How to implement training on harassment in the workplace

How to Implement Training on Harassment in the Workplace

There was a time not long ago when most companies believed it was enough to identify inappropriate behaviors that constituted ‘harassment’, set up a grievance committee, and end it at that. Since then, corporate culture has advanced by leaps and bounds. Today, an organization with a thorough anti-discriminatory and anti-harassment policy is the standard, making it less likely for them to suffer a great deal of damage to their reputation. To use an example, through the #MeToo movement, more and more individuals have been empowered to share their experiences of discrimination and harassment at the workplace.

An employee of a small business is under stress because of sexual harassment at work

LET’S UNDERSTAND SEXUAL HARASSMENT

Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature.

Labeling quid pro quo sexual harassment and other manifestations of sexual harassment in general, for instance creating a hostile work environment, enables organizations to implement targeted corrective action. Sexual harassment is but one example. There are any number of harassing and discriminatory behaviors that occur in the workplace based on protected characteristics defined by law.

HOW TO IMPLEMENT ANTI-HARASSMENT TRAINING?

Federal and several local legislative bodies have strengthened their anti-harassment laws and increased the training requirements for employers. Creating awareness is easier than changing behaviors, which is why some organizations stop once they’ve implemented measures to create awareness on harassment.

It is also best practice to implement separate training programs for managers/supervisors and employees/subordinates. While it is important to recognize that anyone and everyone can be a victim of harassment, it is also important to understand the balance of power and vulnerable positions in the organization’s hierarchy.

WHAT MAKES A GOOD ANTI-HARASSMENT TRAINING?

If your first step in implementing anti-harassment training is in the form of a foundational course, you should consider a phased approach. Depending on the size of your organization, it might take a few weeks for your whole organization to go through the course.

An effective anti-harassment course should be thought-provoking. It will likely use scenarios to prompt your employees to wear different hats and assume decision-making positions. It will also likely reveal biases they did not realize they held.

When implementing an anti-harassment training, you will want to look for or create one that will keep your employees engaged, instead of defaulting to a check-box activity. It should be interactive and not passive, i.e., learners want to feel involved in the process instead of having a screen talk at them.

Remember, the foundation of a zero-tolerance work culture begins with a strong awareness training on anti-harassment.

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