Reinforcing its commitment to ensuring a safe, inclusive, and dignified workplace, the Department of Transport, Andaman and Nicobar Administration, organised an awareness programme on the Prevention of Sexual Harassment (POSH) Act, 2013, at the conference hall of Tagore Government College of Education (TGCE). The event brought together around 120 staff members from various branches of the department to enhance their understanding of the Act’s provisions and to strengthen internal mechanisms for redressal and prevention.
The session opened with a welcome address by Deputy Director (HQ) B. Binoy, who expressed gratitude to the Director of Transport for supporting awareness initiatives that help foster ethical and transparent workplace practices. In his address, Director of Transport, Dr. Jatinder Sohal, highlighted the importance of cultivating a respectful professional environment where employees, irrespective of gender or designation, can perform their duties free from discrimination or fear of harassment. He reiterated that the department maintains a zero-tolerance policy toward sexual harassment and is committed to upholding the dignity and safety of every individual at the workplace.
Dr. Sohal further stressed that sustained awareness is essential to preventing workplace misconduct and ensuring accountability. He encouraged employees to communicate openly and assured that all complaints would be handled with fairness, confidentiality, and sensitivity. His remarks underscored the department’s effort to embed gender sensitivity and mutual respect within the organizational culture.
The technical session was conducted by Rubina Katib Siddiqui, Founder President of Rights for All, an NGO working on gender justice and workplace rights. Through an interactive presentation, she explained the core provisions of the POSH Act, including the legal definition of sexual harassment, the structure and functions of the Internal Complaints Committee (ICC), and the procedural aspects of filing and resolving cases. Using practical examples and case studies, she illustrated how a proactive approach by both employers and employees can prevent harassment and build a culture of trust.
Participants were guided on their rights and responsibilities under the Act, as well as the preventive steps that can be taken to avoid workplace conflicts. The presentation also discussed the importance of bystander intervention, organisational accountability, and the need for continuous sensitisation sessions. The session’s interactive nature encouraged questions and discussions, helping participants relate legal concepts to real-world professional settings.
The awareness programme also served as an opportunity to reaffirm the department’s broader focus on employee welfare and institutional integrity. It highlighted that effective implementation of the POSH Act not only safeguards individuals but also strengthens the institution by promoting transparency and psychological safety. Participants expressed that such sessions are critical for breaking taboos and clarifying misconceptions surrounding workplace behaviour and complaint procedures.
Assistant Director (Admn) Uday Kumari concluded the event with a vote of thanks, acknowledging the collaborative efforts of the organising team and the enthusiastic participation of the attendees. She appreciated the insights shared by the resource person and reaffirmed the department’s plan to conduct similar sensitisation programmes periodically to ensure continuous awareness among staff members, including newly recruited personnel.
By organising this awareness drive, the Transport Department reaffirmed its alignment with the broader policy goals of the Andaman and Nicobar Administration to promote gender equality and workplace safety across all government departments. Initiatives like these not only reflect compliance with legal mandates but also encourage a culture of empathy, responsibility, and mutual respect among government employees.
The event concluded with a collective understanding that safeguarding workplaces from harassment is a shared responsibility. Through consistent education and sensitivity, departments can create environments where professionalism and dignity coexist, ensuring that every employee can contribute to public service without fear or bias.
