Developing effective sexual harassment training involves using real-world examples and relevant work-environment scenarios. Some courses include videos with actors portraying real-world scenarios. However, a video that is unrealistic or campy may decrease the seriousness of the education and cause participants to lose the context of the issue.
Sexual harassment is a serious problem in the workplace, and it’s vital for employers to ensure that their employees and supervisors are trained on this subject. The new MeToo movement has put the spotlight on this issue, and it’s important for employers to ensure their employees are trained.
The problem with mandatory harassment training is that it tends to create a backlash. It signals to men that they must be forced to pay attention. It also sends a message that men are not aware of where the line is. While a formal complaint process is not ideal, it can work if everyone in the company agrees that it can work in a process called magical thinking.
However, harassment cases rarely result in convictions. Many companies prefer not to punish harassers because they’re afraid of lawsuits. In addition, many companies also keep the verdicts confidential from the accuser, leaving them frustrated and angry. If you’re considering pursuing a lawsuit, don’t hesitate to do so. You may be able to get the justice you need.
Studies show that about 40% of women and 16% of men have been sexually harassed at work (https://hbr.org/2020/05/why-sexual-harassment-programs-backfire). These numbers are relatively unchanged since the 1980s. And while most men tend to call the problem boss a “cad,” women are more likely to use the word “harasser” instead of “cad” to describe the problem.
In order to be effective, workplace abuse prevention training should address power dynamics and discrimination. This is important because workplace abuse is a form of social power hierarchy, and often it is used to enforce gendered norms. It is also important to recognize that not only women, but men, can be targets of workplace abuse. The goal of the training should be to create a safe environment for all employees.
It is important to acknowledge that workplaces that are free from rigid boundaries are more likely to be free from workplace abuse. It is therefore important to promote policies that will dismantle hierarchies and allow employees to share ideas and opinions. Institutions should also encourage open conversations about power and consent. These topics are often brushed under the carpet, but they are important to explore.
Real-world examples of workplace abuse training can give your employees real-life examples of the type of behavior you don’t want them to engage in. According to a recent study, men are more likely to blame victims when harassment occurs. In fact, more than half of harassed women say that they feel as though they are not believed. The good news is that there are ways to reverse this trend. Bystander intervention training is one such way.
The largest number of workplace abuse charges came from the food and hotel industries. The next highest number came from the retail industry. The media industry recorded less than three percent of complaints. Unfortunately, these cases are rarely resolved by companies because of their fear of lawsuits. In fact, many companies keep their verdicts from victims, which mean that victims often feel discouraged, angry, and frustrated.
A company should include workplace abuse training as a part of its new employee orientation program, annual refresher courses, or managerial education. Typically, employers will post videos or make their employees take comprehension quizzes. While online workplace abuse training is not a replacement for in-person education, it can be a valuable tool for your company. It can also make employees feel more valued.
One advantage of online workplace abuse training is that it allows for flexibility. Since entire teams aren’t always available to take an education session at the same time, online sexual harassment training is a convenient alternative. Furthermore, online education allows for the re-use of information, which is especially important in an organization with a culture of respect.
Often, bystanders may not be able to intervene because the harasser is intoxicated, but they can use the power of diffusion and interruption to make the situation better. Bystanders can also seek out a supervisor or file a report. Bystanders can also be a resource for victims of workplace abuse.
Bystanders face many of the same psychological barriers as the harassment victims. They often fail to intervene because they fear a negative reaction, and they believe that it is not their fault. This is called the bystander effect, and it is a widely recognized phenomenon. It occurs when multiple people witness an emergency or inappropriate situation. When these bystanders fail to act, they may be a contributing factor to perpetuating an unsafe work environment.