Sana Hakim: She holds an LL.B. Degree from the prestigious Government Law College, Mumbai and an LL.M. (IPR) Degree from the Mumbai University. She specialises in family and criminal laws especially laws related to crime against women such as sexual harassment, domestic violence etc. She has several years of experience in practising in the Bombay High Court, Sessions Court, Family Court and various Magistrate Courts around Mumbai and Thane, in the field of family law and criminal law.

Apart from the above, she has also conducted several talks, lectures and interactions with management of several organizations as well as complainants / victims, played an active role in conducting of inquiry in various cases and facilitated filing of criminal complaints, F.I.R (if required) and briefing and counselling on legal consequences of filing false complaints and prevention thereof. She acts as external member on the Internal Committees (IC) of several organizations.

She is also visiting faculty in a Government aided Law College since 4 years and teach the degree as well as Diploma courses, including subjects like Constitution of India, Indian Penal Code, Legal Language, Trademarks and jurisprudence.

Shivangi Prasad: She holds a B.L.S.LL.B. Degree from the prestigious Government Law College, Mumbai. She is an advocate, specialising in corporate laws and laws related to women and child rights, including the law on sexual harassment of women at workplace. Her background boasts of the weight of her funnelling experience in such matters. She provides her expert legal advice on these laws and several organisations are supported by her presence as an external member of their Internal Committee (IC). She plays an active role in formulation of policies against all forms of harassment and also helps in implementing the same, besides conducting detailed training / awareness programs on the law and investigating into complaints filed within the organisation.

In 2015, she co-authored a legal commentary titled ‘Handbook on the law of Sexual Harassment,’ which was published and marketed by none other than Thomson Reuters. The key objective was to provide not just a legal commentary for the legal practitioners, but also provide a practical handbook for company managers in human resource, administration and compliance functions, directors and very importantly the members of the complaints committee who would have to deal with complaints made under the Act. The book is also available online on Amazon and Big Book Shop.

Shivangi defines sexual harassment as the “behavioural execution of a defective, discriminating, imposing mentality to cause discomfort, shame and insult.” She founded “POSH at Work” with a vision to create and spread awareness about the need for gender sensitive workplaces. She believes it is not an option. It is the only solution. Both legally and morally.

Samriti Makkar Midha: She is a trained and practicing Clinical Psychologist with extensive experience of working with a diverse adult population on a breadth of personal and professional issues. Her work covers areas of self-development, emotional regulation, workplace issues, relationships, marriage, parenting, work-life balance, emotional abuse in significant relationships, domestic violence and coping with critical situations. She has over 3000 hours of counselling experience and has conducted over 400 work-life seminars on similar topics.

Samriti has served as an external member of the Internal Committee (IC) of several companies, which entailed investigation of formal complaints, assisting handling of informal complaints as well as providing critical guidance for adherence to the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013. She conducts organisation wide training sessions to create employee awareness and to educate managers & IC about their roles and responsibilities in prevention and redressal of sexual harassment at workplace. As a trained counsellor she handles complaints of sexual harassment with sensitivity & objectivity and is able to provide a deeper understanding of psycho-social factors of abuse and harassment for both the complainant and respondent.

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