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.

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?

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.