Free Harassment Training Materials: Things You Should Consider

Free Harassment Training Materials: Things You Should Consider

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Organizations must consider providing free harassment training materials and sessions and help employees to be positive and professional for a company to succeed. Even unintentionally offending coworkers might irrevocably harm a working relationship. Employers must refrain from such issues before they occur.

Is Harassment Training Mandatory?

The Equal Employment Opportunity Commission (EEOC) of the United States is a federal organization charged with implementing laws that protect job applicants and workers from discrimination based on race, color, religion, sex, country of origin, age, physical disability, or genetic information.

While not all states have made anti-harassment training compulsory, the majority of them emphasize its relevance. It is very recommended even if it is not essential and employers are duty-bound to provide training material to the staff members.

Advantages of working in a harassment-free environment

In a harassment-free workplace, 

  • Employees are more focused on their tasks than in a workplace where harassment is prevalent. Furthermore, in a mutually supportive work atmosphere, employee cooperation is enhanced. Professional relationships between employees and clients are also positive in such businesses.
  • Employees discover more faith and reliability in their employers in a harassment-free workplace. They prefer to communicate their grievances inside through inside channels. They would approach the employer first, rather than report the incident to the authorities.
  • Organizationally dealing with harassment allegations is far less expensive than going to court. High expenses are associated with expenditures in litigation fees, funds diverted to handle the lawsuit, and hours spent dealing with the lawsuit. Such costs can be avoided if the workplace is free of harassment.
  • Lower employee non-attendance is also a benefit of a harassment-free workplace. If employees sense safety, they are more inclined to show up at work.

Benefits of Workplace Harassment Training

The purpose of harassment training is to modify employee behavior patterns toward those with whom they work. Employees might feel safer at work with proper training. Furthermore, it can assist everyone in comprehending the significance of a harassment-free workplace.

Coworkers may not modify their conduct unless they recognize that harassment has the potential to ruin the entire workforce's equilibrium. Unsurprisingly, workplace harassment can lead to decreased productivity and lower profits for businesses. Furthermore, such situations may cause employees to neglect their responsibilities, as well as disengage.

Comprehensive training material should instruct working professionals on how to respond in the event of a harassment incident. It explains what people should do if they are harassed or observe an episode of harassment.

What Should be Comprehended in Anti-harassment Training?

All employees must receive a strong message from the harassment training. The company should be dedicated to providing a harassment-free and reliable workplace for all employees.

Whether free harassment training material or paid an effective policy should include the following:

  • The definition of harassment.
  • Methods to spot harassment.
  • How to respond to harassment, what to do if you are harassed
  • Briefing of anti-harassment policies of the company.

The training should be interactive by utilizing video and audio clips instead of written content because they have a more powerful influence than reports.

Topics to Include

  • Sensitivity Training

Harassment harms both the victims and those who see it. It can be a deterrent to both mental and physical health problems. Managers should receive sensitivity training. The instruction should be designed in such a way that the trainee comprehends it. Managers should be sensitized to the delicate nature of the situation. Please should be taught about their responsibility to handle the problem professionally.

Managers who have not received sensitivity training may be unaware of the severity of the complaint. They may wind up making decisions that are ineffectual in preventing the harasser from further harassing others.

  • Employee Education

In many cases, the staff members are unaware of what constitutes inappropriate behavior. Harassment training is also useful to understand which behaviors are considered harassment. It would not only assist onlookers in intervening and stopping such situations, but it would also dissuade employees from engaging in such behavior at work.

Further, the victim will be hesitant to disclose events to you unless you are open about how you handle complaints of harassment. Your staff should feel secure knowing that every occurrence, no matter how little, is projectable. Also, if the individual is informed of how a company's complaint redressal system operates, they will be able to approach the concerned authorities directly.

  • Team Bonding Inclusive Harassment Training

In a few cases, harassment training can negatively impact employee morale. Employees may develop a feeling of hesitancy. Training programs that focus solely on harassment and the consequences of harassment may harm your team's morale.

Some individuals may find it difficult to work with female coworkers out of fear of a sexual harassment accusation. Others may cease talking with their team because they are confused about acceptable and not.

Harassment training should not only include just underlining the pros and cons but also a constructive method of outlining the fundamentals of the training. Such methods can be team bonding efforts employing group discussions and role-plays. Adopt programs that place a strong emphasis on group sessions. Encourage open dialogue.

  • Creating a Gender-balanced Workplace

Choose a training that focuses on building a gender-friendly work culture. It should encourage team members to behave in a way that does not hurt their sentiments. Informational training should be avoided. Emphasize what constitutes undesirable behavior and which acts may be construed as threatening. A well-conceptualized harassment training can delete chances of creating unspoken boundaries and stress among employees.

Why do most Anti-harassment efforts Fail?

Regrettably, some firms merely train their personnel to conform to the law. Their free harassment training material may comply with the law, but they fail their personnel. Only what is required by law is covered in training. The timetable is set solely to comply with legal requirements.

Employees are uninterested in such training, and it does not assist them in comprehending the dangers of harassment to their team. Secondly, the sessions are ineffective in discouraging potential harassers from engaging in such behavior. Such rushed training might have a detrimental impact on staff morale.

This training nearly becomes a part of the routine and does not serve any meaningful purpose. Training without purpose is fruitless. If incorporated in training, a few important factors can give valuable results.

Conclusion

Effective harassment training should assist the employees in realizing that they are members of a team who are here to collaborate and grow together. It should communicate a clear idea about the inappropriate behavior and ways to avoid it. Illustrating a clear idea emphasizing the company's stance against such incidents is very important.

Along with companies, redressal of such complaints educating employees on harassment safeguards available at the federal, state, and local levels is essential. A productive company is possible only when it has highly efficient staff members, the prerequisite of which is a conducive healthy environment for working. 

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