Effective sexual harassment training gives employees a shared definition of unwelcome contact and response options.
Sexual harassment is a complex problem that hurts individuals as well as an organization's overall health. Providing sexual harassment training not only helps create an appealing place to work, but it is a prudent business decision as well. Establishing anti-harassment policy and training employees to adhere to it can prevent companies subject to federal law from facing lawsuits. While training methods can take many forms, including books, online resources, instructor-led courses and self-directed study, the objectives remain constant.
Clear Definitions
Sexual harassment training should ensure all employees apply the same definition of sexual harassment. What one employee believes is harmless flirting or even a polite acknowledgment might make another employee uncomfortable. Sexual harassment training should spell out actions or behaviors that are not tolerated. These include displaying racy pictures, unwelcome suggestive jokes or touching, leering, requiring sex for a promotion and discussing sexual exploits at the water cooler. Effective training covers handle less clear-cut behavior and what is and isn't appropriate in workplace relationships.
Respond
Employees should know what to do if they are made to feel uncomfortable at work. Training should identify harassment situations and outline an individual's response options. Employees should be taught options to assert themselves and should be given encouragement to respond appropriately to other employees' unwelcome actions. Employees should be taught file an official complaint. Company policy on when to file a complaint, the person to whom the complaint should be directed and the information required in a complaint should be covered in the training.
What Happens
Victims may be afraid to file a sexual harassment claim because they fear retaliation or losing their job. However, bringing a legitimate case to the attention of an employer is critical for victims if legal action is needed. Proper action and documentation are required by a company to show it is making a good-faith effort to provide a discrimination-free workplace. Sexual harassment training should outline what happens when a claim is made and illustrate the protections and responsibilities of the one filing the report as well as the accused. Training should explain management's role in preventing and responding to sexual harassment claims. Employees should become aware that employers have a vested interest in preventing sexual harassment.
