Executive Certification in Sexual Harassment Prevention & Workplace Diversity

Three months' Certificate programme by NUJS Kolkata Scroll Down to Learn More

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About the Course

Total Fees: INR 25,000

Get immediate access on Web, Android and iOS on enrolment

Duration: 3 months


80% businesses in India are unable to comply to the sexual harassment laws due to lack of expert assistance.

Experts in this area are highly sought after and well paid. You can make a positive difference - help India to end sexual harassment at workplace.

This course from India's top law school, taught by top industry experts will give you unmatched skills and credibility.

HR  professional or a consultant? Ask your organization to enrol you for this course. It will be a worthy step towards employee welfare.



Can you help an organization to create tailor-made sexual harassment policies, set up and train complaints committees, conduct employee sensitizations, create systems for confidentiality, implement a consistent management stance and perform compliance under existing law?

Can you help an organization to tackle broader workplace-harassment issues?

Can you help an organization to implement a gender-neutral framework to tackle workplace-harassment? 

Workplace-related laws like the anti-sexual harassment laws are being introduced in India with the objective of creating better workplaces. Although regulatory steps at present may be fragmented, broken or incomplete, these laws need to be effectively implemented, while simultaneously ensuring that workplace equations between employees are not disturbed. This is a huge challenge for organizations and presents an emerging opportunity for HR managers, professionals, experts, consultants and even lawyers to establish their expertise and help businesses in compliance, training, and building systems for creation of better workplaces.

You should consider this course if you are:

  1. AN HR PROFESSIONAL - Your organization needs expert help to stop sexual harassment, comply with legal requirements, create a diversity friendly workplace environment and you could be the expert on these matters. Why be confused about the laws, proceedings and rules when you could be confident about every decision you make, every audit you conduct and every hearing you preside over?

  2. A COMPLIANCE PROFESSIONAL (CA, CS and other compliance consultants) - You already have clients or an employer who you help with legal and policy compliances. Why not add an extra skill to your list of offerings, especially since MNC clients pay very well for sexual harassment related compliances? I bet your clients will be more comfortable asking you to handle this rather than going to a new expert they don't even know.

  3. IN -HOUSE COUNSEL - When they want the highest expertise on any compliance matters, they come to you. Lawyers in India are already very busy helping corporate clients to implement the sexual harassment prevention law, creating policies and offering training. Do you want above average skills and knowledge that will set you apart from the average lawyer? This course will teach you skills you will not find in statute books. Learn straight from the lawyers who drafted the law itself, argued landmark cases, partners of top law firms and General Counsels of top notch MNCs.



Absolutely no!   You can access this course online and on smartphones from anywhere in the world, study at your own pace, write the exams online from wherever you wish, and get the certificate delivered at your doorstep. However, there will be some live online classes which will be recorded and shared even with those who miss.


The 7 challenges and obstacles below are preventing organizations from implementing the sexual harassment prevention law.

  1. Finding legitimate experts to sensitize employees and train Complaints Committees
  2. Mobilizing 100 percent of the workforce for training without compromising productivity
  3. Providing effective and continuous training which is easily accessible to all employees
  4. High cost of in-person training
  5. Implementation of assessment and certification systems to demonstrate compliance
  6. Astronomical compliance bills
  7. When employees face problem they don’t have access to experts to clarify doubts

Organizations highly value a professional who can enable them to adequately implement the law, despite the above challenges.  


A mix of legal, administrative, secretarial, organizational, training, communications and personnel-related skillsets is necessary for any expert to be able to help an organization with adequate implementation.

