Involve Real Conversations during Sexual Harassment Prevention Training
Isaac E. Dixon was conducting sexual harassment prevention training to an all-male group of attendees when he noticed that they were no longer focusing or paying attention. So, they were given a task by the Associate Vice President of HR at Portland State University in Oregon: each man was to ask the women in his life whether they had ever experienced sexual harassment and if so, to share their story. Many of the men were weeping the next day as they shared the stories they had heard. “Some men spoke about their frustration, but they also realized how their actions had played into the system that women had to contend with in their lives,” Dixon said.
Typically, employers rely on sexual harassment prevention training to limit the legal responsibility of the organization. This illustrates that they have taken reasonable steps to inform employees on what is regarded as illegal sexual harassment and to ensure that employees are familiar with company procedures for reporting violations. But, according to the Equal Employment Opportunity Commission (EEOC), online sexual harassment training does not change the behavior of employees. While media coverage and public backlash shine a spotlight on sexual harassment and assault, it is a reminder to businesses attempting to address the issue: Make sexual harassment prevention training hit home.
So, will employers improve their sexual harassment prevention training? This depends on who you’re asking. Just 10 % of 1,512 adults working in the U.S. said their companies provided additional training or support on anti-sexual harassment after senior leaders of multiple institutions were publicly accused of sexual harassment and the campaigns #MeToo and Time’s Up began.
When asked what their companies did in response to growing media and public coverage on sexual harassment, most respondents (18%) said they were being reminded by their company of existing sexual harassment prevention training or resources.
But nearly one-third (32%) of 1,078 participants of the Human Resource Management Society said that their organizations have made changes to sexual harassment prevention training in the last 12 months.
What are some of the changes we can make to make these courses more effective?
What goes into an effective online sexual harassment in the workplace training course?
We’ve collected a few pointers to help HR professionals select solid training on the topic.
Rebrand the Training Content
Do not tag online sexual harassment training as prevention of “sexual harassment” said Alison Davis, J.D., shareholder at Littler Mendelson P.C. law firm in Washington, D.C. Rather, redefine it so the emphasis is on creating a respectful working environment.
She proposed appealing to a broad audience with scenarios involving same-sex perpetrators and victims, as well as female supervisors as harassers. Emphasize attitudes that you want to promote, such as explaining what a positive and welcoming culture means for everyone, rather than just the behaviors employees should avoid.
Incorporate Bystander Training
The EEOC has advised employers to include bystander intervention training in sexual harassment prevention training. Educating staff on how to respond when encountering sexual harassment will help to increase a sense of accountability and maintain a safe office environment.
Employers are kidding themselves if they believe there is no need for training because they have not received any complaints about sexual harassment. That usually means that the complaint process of the organization does not work, said Kelly Marinelli, J.D., SHRM-SCP, principal consultant at People Strategy at Solve HR Inc. in Boulder, Colo.
Employees are often aware of problems with bullying by management, but they are often not reported. They may not be aware of the reporting process, assume that someone else is going to speak up or be reluctant to get involved.
Due to the nature of sexual harassment prevention training, interventions should be tailored to the environment and the staff and should include training in-person. According to the EEOC, there should still be incentives to engage if in-person training is not feasible. Some businesses are using a mixed approach that requires learning in-person as well as online.
The online component will send a consistent message throughout the company and accommodate staff whose schedules make it difficult to complete in-person training during normal business hours. Interactive learning makes it easy for staff to speak about an uncomfortable topic.
Use Separate Training for Managers
While sexual harassment prevention training California should be provided to all employees, including interns, there should be different programs for managers and non-managers. In addition to the information presented to all staff, managers have special responsibilities when it comes to sexual harassment, and need to be informed and prepared accordingly.
The Sexual Harassment at Work online course in Coggno’s online library will help your organization to raise awareness about this sensitive topic. Click here to check it out.