud your judgment.

It means understanding that your role isn't to protect reputation — it's to protect process.

𝐁𝐞𝐜𝐚𝐮𝐬𝐞 𝐭𝐡𝐞 𝐦𝐨𝐦𝐞𝐧𝐭 𝐩𝐞𝐫𝐬𝐨𝐧𝐚𝐥 #𝐛𝐢𝐚𝐬 𝐞𝐧𝐭𝐞𝐫𝐬 𝐭𝐡𝐞 𝐫𝐨𝐨𝐦, 𝐟𝐚𝐢𝐫𝐧𝐞𝐬𝐬 𝐰𝐚𝐥𝐤𝐬 𝐨𝐮𝐭.

𝐀𝐧𝐝 #𝐟𝐚𝐢𝐫𝐧𝐞𝐬𝐬 𝐢𝐬 𝐰𝐡𝐚𝐭 𝐡𝐨𝐥𝐝𝐬 𝐭𝐡𝐞 𝐞𝐧𝐭𝐢𝐫𝐞 #𝐏𝐨𝐒𝐇 𝐟𝐫𝐚𝐦𝐞𝐰𝐨𝐫𝐤 𝐭𝐨𝐠𝐞𝐭𝐡𝐞𝐫.

Strong ICs don't just know the law. They know how to separate what they feel from what they must do. That's the real work.

𝐈𝐟 𝐲𝐨𝐮𝐫 𝐈𝐂 𝐢𝐬 𝐛𝐞𝐢𝐧𝐠 𝐭𝐫𝐚𝐢𝐧𝐞𝐝 𝐭𝐡𝐢𝐬 𝐲𝐞𝐚𝐫, 𝐭𝐡𝐢𝐬 𝐢𝐬 𝐨𝐧𝐞 𝐜𝐨𝐧𝐯𝐞𝐫𝐬𝐚𝐭𝐢𝐨𝐧 𝐰𝐨𝐫𝐭𝐡 𝐡𝐚𝐯𝐢𝐧𝐠 — 𝐞𝐚𝐫𝐥𝐲 𝐚𝐧𝐝 𝐡𝐨𝐧𝐞𝐬𝐭𝐥𝐲.

What do you think is harder in real PoSH cases — staying neutral or managing stakeholder expectations?

DM us if you'd like to discuss IC readiness or PoSH capacity building for your team.

𝐓𝐡𝐞 𝐍𝐞𝐰 𝐈𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰 𝐒𝐤𝐢𝐥𝐥 𝐍𝐨𝐛𝐨𝐝𝐲'𝐬 𝐓𝐚𝐥𝐤𝐢𝐧𝐠 𝐀𝐛𝐨𝐮𝐭

𝐊𝐧𝐨𝐰𝐢𝐧𝐠 𝐰𝐡𝐞𝐧 𝐍𝐎𝐓 𝐭𝐨 𝐭𝐫𝐮𝐬𝐭 𝐀𝐈.

At a recent HR event, a senior leader said something that made the room pause:

"𝐖𝐞 𝐮𝐬𝐞 𝐀𝐈 𝐭𝐨 𝐬𝐜𝐫𝐞𝐞𝐧 𝐚𝐩𝐩𝐥𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬. 𝐁𝐮𝐭 𝐰𝐞 𝐦𝐮𝐬𝐭 𝐤𝐧𝐨𝐰 𝐰𝐡𝐞𝐧 𝐧𝐨𝐭 𝐭𝐨 𝐫𝐞𝐥𝐲 𝐨𝐧 𝐢𝐭 𝐜𝐨𝐦𝐩𝐥𝐞𝐭𝐞𝐥𝐲."

Here's why that matters more than you think.

AI can scan resumes in seconds.

It identifies keywords, ranks candidates, and handles volume like nothing else.

𝐒𝐩𝐞𝐞𝐝? 𝐘𝐞𝐬.
𝐄𝐟𝐟𝐢𝐜𝐢𝐞𝐧𝐜𝐲? 𝐀𝐛𝐬𝐨𝐥𝐮𝐭𝐞𝐥𝐲.

𝐁𝐮𝐭 𝐡𝐢𝐫𝐢𝐧𝐠 𝐢𝐬𝐧'𝐭 𝐣𝐮𝐬𝐭 𝐚 𝐝𝐚𝐭𝐚 𝐞𝐱𝐞𝐫𝐜𝐢𝐬𝐞.