Course Contents

  • Psychology of sexual harassment and participation of women in the workplace.
  • History of fight against sexual harassment in India
  • Vishakha Guidelines and the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 – comparison of compliance requirements and responsibility levels of employers and organizations
  • Role of employer in prevention of sexual harassment and employer's responsibilities under-sexual harassment prevention laws
  • Key roadblocks for organisations in implementation of 2013 Act
  • Relevance of the act for employees, committee members, HR personnel, in-house lawyers, accountants and secretaries
  • Role and tasks of a Sexual Harassment Prevention and Workplace Diversity Expert
  • Fulfilling the mandatory duties of employees under Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013
  • Fulfilling the mandatory duties of employees under Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013
  • Providing necessary facilities to the member of ICC
  • Preparation of annual reports
  • Communication and training for employees
  • Modifying employment agreements and policy in light of anti-sexual harassment law
  • Sample notices for display in organizational premises
  • Reporting and other compliances
  • Other statutory requirements
  • Consequences of violation of obligations
  • Non-constitution of ICC
  • Non-implementation the decision of the ICC
  • Reputation hazards for businesses in connection with sexual harassment laws
  • Risk mitigation of employers’ liabilities – D&O and Employment Practices Liability Insurance
  • Anti-sexual harassment audits
  • Necessity and objective of a sexual harassment audit
  • Professionals and officers involved in an audit and their roles
  • Reporting and information collection systems for audit
  • Components of an audit
  • Identification of relevant scenarios where sexual harassment at work may arise
  • Interviews with employees and management to understand past instances of sexual harassment cases
  • Evaluation of existing sexual harassment redressal mechanisms in the organisation
  • Understanding management stance on sexual harassment – is it consistent with the notion of the act
  • Methods for assessment of the skill-level of committee members
  • Checklists for conducting a compliance audit
  • How to write audit report
  • Suggested format for audit report
  • Preparatory steps in implementation
      • Management and employee participation / inputs to identify the needs of the organization
      • Explaining reputational and other risks of non-compliance and onboarding relevant officers towards legal compliance and sensitization
      • Developing a uniform and consistent management stance on sexual harassment
      • Identifying risks and objectives of the organization
      • Drafting a need-based sexual-harassment prevention policy
      • Scope of a sexual harassment prevention policy and variations
      • Essential elements of a sexual harassment prevention policy
      • What constitutes Sexual harassment?
      • Is sexual harassment gender neutral?
      • Does the policy apply to situations not contemplated by the act
      • Complainant's rights and remedies available
      • Identifying whether the sexual harassment took place in the "workplace"
      • Checklist for drafting a custom-sexual harassment prevention policy
      • Drafting policies for specific cases and other related company policies
      • Implementation of a gender-neutral framework
      • Sexual harassment policies in schools and educational institutions
      • Sexual harassment policies for hospitals and medical institutions
      • Aligning other company policies to prevent sexual harassment
      • Dissemination and publicity of sexual harassment policy
  • Knowledge components of a sensitization program - Any effective sensitization program for employees must have special information on the following topics:
    • What acts constitute sexual harassment?
    • What should you do in case you face sexual harassment? Steps for filing a complaint and reliefs.
    • Under which circumstances does the act accord protection to working women?
    • What should the defendant do in case of a complaint against him?
    • How to handle a complaint that is not genuine?
    • How should male and transgender employees deal with sexual harassment at workplace?
  • Implementation of workshops for sensitization
    • Planning a workshop
    • Simulation activities
    • How to communicate with the employees
    • Participative decision making at workshops
  • Modes of sensitisation - workshop, intranet or video-conferencing
  • Content generation for sensitization – case studies
  • Evaluation techniques and frequency
  • Provision of take-away information kit and
  • sample presentations
  • Constitution of ICC
  • Establishing ICC and selection of members
  • Identifying suitable external member of the ICC
  • Terms of engagement with external members
  • Challenges in creation of ICC
  • How to conduct meetings and hearings
  • ICC’s compliance obligations under the act
  • Compliance obligations of ICCs
  • Record keeping obligations
  • Maintenance of confidentiality
  • Implementation monitoring – how to ensure the organization complies with ICC’s recommendations
  • Employer’s duties with respect to ICC
  • Developing handbook for ICC members
  • Interface between the employer and ICC
  • Independence of ICC
  • Role of different organisational actors in tackling sexual harassment
  • Pre-complaint employee counselling
  • Creating an effective complaints mechanism
  • Procedure and timelines for the ICC to decide a sexual harassment complaint
  • Filing complaint
  • Reply by the accused
  • Settlement
  • Interim measures and how to identify appropriate interim measures
  • Enquiry process
  • Recommendation
  • Natural justice principles
  • Decision-making process
  • Notice to attend a hearing
  • Oral hearing
  • Presentation of evidence
  • Recording the deposition of witness
  • Examination and Cross-examination
  • Inquiry-related powers
  • Powers as a Civil Court
  • Cooperation of employer
  • How to enforce attendance, issue summons and attachment
  • Guidelines on quantifying penalties
  • How to evaluate evidence
  • Final reliefs, how to write orders and reports
  • How to handle frivolous complaints
  • Handling sexual harassment complaints in government departments and public sector bodies
  • Framework for gender-neutral implementation of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013
  • Workplace discrimination and harassment - Indian law and standards in government and private enterprises
  • International standards, best practices and laws
  • Voluntary systems to protect employees from workplace harassment and discrimination
The Expert's Toolkit
  • Sample settlement agreement
  • Sample decision of the ICC
  • Sample interim-decision of the ICC
  • Sample anti-sexual harassment policy
  • Sample anti-sexual harassment notice at workplace
  • Sample clause prohibiting sexual harassment in employment contract
  • Sample Annual Report by the ICC
  • Sample notice to accused to attend an ICC proceeding
  • Sample notice to a witness to attend an ICC proceeding / produce documents
  • Daily order sheet
  • Minutes of hearings in first hearing
  • Record of examination of witnesses
  • Production of new evidence/witnesses
  • Compliance check list for employer organizations
  • Capacity building plan for the members of the ICC
  • Format for FIR
  • Checklist for filing an FIR
  • Declaration to minimise risk of false complaint
  • Draft complaint against sexual harassment
  • Sample notice to employer to comply with the Anti-Sexual harassment Act
  • Important Government notifications related to sexual harassment

Industry Academia Panel

Dr. Ranjana Kaul

Formerly with Delhi Commission of Women and counsel for Maharashtra Government at Supreme Court

Shwetasree Majumder

Founder, Fidus Law Chambers (was on Verma Committee Panel)

Siboney Sagar

Former General Counsel with General Electric and British Telecom

Sonal Mattoo

Director, Helping Hands

Sunila Awasthi

Corporate lawyer who has worked on sexual harassment issues for over a decade (partner at AZB)

Success Stories

Imagine how it would be if you could navigate the usual legal and regulatory mess with ease, and make better decisions as you scale your business or career growth. Regulatory and legal difficulties is a huge hurdle to doing business in India, and very few people have mastery over it. We are inviting you to find out more about how we can add a touch of magic to your growth. Here are some amazing success stories of our students who have taken up our courses.

