Whether you work in the private sector or in the public sector, sexual harassment training is something that all companies should consider implementing in their organizations. The main reasons for implementing sexual harassment training are the following: It is important for your employees to understand the risk factors of sexual harassment, and it is also important to train them in how to respond to it.

Online vs in-person

Whether you choose in-person or online training, it is important to find the right format for your organization. Online courses are generally the most efficient way to deliver anti-harassment training to employees. Click the link: https://clearlawinstitute.com/online-sexual-harassment-training/ for more information. This is because you can maintain consistency in messaging and ensure compliance in each jurisdiction.

A good online training course should have a light learning management system, which can be used for the assignment of courses and scheduling of auto-reminders. You can also assign quizzes and tests to ensure that your employees are familiar with the most important aspects of the program.

Most online training vendors also offer free anti-harassment training. This can be a great way to encourage employees to comply with your company’s policies and demonstrate that you believe in the value of all your employees.

While there are benefits to both types of training, online methods are more efficient and cost-effective. You can also monitor your employees’ progress easily and track your employee’s completion of the course.

In-person training may not be a feasible option for all organizations, especially if your workforce is distributed or if your employees are seasonal. Some industries have limited access to computers and smartphones, making in-person courses the only option.

Although in-person training is more effective in the short term, it can be very difficult to track the results of your employees’ efforts. An online program can help you manage this by keeping a log of each employee’s completed courses.

Bystander effects

Getting a bystander to intervene in sexual harassment can be a challenge. They may fear being targeted or they may not be sure how to intervene. A bystander intervention educational program will help you determine when to intervene, how to report the incident, and how to act appropriately. It is important to remember that personal safety should always be a priority.

Researchers have gathered data about barriers to bystander intervention in sexual harassment across three countries. These differences have been found to relate to the individual and social characteristics of participants. 

In addition, the bystander effect was related to the diffusion of responsibility. This refers to the tendency of individuals to monitor the behavior of others to determine whether or not they should take action. This is a common phenomenon in many cases. Those who have a high level of social boldness can take action without fear of negative evaluation.

Moreover, there has been some research that indicates that fearless heroism is present in situations where bystander actions are displayed. These findings could help devise strategies to encourage active bystander behaviors.

Other factors that have been identified as barriers to bystander intervention include the perceived social pressures of others. This barrier may prevent people from taking action when they feel that it is in their best interests. 

Legal jargon

Several federal and state agencies have made an effort to make the process of reporting sexual harassment easier for employers and their employees. These organizations have put together a manual or manuals which include information about what constitutes sexual harassment, the legal obligations of employers and how to file a complaint. You can read more about this topic by clicking the link.

One of the more interesting pieces of information is that sexual harassment is actually illegal in the workplace. This means that your organization is obligated to train and educate employees on how to avoid the pitfalls of sexual harassment. You may not have to provide this training to new hires, but you must give it to existing employees in the first six months of their employment.

For many employers, the best way to reduce the risk of harassment is to provide training that identifies and educates people about sexual harassment and how to avoid it. This will not only make your workplace a safer place to work, it will also minimize the legal risk associated with a sexual harassment complaint. 

It’s also smart to have a formal sexual harassment policy in place. This policy is required by law and it includes a complaint procedure and the legal requirements of reporting and investigating a sexual harassment complaint.

The best way to know if your company is doing it right is to take a look at their sexual harassment policy and procedures. This will allow you to identify any gaps in your training program and rectify them before they become serious issues.