Great candidates don't always fit algorithms.

Some have unconventional career paths.

Some bring transferable skills AI might miss.

Some have stories that don't show up in keyword searches.

This is where human judgment becomes everything.

𝐖𝐡𝐚𝐭 𝐀𝐈 𝐂𝐀𝐍 𝐝𝐨:

✔️ Screen large volumes fast
✔️ Identify potential matches
✔️ Reduce admin workload

𝐖𝐡𝐚𝐭 𝐀𝐈 𝐂𝐀𝐍𝐍𝐎𝐓 𝐚𝐬𝐬𝐞𝐬𝐬:

❌ Attitude and mindset
❌ Cultural alignment
❌ Learning agility
❌ Authentic motivation behind a career move

The future of recruitment isn't AI vs Human judgment.

𝐈𝐭'𝐬 𝐀𝐈 + 𝐇𝐮𝐦𝐚𝐧 𝐢𝐧𝐭𝐞𝐥𝐥𝐢𝐠𝐞𝐧𝐜𝐞.

The real skill for HR professionals today?

Learning how to use AI effectively — while still applying the experience, intuition, and contextual understanding that only humans bring to the table.

Because at the end of the day, organizations don't hire resumes.

They hire people.

𝐀𝐧𝐝 𝐩𝐞𝐨𝐩𝐥𝐞 𝐧𝐞𝐞𝐝 𝐩𝐞𝐨𝐩𝐥𝐞 𝐭𝐨 𝐫𝐞𝐜𝐨𝐠𝐧𝐢𝐳𝐞 𝐭𝐡𝐞𝐢𝐫 𝐩𝐨𝐭𝐞𝐧𝐭𝐢𝐚𝐥.

If you're rethinking your hiring process or want to explore how to balance AI tools with human insight, DM us. Happy to share what's working.

compliance is no longer just a policy or training requirement — it is becoming a closely monitored area of in India.

Under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, organizations are required to establish mechanisms to prevent and address workplace harassment.

In recent times, government authorities have begun strengthening enforcement and conducting audits to check whether workplaces are fully PoSH compliant.

As a result, organisations are expected to ensure that the following are properly in place:

• A formally constituted

• A clearly defined and reporting framework

• Regular employee awareness and

• Proper documentation and procedures

At Fave Consultancy Services LLP, we support organizations in building practical and implementation-focused PoSH compliance frameworks.

How we support organizations:

• PoSH policy drafting and compliance framework setup

• Employee awareness and sensitization training

• Internal Committee (IC) training and capability building

• External Member services for Internal Committees

• Guidance on documentation, inquiry processes, and compliance practices

With 6+ years supporting corporates and an empanelment on the portal, we help organizations put compliant, practical systems in place.

If your organization has not reviewed its PoSH compliance recently — this is a good time to do so.

What are you waiting for?

If you would like support in reviewing or strengthening your PoSH compliance framework, feel free to connect or reach out

Urgent Hiring: AI Project Head & Technical Lead with a Research & Advisory firm in Mumbai.

We are looking for a Senior AI & Automation leader to drive enterprise-level AI initiatives and lead high-impact technology projects.

Key Details:

• Experience: 10–15 years in technology roles
• Expertise: AI/ML development, NLP, model deployment, scalable AI architecture

• Tech Stack: Python, TensorFlow/PyTorch, Hugging Face, Cloud (AWS/GCP/Azure)

• Role: Strategic leadership with hands-on technical ex*****on

• Location: Mumbai (Onsite)

• Industry: IT / ITES

This role involves leading AI product development, building high-performing teams, and delivering AI-powered enterprise solutions.

📩 Interested candidates may share their CV at: [email protected]

Shortlisted candidates will be contacted.

If your talent strategy still mirrors 2015… you’re not just behind — you’re invisible to today’s workforce.

And very soon, that gap will only widen.

Because 𝐆𝐞𝐧 𝐙 𝐢𝐬 𝐚𝐥𝐫𝐞𝐚𝐝𝐲 𝐡𝐞𝐫𝐞, and 𝐆𝐞𝐧 𝐀𝐥𝐩𝐡𝐚 𝐢𝐬 𝐫𝐢𝐠𝐡𝐭 𝐛𝐞𝐡𝐢𝐧𝐝 𝐭𝐡𝐞𝐦 — not just joining the workforce, but quietly redefining what “work” even means.

