Sexual harassment is the most common type of workplace harassment, with recent statistics demonstrating that more than half of all workers have experienced some form of sexual harassment in the workplace. This is clearly an alarming number, especially when you consider the damaging affects it has on organization’s productivity, morale, and culture.
In today’s post-#metoo era, sexual harassment training is not something that can be ignored. In fact, many places are expanding existing sexual harassment and abusive conduct prevention training requirements for employers. In order to move towards a safer future, employers must try and actively prevent and eliminate sexual harassment in their organization.
Sexual harassment training is an important topic that any responsible employer should be attuned to. Below are seven sexual harassment training requirements for the workplace:
1. Sexual harassment training is about developing awareness
It has quickly come to be seen that one of the biggest obstacles facing organizations looking to prevent sexual harassment is a lack of awareness. Social mores have changed, and people need to understand that whether they intended harm or not is not necessarily relevant. Sexual harassment training focuses on demonstrating how even small, seemingly harmless, actions can be insidious in the workplace.
2. Sexual harassment training exists to mitigate ambiguity
In many cases of sexual harassment, there is an element of ambiguity regarding the seriousness of the conduct. As the issue has become less taboo, there are certainly more complaints pouring in, but they are not necessarily all extreme examples.
The challenge for employers, then, is to educate their workforce to better understand what the boundaries are and what processes are in place if a complaint has been filed. For this to be accomplished successfully, employers must implement training programs that help unblur some of the grey areas for employees.
3. Small groups are most effective for sexual harassment training
Sexual harassment training is most effective when it is done on a small scale and feels like a voluntary action by the people participating. When something is seen as an added obligation or mandatory responsibility at work, it is easier for people to dismiss it and refuse to fully engage. In a large group setting, employees might use the time to multi-task and avoid participation. Effective sexual harassment training will generate conversation and encourage employees to interact with each other about various workplace scenarios.
Some employers may feel exempt from certain requirements since they are running a relatively small operation. However, it is crucial that this mindset changes. Regardless of size, all professional organizations and businesses need to confront, and try to minimize as best as possible, the risk of sexual harassment taking place in the future.
4. Effective sexual harassment training will lead to an ability to self-identify
Often, the confusion surrounding the need for sexual harassment training comes from a place of ignorance. What is acceptable in one setting may not be in another. Sexual harassment training should put a focus on “unconscious bias,” and help participants draw conclusions for themselves.
If an individual is not aware that their conduct is inappropriate, and they are unlikely to self-identify. Good people can do bad things and the goal in training is to develop an outlook that helps employees become more self-aware.
5. Sexual harassment training endorses comfort and respect
Sexual harassment training should always be rooted in the belief and assumption that people deserve to feel comfortable and respected in their place of work. The methodology should be informed by cultivating mindfulness and highlighting the different ways these rights can be violated.
Research indicates that role playing, and other in-person interactions, are the most effective ways to increase employee awareness and also them to fully appreciate another person’s experience. Participants respond best when they are shown what it looks like in person and what the impact is on the other person.
6. Sexual harassment training should allow some room for flexibility
Overall, it is necessary to account for the fact that every organization is unique and has different strengths and weaknesses. In the current climate, effective workplace training in the requires some flexibility. It should not be as much about establishing a certain set of rules, as it is about changing the workplace culture and shaping people’s way of thinking.
7. Use a common-sense approach
Discussion, debate, and common-sense examples are the best way to do this. Simple examples such as something like, “if you would not want someone to make that kind of comment to your daughter, then do not say it to a female employee,” have proven to be very effective and allow participants to consider the situation from a different point of view.
Of course, the receptiveness to implementing proper training and workplace conduct policies will always depend on the nature of the company. Proper consultation should be carried out and the process should not be rushed simply to meet compliance.
