Sexual harassment training courses have many benefits and should be part of your employee’s development plan. These programs educate employees and bystanders about how to intervene in sexual harassment and assault situations.
The courses are available online and are designed to help employees cope with the situation. You can also opt for a one-day course to learn about sexual harassment prevention techniques. But how do you choose the right sexual harassment training course? Let’s find out.
Workplace
Traditionally, workplace sexual harassment training focuses on legal liability issues and avoiding potential problems. But it is crucial to emphasize employee well-being. Most studies show that 79% of workers have experienced harassment or discrimination at work in the past five years (www.eeoc.gov/sexual-harassment), but only about half of those employees reported the incident to HR. If your organization does not provide this type of training, the results may be injurious to your company.
Workplace sexual harassment training: Many supervisors recognize two types of harassment, quid pro quo, and a hostile work environment. The third type of harassment is not directly affected by the harassment but involves the employee’s coworkers. In addition, third-party harassment can occur if the harassing behavior involves a person who is not a direct part of the company. If you are a manager, your training should focus on how to respond to these complaints.
While workplace sexual harassment training is a vital part of preventing sexual misconduct, it cannot be overemphasized. Compliance with federal and state laws is essential, but it is also critical to establish a corporate culture of mutual respect in your company. This requires ongoing efforts on the part of your staff. The training should be conducted periodically to keep it current.
Employees
Incorporating a policy and sexual harassment training into an organization’s culture can help prevent workplace violence and promote a more equitable work environment. These policies and training can also be used in court and during performance discussions. When it comes to sexual harassment, it’s important to have documented evidence to back up your disciplinary actions. Fortunately, there’s a proven way to implement this policy and training.
The EEOC defines sexual harassment as unwanted sexual advances or requests for sexual favors. These actions can be verbal, physical, or a combination of both in the worst case scenario situations. To learn more about worker’s rights and labor unions, click here. However, intentional groping, touching, or staring for more than a few seconds is clearly sexual harassment.
Requirements
For Illinois employers with 15 or more employees, the state requires that they provide sexual harassment training to their staff. This includes restaurant and bar employees, such as coffee shops, sandwich stands, and catering facilities. The State provides a free model sexual harassment training course, but employers may use their own program as long as it meets certain minimum standards.
The training should be conducted by a qualified trainer who specializes in the area. This may be an attorney who has practiced employment law for at least two years, a human resources professional with at least two years of experience in the area of sexual harassment prevention training, or a qualified third party who is an expert in the subject.
Online Options
There are a few drawbacks to online sexual harassment training. While the production quality of these courses may be higher, they may not be more effective. On the other hand, they might increase the cost of compliance. Another drawback is computer accessibility. While most training programs can be viewed via desktop computer, the online version may not be appropriate for employees of different generations or those who are averse to technology.
The benefits of bystander training are numerous. Bystander training encourages employees to intervene when they see sexual harassment happening. This training program uses the IDEA model of intervention, which directs employees to de-escalate the situation and protect the target of the harassment. In addition, bystander training is also more effective than an online course because employees learn how to act without being aware of the situation.
Cost
By taking the time to develop a positive environment for your employees, these trainings will help prevent the occurrence of future lawsuits. Another hidden problem may cause you to dip into the loans for college parents needed for these courses. They also help improve morale and boost productivity. Moreover, they also protect your company’s reputation.
.The cost of employee time is often the most difficult to quantify. It’s impossible to assign a dollar value to each hour that an employee spends responding to a sexual harassment claim.
Instead, that staff’s time could have been spent on proactive cost-saving measures or advancement. If the costs of sexual harassment training are not included in your annual budget, it’s wise to consider the hidden costs of this type of litigation.
