NTPC Bongaigaon held a two-day POSH Awareness programme on August 11-12, 2026. The initiative focused on gender sensitisation. It aimed to build a safe, respectful and inclusive workplace. Senior leadership, Internal Committee members and employees took part. Anurag Gupta, GM (O&M), NTPC Bongaigaon, inaugurated the event alongside senior officials, signalling leadership’s commitment to the cause.
Why POSH Awareness Matters
Workplace harassment remains a serious concern across industries. The POSH Act, 2013, makes prevention and redressal mandatory for organisations. Regular training keeps employees informed of their rights. It also keeps Internal Committees ready to act on complaints. NTPC Bongaigaon’s programme reflects this ongoing compliance effort, and also a genuine push toward culture change, not just legal box-ticking.
Four Sessions, Expert-Led Training
The POSH Awareness programme ran across four sessions, each targeting a different stakeholder group.
- Two sessions covered POSH basics for general employees.
- One session built capacity among Internal Committee members.
- One session sensitised Heads of Departments (HODs).
Poonam Adhikari, a Certified POSH Trainer and HR & Training Consultant, led all sessions using interactive discussions and case studies. Participants learned key provisions of the POSH Act, 2013, including prevention, complaint mechanisms, employee duties and Internal Committee functions. Her case-based approach helped translate legal text into everyday scenarios, improving retention and encouraging open dialogue on a sensitive topic.
The Internal Committee session went deeper into complaint handling. Trainers stressed fairness, sensitivity and confidentiality, along with inquiry procedures and statutory responsibilities. Internal Committee members act as the first point of formal redressal, so their training directly affects how confidently employees come forward.
The HOD session focused on leadership accountability. It highlighted how leaders can address inappropriate behaviour early and create space for employees to raise concerns without fear. Leadership tone sets workplace culture — when HODs model respectful behaviour, teams follow.
Part of a Larger Commitment
This programme is not a standalone event. NTPC has consistently run gender sensitisation drives across its plants. Bongaigaon’s initiative fits into this larger, company-wide push for institutional safeguards, reflecting NTPC’s broader ESG and governance priorities as a public sector enterprise. Going forward, the unit plans regular refresher sessions to sustain long-term behavioural change and make POSH awareness a routine part of workplace culture, not a one-time compliance exercise.
Conclusion
The POSH Awareness programme strengthened institutional capacity at NTPC Bongaigaon. It reaffirmed the company’s commitment to workplace dignity and responsible conduct. As such initiatives become more frequent, they signal a steady shift toward safer, more accountable workplaces across NTPC’s operations.