My purpose of joining the course is certainly fulfilled; it has given me the much needed practical knowledge of law. All modules in the course are designed with emphases on practical knowledge. The concepts are not explained theoretically but in a practical manner. I personally found the module on business structuring, institutional finance, and raising investment to be most beneficial for me. I am able to utilize this knowledge in my current job also.

Shivam Dubey

Associate, Cyril Amarchand Mangaldas

All that I learned from the course is very relevant to me and helps me every single day. I still refer the course notes. Once, we were working on a transaction which involved export-import compliance. It was something I had never done before and none of my team members had an experience with it. I had only the basic idea about it and that is when I realized that I have studied it in my diploma course. I referred the course material and handled the transaction totally based on the knowledge gained through the diploma course, it gave me the basic idea of what to check and how to check.

Ananya Banerjee

Managing Partner, Unico Legale

I can definitely say that this course has added value to my profile and facilitated my growth. The knowledge gained through this course has boosted my confidence and helped me get through many interviews. I found the modules on Arbitration, FDI, and Corporate Governance to be extremely informative. The module on drafting provided various templates that gave you a framework to build on. The webinars by various industry experts was an added advantage of this course. These were exceptionally outstanding, interactive and provided the much needed insights from a commercial point of view.

Mehak Gupta

Associate, Economic Laws Practice

I am a computer science engineer by education, but an entrepreneur by profession. Having had no formal education in running a business I was always led to a lot of "learning the hard way". When iPleaders launched the course for Entrepreneurship Administration and Business Laws, in an e-learning mode I took up the course with the objective to understand all legal nuances related to running a business. The course covered things like; understanding of ESOP, Sweat Equity, Company Policy, License agreements, IP related law, EULA and lots of other content which made sense for our business.

Atul Gupta

Managing Director of InSync Tech-Fin Solutions Ltd

I am a practicing Cyber lawyer in Mumbai for the past 3 years and have founded Cyberjure Legal Consulting. The course was a very good learning experience, and I am glad I did it. It helped me understand the nuances of many laws which we studied in college, but never went into practical applicability of the same. The stuff I learnt in the course helped me in my matters too, and in structuring e-commerce start-ups.


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Frequently Asked Questions

The course fee can be paid through our online payment gateway, Instamojo. You can pay using your credit card, debit card or net banking by clicking on enroll now.

Enrolment continues throughout the year. If the course fits your aspiration, we recommend you to enrol and start studying immediately.

Once you successfully make the payment and fill the enrolment form. You can access the course by logging to the learning management platform (LMS) http://www.lawsikho.com/login, using your Facebook login credentials (email address not mobile number).

No. These courses are completely online, and you will not need to travel to Kolkata for any requirement of this course.

All the study materials will be provided on the online learning management system and not in hard copy. No hard copy is required or recommended for these courses. For any hard copy provided by iPleaders for some parts of some of the courses which may be available with iPleaders, check with them by calling on the number provided in this website.

There are no discounts available. However course fee for long term courses (1 year or more) can be paid in instalments. To know about instalment options, call 011-331-38901

There are no minimum attendance requirements, as the course shall be taught online through a learning management system which allows you to pursue the course at your own pace and convenience.

The course is conducted through an online learning management system, which enables students to access study materials from anywhere in the world at their own time and convenience. All the study material which includes text, videos, drafting exercises, templates and regular tests will be available only within the LMS and can be accessed using your login id for the LMS. The course can also be accessed through state of the art mobile Apps, which makes learning convenient and accessible on a real time basis.
Live sessions are also conducted online – students who miss the session can watch recorded versions. There will also be some online doubt-clearing sessions between students and faculty.

The minimum eligibility for diploma and certificate courses is XII pass and students from any discipline can enrol in the course. For MA in Business Laws, graduation in any discipline will suffice. Therefore, students of B.Com., BMS, BBA, Science, Arts, Medicine or from any other discipline are eligible to enrol and many have already enroled. The course is targeted at entrepreneurs, managers, consultants and working professionals and will be relevant and useful irrespective of stream and industry. Those would like to start up their own company at some point of time, are interested in a career in management, want to have a grasp on business laws or differentiate themselves by adding a unique skill shall benefit from this course. Please visit our Success Stories page to read about what individuals from different disciplines have to say about the course.

As candidates will be enroling from across India and even abroad, the schedule of every candidate is likely to differ. To accommodate that, the periodic tests will be available on the online portal for a period of time so that you can take them at your convenience. Everyone will be given sufficient opportunity to take the tests.

The online MCQs are executed on the learning management system. You do not need to go to any special centres to take any test or exam. All tests can be taken by logging on to the online learning management system from your home.