8 Tips For Anti-Harassment Training

8 Tips For Anti-Harassment Training

Chief of Minds | Dec 28, 2017

Undoubtedly, sexual harassment training doesn’t have the best reputation in the workplace. It’s been known to fall short of providing clarity for what classifies harassment, explaining policies and showing how to respond if something occurs. Today, ensure your office doesn’t fall into that category and learn to properly prevent and address this issue by regularly conducting an effective employee anti-harassment training. To make your anti-harassment training more effective, consider these eight tips:


1. Make training relatable to everyday life.


Using scare tactics, extreme scenarios and outdated videos won’t get the job done properly. Your best approach in training is to present the information in ways that will resonate with employees and directly correlate with your company values and your employees and supervisors actual jobs. Incorporate character-driven situations and the benefits of having a respectful work environment.
 

2. Clarify that the training should be taken seriously.


Be careful with too much humor. The training is meant for more than informing and sensitizing employees and supervisors; it’s held to help them keep their jobs. When speaking to the supervisors, make it clear that courts hold them to a higher standard than their employees.


3. Define what’s unacceptable vs. illegal.


Of course, employers can have their own opinions of what’s unacceptable in their office, but employees shouldn’t think a behavior is unlawful when it’s not. It’s also important not to imply that an unacceptable behavior is okay simply because it is not violating the law.
 

4. Focus on behavior.


Instead of presenting a list of rules to follow, concentrate on showing what behavior is appropriate. Encourage respectful and suitable behavior, and use your training to express the values and mission your company stands for.


5. Evaluate and re-evaluate.


Be open to conducting a survey to get feedback on what resonated with your employees and supervisors and what they want to learn more about. Remember this is a training that should occur regularly, so you’ll always have flexibility to improve the next one.
 

6. Cover what’s included in reporting a harassment.


Having a separate training for your office employees and supervisors is important for being most effective. During an employee training, you’ll be able to focus on the things that are included in reporting a harassment such as who to contact, alternative contacts if the point of contact is unavailable, or involved in the harassment.
 

7. Make training an ongoing and interactive experience.


Training must include periodic education, follow-up awareness, and ongoing communication to be most effective. If you plan to simply hand out updated policy manuals, you can’t expect your team to be up to par, fully protected or ready for whatever happens.


8. Provide supervisors with guidance on how to respond in the moment.


Again, this separate training is key to being effective. During a supervisor training, you can focus on teaching supervisors the best techniques for responding in the moment of a harassment or complaint. There are certain things that are unwise to say, such as “That doesn’t sound like something Mr. John Doe would do.” It’s best for supervisors to keep it simple and respond with serious attentiveness.

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