While harassment prevention has always been a pillar of providing a safe and inclusive work environment, cultural movements like #MeToo have put a new spotlight on both the damage harassment can do when left unchecked and where organizations need to better focus their prevention efforts to truly be effective.
Harassment prevention training is an essential tool in any workplace that’s looking to make an impactful, lasting change. Although workplace training is not a new concept by any means, training programs continue to remain a high priority for human resources (HR) and learning development (L&D) practitioners because it is one of the most effective ways to foster a positive, respectful company culture.
Let’s take a deeper look at why behavior-based training courses are so critical for today’s workplace and how organizations can get started with building a stronger harassment prevention strategy.
Why Training Is So Important
Aside from protecting employees’ safety and mental health, harassment prevention training protects organizations against major legal and reputational threats that can create untold damage: Worker misconduct, such as harassment, can be costly to companies due to brand damage, legal battles and employee turnover.
Additionally, once these negative cycles are in place, it’s more difficult to get out of them — in fact, a study by the National Academies of Sciences, Engineering and Medicine found that ignoring or disregarding sexual harassment only led to more instances of it happening within the workplace.
Putting an end to harassment requires everyone to take a more active role. Giving employees the knowledge and tools to recognize and address all forms of inappropriate behavior and harassment can better equip them to navigate a multitude of situations, ensuring everyone feels respected and safe to contribute freely.
Providing training resources and encouraging employees to report concerns can also grant organizations protective benefits. During a Department of Justice (DOJ) enforcement proceeding, when determining suitable repercussions, the agency considers whether an entity has implemented policies and training that promote employee reporting while prohibiting retaliation. The ability to demonstrate initiatives to foster a culture of open communication can be a safeguard against further reputational damage and extensive litigation.
Where to Get Started
For employers looking to build their harassment prevention strategy, it’s important to begin with an audit of the current training resources in place and company policies on reporting misconduct. As an area to start, the Equal Employment Opportunity Commission (EEOC) has guidelines on harassment in the workplace that provide crucial insights and recommendations to assist organizations in safeguarding their employees and fostering a secure, inclusive work atmosphere.
Once that foundation and awareness is established, next comes implementing training and educational resources. When it comes to engaging learners and sparking behavior change, well-crafted, real-life narratives are a game-changer in harassment prevention. Interactive and impactful storytelling is one of the most effective training methods for creating real understanding and lasting awareness among employees.
Visual storytelling is also a highly effective way to equip employees with the knowledge of what concrete actions they can take in the face of unwelcome conduct. This can include demonstrating a specific approach to reporting misconduct or individuals to speak with, whether that’s a dedicated manager or a trusted internal resource. This method of training goes beyond just individual instances of misconduct to holistically shift perspectives and drive a more inclusive environment where harassment and discrimination will be less likely to occur in the first place.
Another key to a strong harassment prevention program is establishing confidential reporting avenues, such as hotlines and dedicated websites, to enable employees to express their concerns and report misconduct anonymously without fear of retaliation. With secure lines and quick action, organizations can nurture an environment of trust and openness that reassures employees every reported concern or instance of misconduct will undergo investigation with a commitment to confidentiality and impartiality.
Finally, a strong harassment prevention strategy needs to be an ongoing initiative.
Leaders must initiate discussions of ethical concerns and policies into regular company meetings and into their employee check ins to promote a workplace culture that empowers individuals to express their perspectives openly without fear of retaliation or dismissal.
Opening the Door to a Culture of Respect and Inclusivity
Comprehensive harassment prevention training, when delivered to all employees, can safeguard organizations from risk and help them build toward a more positive future. When every member of an organization understands their rights and responsibilities, companies can more easily usher in and cultivate a culture that’s defined by respect and inclusivity. This can foster a workforce that is not only better equipped to prevent harassment, but also more resilient and capable of navigating whatever challenges lie ahead.
