There is no standard training for dealing with sexual harassment. Each session is unique and adapted to the participants that will be attending. On the other hand, there are just a few items that are routinely included in training on sexual harassment.
What Topics Are Addressed in a Course Regarding Sexual Harassment?
Quid Pro
The phrase “quid pro quo,” which literally translates to “this for that” in Latin, is one of the most often encountered expressions in sexual harassment training. Quid pro quo means a sort of sexual harassment in which a superior or other figure of authority claims they would provide some benefit to an employee in return for sexual favors or other sexual acts.
For instance, a boss may promise promotion to an employee on the condition that the two of them go on a date. If management pressures an employee for a sexual favor, this for that will certainly be occurring. It is against the law to engage in quid pro quo, which is also considered one of the most severe kinds of sexual harassment.
The Meaning of the Term “Sexual Harassment”
Employees will get an introduction to the fundamentals of sexual harassment training at a training session. Because some workers can believe they are never bothering other employees or being harassed themselves if they are not taught what sexual harassment is, it is necessary to define what exactly constitutes sexual harassment in the workplace. Sexual harassment occurs when explicit or tacit sexual connotations are used. A training will offer further information on what is meant by that, as well as what kinds of behavior might be deemed sexual harassment.
How to Avoid Being a Victim of Sexual Harassment
It is essential to give skills and resources for figuring out how to stop sexual harassment in the workplace before it ever starts. A significant step in establishing a work environment free from harassment is raising awareness about the problem and its manifestations.
Nevertheless, it is essential to take further actions and be aware of the preventative measures you may do to stop sexual harassment. Leaders are responsible for demonstrating and enforcing the desired behavior and culture in an organization. Training should provide rules for what is and is not suitable in the workplace, so that workers are aware of what actions they should take to avoid sexual harassment.
Instructions on How to Run a Sexual Harassment Awareness Course
It is a highly cost-effective approach to ensure that your staff are adequately taught to prevent sexual harassment if you conduct your own training sessions. To be able to do so requires you to have access to the appropriate resources and tools.
Acquire Knowledge of State Requirements
Understand what your state mandates for sexual harassment training before you create any materials for your staff. Even while many of the details are going to be the same from state to state, every state has its own unique characteristics. To get more information on the prerequisites for each state, go here. Make sure your company’s training satisfies the norms of each state in which it operates.
Method of Instruction
The next thing you need to do is make a decision on the kind of anti-sexual harassment training you want to provide. As was discussed before, some of these categories include video training, training (https://www.cdc.gov/training/development/evaluate/training-) that is distributed throughout a whole firm, and group instruction. Your choice needs to be determined by the requirements of your staff members as well as what would serve them most efficiently.
Trainers
After determining the kind of the training that will be completed, the next critical step is to choose whether you will carry out the training on your own or if you will contract it out to an individual or organization that is not affiliated with your organization. If you do it inside your own firm, it will likely be more time efficient, it won’t cost as much money, and it will give your business more of a priority. It may also be good to have it done by an outside trainer who is properly qualified and who is not employed by your organization. When determining who will be in charge of the training, all of these factors should be taken into consideration.
Evaluate and Document
Reviewing and documenting the training is an essential step to do after it has been delivered. Evaluate the manner in which the knowledge was received, as well as the participants in the course, and determine how it might be improved. Keeping track of who attended the training on sexual harassment is essential in case you ever need to provide proof that a particular employee has received such training. You don’t need to send this to the state, but it’s crucial if sexual harassment occurs at your firm.
