Скачать или смотреть 4 Key Things You Need to Know BEFORE Implementing Sexual Harassment Training

1 in 3 organizations doesn’t provide anti-harassment training to their employees.

On a small scale, that statistic might not sound as significant as it is. However, when you realize that there are more than 32.5 million businesses in the US, it suddenly seems more problematic.

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In other words, 10.73 million businesses in the US don’t train their employees on anti-harassment. That’s a big problem. Especially when you consider how common harassment occurs in the workplace.

Out of all the different types, though, sexual harassment is by far the most common type. It accounts for 50% of all complaints.

There are two main points that I’m trying to make with all of this. First, you need to make sure that you provide anti-harassment training to your employees. Second, the material you provide must include and cover sexual harassment as a topic.

You see, sexual harassment is so common that it’s what fueled the #MeToo social movement. Since then, many state legislatures now require that businesses provide sexual harassment training for their employees.
At the time of writing, 22 states have some form of sexual harassment training requirement. The 32 (D.C. included) that don’t require it recommend it.

In other words, if you don’t provide this type of training for your employees, you should strongly consider it. The only question then becomes, “How can you provide this?”

The first thing you need to know is your state’s requirements on sexual harassment training.

I alluded to this in the introduction of this blog post but the reality is that almost half of all states have a sexual harassment training requirement.
That makes things easy, right? Actually, not really.

You see, the reality is that each of those states has a different requirement in place for this type of training.

I’ll give you a few examples so that you can see what I mean.

Sexual harassment training has been a requirement within the state of California since 2004. The Golden State requires that organizations with 5 employees or more need to take this type of training for 1 hour every two years. Kentucky does have a requirement in place, but it only applies to state officials. Washington D.C. has a requirement in place specifically for tipped workers.

The point I’m trying to make with all of this is that different states have different requirements for sexual harassment. Thus, it’s important that the training you provide to your employees is compliant with the local government that you’re headquartered in.

That last statement holds true from content, administration and ongoing management perspectives concerning this training.

If what you provide to your team doesn’t align with where you’re located, you’re putting your organization at risk.

Second, you need to make sure the training you provide is engaging.
After you’ve selected or added material for your sexual harassment training that’s following what your state requires, it’s time to send it to your team! Not so fast.

You see, one of the often-overlooked aspects of training is whether or not it’s engaging.

Many organizations view compliance training as a requirement that’s fulfilled by checking a box. As a result, they seek a “one size fits all” training that they can send en masse to their team.

Although that sounds easy, there’s a big problem with this approach and it requires a classroom comparison.

Harvard published a study that compared traditional classrooms to those that incorporated active learning and what they found was astonishing.
When you read the word “college lecture”, what comes to mind?

If you’re like me, you think of those giant, slanted rooms with swivel desks and cushioned seats. At the front of the room is the professor, who’s feverishly scratching on the chalkboard while droning on about the lesson in a monotone voice.

Not very exciting, right? What do you picture the majority of the students doing in the back of the room? Sleeping.

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