|
ADP® HR411® TIP OF THE WEEK
Sexual Harassment Training: An Important Step for Prevention
May 6, 2013
Employers have an obligation to prevent sexual and other unlawful harassment in the workplace. In addition to establishing a policy prohibiting sexual harassment and setting out a procedure for making complaints, training can be an effective means for preventing harassment in the workplace. Not only is sexual harassment training a best practice among all employers, it may also be required by law in some states.
When developing and delivering a harassment training program, consider the following:
- Make harassment training a priority. Demonstrate that training is a priority by giving employees the time and resources needed to participate in training programs and by holding supervisors accountable for ensuring employees complete applicable training.
- Choose a trainer wisely. Those who facilitate the program should have adequate knowledge of both the subject matter and how to deliver an effective training session. Depending on the topic and the resources available, employers can assess whether an internal or external trainer is best suited to deliver the program. Reputable online training may also be a viable low cost option. A post-training evaluation should be distributed to trainees to assess the trainer’s effectiveness, and completed evaluations should be reviewed to determine if changes are necessary to the program.
- Make training interactive and engaging. It is important to make training interactive and engaging, since this can help trainees to retain the information presented. Consider incorporating role playing, hypothetical scenarios and interactive exercises where appropriate.
- Tailor the training to your audience. While it is recommended that all employees receive sexual harassment training, it is a best practice to have separate sessions for supervisory employees. Consider having the entire workforce sit in on a general session that covers the company’s policy, provides definitions and examples of sexual harassment, and identifies procedures for reporting harassing behavior. Then, have supervisors attend a separate session addressing their responsibilities for preventing harassment and appropriately responding to complaints.
- Reinforce your anti-harassment policy. While training on what constitutes sexual harassment is important, employees should also be trained on the company’s sexual harassment policy and complaint procedure. Employees need to know that they have an avenue of complaint and that their complaints will be taken seriously. Reviewing the company’s policy also serves as an opportunity for each employee to re-acknowledge the policy, once again reinforcing a culture of anti-discrimination and anti-harassment.
- Document training activities. Maintain accurate records of training activities, including attendance, completion, assessments, and evaluations. Employers should also store records of completed training programs in employee personnel files.
- Train regularly. While training for new hires is important, training should be an ongoing and regular process. Regular training for your existing workforce is an important factor to help maintain and reinforce a workforce and culture that is free from discrimination.
- Know if your state requires training. Some states, such as California, Connecticut and Maine, mandate that employers provide sexual harassment training for supervisors. California and Connecticut have very specific requirements for employers with 50 or more employees. Maine requires training for employers with 15 or more employees. Check your state law for more information on the employees who are subject to the training, the frequency in which sexual harassment training must be provided, and the required content of the program.
Whether required by law or not, sexual harassment training is always a best practice. It’s an essential tool for promoting a discrimination-free workplace and cultivating an atmosphere of compliance.
|