Let’s stop calling them “young talent.”

They are:

→ Your next managers

→ Your future clients

→ The drivers of your business growth over the next decade

And honestly, they’re bringing what most organisations are struggling to build internally:

✔ Digital instinct, not just digital skills

✔ A mindset that questions “how it’s always been done”

✔ A strong need for purpose, not just paychecks

✔ The ability to adapt faster than most systems can keep up

But here’s the uncomfortable truth. Most hiring and retention strategies haven’t evolved at the same pace.

We’re still offering:

– Rigid structures

– Linear growth paths

– Delayed recognition

– And expecting long-term loyalty in return

That equation no longer works. Gen Z and Gen Alpha don’t wait to feel valued.

They don’t stay to “see how it goes.”

They choose environments where growth, impact, and voice are immediate.

So what actually makes a difference now?

🔹 𝐂𝐥𝐚𝐫𝐢𝐭𝐲 𝐨𝐟 𝐩𝐮𝐫𝐩𝐨𝐬𝐞 – They want to understand the “why” before the “what”

🔹 𝐅𝐥𝐞𝐱𝐢𝐛𝐢𝐥𝐢𝐭𝐲 𝐚𝐬 𝐚 𝐧𝐨𝐫𝐦 – Not a policy, but a culture

🔹 𝐂𝐨𝐧𝐭𝐢𝐧𝐮𝐨𝐮𝐬 𝐥𝐞𝐚𝐫𝐧𝐢𝐧𝐠 – Growth opportunities > job titles

🔹 𝐀𝐜𝐜𝐞𝐬𝐬𝐢𝐛𝐥𝐞 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 – Conversations over hierarchy

🔹 𝐒𝐞𝐚𝐦𝐥𝐞𝐬𝐬 𝐭𝐞𝐜𝐡 – Because friction kills engagement faster than anything else

This isn’t about trends.

It’s about relevance.

Because while organisations are still debating these shifts, top talent has already made their choice.

So here’s a question worth reflecting on:

👉 If a Gen Z or Gen Alpha candidate experienced your organisation today… would they choose to stay?

🚨 Hiring Now | Urgent Requirements | Mumbai

A leading research organization based in Mumbai is looking for experienced professionals to join their growing team in the Social Media Insights & Analytics space.

🔹 Role: Head of Sales – Global Markets (Social Media Insights & Analytics)

📍 Location: Mumbai
💼 Experience: 4- 8 years in B2B sales (social listening, digital analytics, market research, or consumer intelligence)

🔹 Role: Senior Operations Manager – Social Media Insights & Analytics

📍 Location: Mumbai
💼 Experience: 6 - 10 years in operations/client delivery within digital insights, analytics, or research environments

If you are passionate about data-driven insights, global client engagement, and social media intelligence, we would love to hear from you. Shortlisted candidates will be contacted by our team.

📩 Interested candidates can email their profiles to: [email protected]

🔁 Please share within your network or tag someone who might be a great fit.

"We're too small for compliance. We don't need an Internal Committee."

Until a complaint happens.

And suddenly, you're facing legal scrutiny, penalties, and a damaged reputation — with no structure in place to respond.

Many believe PoSH compliance is only for large corporates.

But the Sexual Harassment of Women at Workplace Act, 2013 applies to every organisation with 10 or more employees — no exceptions.

When a complaint arises and there's no IC, no trained members, no clear process — the consequences aren't just legal.

They're operational. Reputational. Cultural.

Here's the reality:

✔️ PoSH compliance isn't complicated

✔️ It's structured, affordable, and preventive

✔️ It protects your employees and your business

At Fave Consultancy Services, we've been supporting organisations with end-to-end PoSH compliance for the past 7 years — from IC setup to employee trainings to External IC Member services.

Because compliance done right isn't just about avoiding penalties.

It's about building workplaces where people feel safe, respected, and valued.

Ask yourself:

If a complaint came up tomorrow, would your organisation be ready?

If the answer isn't a confident yes, let's talk. DM us for a free compliance review.