Despite the effort from business leaders or human resource directors, many cases of sexual harassment go unreported in the work environment. Companies strive to provide a landscape where staff is safe and confident when arriving on the job site daily.
In order to help with this end, businesses incorporate Traliant sexual harassment training for employees with an emphasis on providing up-to-date, valuable information each year to adapt to new workplace challenges.
A vital component of making teams within an organization aware of harassment on the job is to ensure it’s a regular topic and not one that is only spoken about with annual training.
There should be posters, flyers, reminder notifications sent via email, and different methods for keeping employees alert to the company’s intolerance of sexual harassment and the consequences for those responsible. What are some improvements companies can make with their training sessions? Let’s find out.
How Can Businesses Improve Harassment Training?
Businesses aim to provide an environment where employees can feel safe and confident to come to work each day. There should be no fear or hesitancy when coming onto the job site.
Nor should anyone feel threatened regarding the need to report an incident of harassment. Learn what to do if you were to see someone being harassed at https://www.webmd.com/balance/features/what-to-do-if-you-see-someone-being-harassed/.
Human resource directors and management need to make it clear that doors are open for all staff when there’s a need to discuss any discord happening on the job. This way, the problems can be resolved to the satisfaction of everyone, and the team can go back to working together in harmony.
In an effort to ensure sexual harassment does not become a workplace problem, annual training is incorporated with most businesses.
While training in and of itself can prove beneficial in helping to reduce instances, there are still ways to make improvements with the tools in order to see even more progress. Let’s look at a few tips.
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Online opportunities
The idea of sexual harassment training is to ensure that all employees participate. That means making it available and convenient for each staff member. It would be possible to reach a greater majority at times that benefit from what otherwise is a challenging schedule if the sessions were offered online.
With interactive online opportunities, an employer can boost company-wide participation and anticipate a greater degree of engagement from the members.
Typically, remote workers feel excluded or disassociated from their organization because things like this are not made available to them (and should be.) With an online platform, remote employees are included.
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Separate the training sessions for leaders and staff
Ensuring that the leaders and staff are involved in separate training sessions is essential for a few reasons. Staff might be more apt to speak freely and listen more attentively when the leaders are running the show instead of sitting with them as part of the audience.
Plus, management has a different set of guidelines they will be held accountable to than the staff since they’re in leadership roles. Their training needs to be much more stringent and directed explicitly toward leadership as employees will report incidents to them. Go here for details on preventing harassment and sexual misconduct.
The training for employees is tailor-made for their particular circumstances and needs.
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Learn the state’s requirements
Each state has individual rules and regulations on what’s required with sexual harassment training. It’s wise to research training providers working in compliance with your specific state’s guidelines.
When you do narrow down your options, make sure to invest in a module that has been successful with previous clients. Sexual harassment training is a budget-intensive program making it vital that the one you opt for will be efficient and effective in your organization.
The suggestion is to check the varied testimonials and reviews from those who have incorporated the sessions paying close attention to descriptor terms like “concise,” “clear,” and “easy-to-understand.”
Employees who received the training and found it to be easily understood will have learned something to implement in their day-to-day. That makes a successful program.
Final Thought
The workplace landscape constantly evolves with new challenges and unexpected behaviors that leaders are not always prepared for. That means the harassment policies and procedures need to update routinely, and the sexual harassment training needs to change to fit the environment.
Employees need to be made aware of what management deems appropriate and inappropriate on the job site and what is acceptable and unacceptable. It shouldn’t be only a topic of conversation brought up yearly. The subject should be discussed often with visible reminders and alerts to keep employees aware.
Continuing to make improvements to the harassment programs in your organization needs to fall under the company’s priorities. Every employee coming to the job site should do so with confidence, feeling safe, and ready to enjoy a good day with their team.
