How Do You Create A Sexual Harassment Training Program 

Nationwide sexual harassment is viewed as a violation of employee rights, with a growing number of states condemning the conduct with laws in place and all employers deeming the behavior unacceptable.

The misconduct is responsible for a reduced retention rate, decreased productivity, and frequent absenteeism as staff fails to report the incidents leaving the problem to fester.

In providing anti-harassment training, business leaders emphasize the goal of creating non-hostile environments where a staff of every level thrives as a team. The dynamic will change when it’s revealed that the effort is a priority for employers and a growing number of states and cities mandating the programs.

The question for some leaders is where to begin when attempting to develop a program that will ultimately impact the staff and reduce incidents within the company.

Let’s look at some tips for establishing training that draws the employees in, making them want to participate and work together to resolve the issue; a tall order but possible.

How Do You Create A Sexual Harassment Training Program

When working to create a sexual harassment training program, the thought process needs to focus on prevention, reducing the risk within the organization, and incorporating each team member’s feedback on finding solutions.

That allows everyone to participate or interact in the training sessions making the platform engaging and ensuring recall for the staff after the fact.

Everyone should feel comfortable in offering their input, with the environment being one of an educational format, albeit a casual and open forum for either live training or choosing an online platform.

The prevention programs must mimic the employees’ industry and their workspace so each can relate to the scenarios and examples sparking emotion; again, so the training stays with staff as they move forward. Go to https://www.councilofnonprofits.org/tools-resources/sexual-harassment-the-nonprofit-workplace/ for guidance on sexual harassment in the nonprofit environment. Here are a few tips when creating sexual harassment training for your team.

The format

It will be the employer’s call whether the program should be a live session or via an online platform. The priority, in any event, is that the training allows employee participation, and each can offer their input or feedback. The staff should be drawn to the material and engaged.

The way to do that is to ensure the team can relate to what’s happening in the material. Examples and scenarios should be directed toward the company’s industry, and job sites should resemble the staff workspaces.

The market is full of excellent training “courseware,” thoroughly researched and well-created with varying affordable price points. While it’s possible to create a custom program tailored to your business, it’s genuinely not necessary unless you have substantial staff in a massive organization.

The scope

Some companies make sexual harassment the entire scope of a session each year as an individual training program. Others decide to incorporate a broader spectrum with sexual harassment looking at harassment and respect on a grander scale to encourage a positive overall workplace culture.

When including other components alongside sexual harassment, you, as the leader, would be addressing bullying and teasing others essentially or making derogatory remarks.

These contribute to a hostile environment and have a blatant disregard for respect. Go here for guidance on what constitutes harassment in the workplace.

Compiling the sessions into one anti-harassment program could result in a more time-intensive session.

Still, when it’s a positive experience, one packed full of interaction, activities, and education, employees will find the training worth it, particularly if it results in fewer workplace incidents or prevents them altogether.

The self-taught or outsourced

Some employers will handle the training in-house since the employees must hear a message preceding the coursework from the leadership.

The consensus is it drives the seriousness of the topic to the staff when the head of the company sets the tone upfront. Plus, it tells the team that a positive, safe, secure environment is the organization’s priority.

In another vein, as the business leader, you can accomplish these goals and still take advantage of an outsourcing team providing the core portion of the training in a live session or with an online platform. Leadership can always come back at the end for questions and answers pertaining directly to the organization.

The organization head will be able to present the same critical lead-in, and the team will find the expense of a valuable outsource sexual harassment program expresses the importance of an anti-harassment environment for the employee.

Final Thought

Sexual harassment in the workplace is not only unacceptable, but it’s a violation of employee rights. In an effort to prevent incidents within organizations, business leaders work diligently to develop practical training programs that bring awareness to their staff and management.

When done in a positive, relatable, and comfortable environment, team members will feel confident in offering input and feedback leading to more effective solutions.