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Leading Harassment Training Even When Harassment Training Is Not Your Expertise.

Updated: Feb 9, 2023



As harassment becomes an increasingly relevant and sophisticated issue across all industries, it’s crucial to have a clear plan for addressing all potential problems that could arise. One of the best ways to ensure your team is adequately informed on what constitutes unacceptable behavior is through comprehensive, high-quality harassment training.


And while having an HR professional lead or spearhead this type of education program can be beneficial, there’s something even more compelling: having a leader introduce the importance of such training from recognized experts. So why exactly is it so essential for a leader to get involved with introducing their team members to workplace harassment policies? What unique benefits come from employing this approach?


Let's explore those answers and discuss how you can leverage leadership when enacting successful anti-harassment programs in your office.

Overview

Having a leader introduce the importance of harassment training can positively impact an organization. This is beneficial not only to employers but also to employees and customers alike.


When a leader introduces the importance of harassment training, it sends a strong message to everyone in the organization that such behavior will not be tolerated. Simultaneously, it also means that any employees or customers who experience or witness harassment will know they can come forward and be heard. Agencies, plaintiff's attorneys, judges, and courts will also have to acknowledge that the organization takes anti-harassment concepts so seriously that the leadership takes workplace safety exceptionally importantly.


Harassment training further empowers individuals by providing education regarding what constitutes harassment and how to handle those concerns. Employees and customers can understand their rights and be confident they will be respected in the workplace because they know their concerns will be taken seriously, even by senior leadership. It also allows them to recognize something wrong within the organization or society.


By having a leader introduce harassment training, organizations are demonstrating their commitment to creating a safe work environment. This can help build trust and safety between employers and employees, as well as with customers. It also shows that the organization is committed to creating a safe and respectful culture. This can improve employee morale, engagement, and productivity.

The Three Primary Types of Workplace Harassments

Verbal Harassment

Verbal Harassment is one of the most common forms of workplace harassment. It can include things like insults, threats, and other disparaging comments. Verbal harassment can also be subtle, such as gossiping or spreading rumors about someone. It’s important to note that verbal harassment isn’t limited to direct interactions with coworkers—it can also take place online, such as on social media sites.


One prime example of verbal harassment is bullying. Bullying is any type of repeated, aggressive behavior that can cause physical and emotional harm. This can include name-calling, teasing, verbal abuse, threats, or exclusion from the group.

Physical Harassment

Physical harassment in the workplace can take many forms-- from inappropriate touching or verbal abuse to physical assault. It can affect anyone, regardless of gender, race, age, or other characteristics. It can have a serious impact on an individual’s mental and physical health, as well as disrupt the entire work environment.


Inappropriate touching is one of the most common forms of physical harassment in the workplace. This includes any unwelcome contact, such as a pat on the back or an arm around the shoulder that makes a person feel uncomfortable or scared. Other examples include sexual advances, unwanted kisses, and hugs, poking, pinching, and brushing up against another person without consent. All of these can be considered physical harassment and should not be tolerated.

Sexual Harassment

Sexual harassment is one of the most serious forms of workplace harassment. Unfortunately, it has been an issue in work environments for generations. Sexual harassment is defined as unwelcome verbal or physical advances or any other form of sexual behavior that creates a hostile environment.


Sexual harassment can come in many forms. It can include unwanted touching or hugging, telling jokes or stories with a sexual connotation, or displaying sexually suggestive pictures. Making inappropriate comments about an employee’s appearance or body and inviting someone to engage in sexual activity among many others can also be a form of sexual harassment.


Sexual harassment is not only damaging to the morale of employees, but it can also lead to legal consequences for both the employer and the harasser. According to federal law, it is illegal for an employer to allow sexual harassment in the workplace, even if it is unintentional. This event can result in significant legal fines and penalties. That's why employers need to take steps to prevent sexual harassment in the workplace by having a clear policy on what constitutes unacceptable behavior. It's equally vital to make sure that employees are trained on how to recognize and prevent it.

5 Reasons for Having a Leader Introduce Harassment Training

Strict Adherence to the Law

A leader introducing harassment training is essential for employers to comply with the law. Harassment and discrimination towards employees are illegal and punishable by law. By having a leader who powers harassment training, employers can ensure that their employees are fully informed of what constitutes inappropriate behavior in the workplace. Doing this keeps the organization up-to-date with the latest laws and regulations and establishes a culture where employees feel respected.

Building an Effective Workplace Culture

A leader introducing harassment training is also essential for creating an influential workplace culture. When employees are aware of the consequences of inappropriate behavior, they are less likely to engage in it. This allows employers to strengthen their organizational culture and create a safe environment for all employees. Additionally, having a leader introduce harassment training can help organizations create a healthy work environment where employees are encouraged to be proactive and take pride in their work.

Developing Professionalism

Finally, having a leader introduce harassment training can help develop professionalism in the workplace. Employees must understand that professional behavior is still expected even if they disagree with specific policies or rules. By having a leader introduce harassment training, employers can ensure that all employees understand and adhere to the organization's rules and regulations. Additionally, it sets an example for other staff members who may lack professionalism.

Effective Risk Management

Having a leader introduce harassment training is also vital for effective risk management. Organizations that fail to provide adequate training may be held liable for harassment or discrimination in the workplace. Employers can protect themselves from potential lawsuits by ensuring employees are informed about their rights and responsibilities.

Prevention of Issues

It is also crucial for leaders to introduce harassment training to prevent issues from arising in the first place. Promptly addressing any potential violations of laws or policies can help employers avoid costly legal action down the line. Therefore, having a leader introduce harassment training can help organizations protect themselves from future risks and create an effective workplace culture.

4 Benefits of Having a Leader Introducing Harassment Training

Workers Will Feel Safe at Work

When a leader takes the initiative to introduce harassment training in the workplace, it impacts far beyond just being compliant with regulations. It sends a powerful message to employees that their safety and well-being are essential to the organization. With this knowledge, workers can rest easy knowing that their employer is committed to creating a safe environment.


Harassment training is a way to ensure that people are aware of their rights and obligations and an effective tool for preventing workplace harassment. By educating employees about these issues and what behaviors constitute inappropriate behavior, organizations can take meaningful steps toward creating a respectful environment with clear boundaries. Knowing these boundaries exist and potentially unacceptable behavior will not be tolerated can give workers the confidence to speak up if they experience or witness harassment.

Employees Will Learn How To Recognize Harassment and How To Address It

Having someone at the top of an organization set the tone for employee conduct is crucial and can even help prevent such incidents from occurring in the first place. A leader who empowers harassment training in an organization plays a crucial role in ensuring employees receive the knowledge and resources they need to understand and identify inappropriate behavior in the workplace.


Employees who receive harassment training from a leader will also benefit from understanding what constitutes appropriate workplace behavior. Even more, they will also learn to recognize signs of harassment and distinguish between acceptable and unacceptable behavior. Doing so enables employees to not only identify when they or someone else is being harassed but also take the necessary steps to address it.

It Can Alleviate Fears About the Consequences of Reporting Infractions

When an organization has a leader introducing harassment training, it can create a positive learning environment with clear expectations that all employees must follow. This is especially important when there is the risk of some individuals feeling uncomfortable or apprehensive about reporting infractions. A leader’s presence during such discussions can help establish trust and make employees feel safe to speak up and share their experiences.


Having a leader introduce harassment training also allows employees to feel comfortable coming forward with any issues they may be having in the workplace. They will know that someone in authority can help them address any concerns, rather than feeling like they must stay silent or fear being judged for speaking out. This can encourage employees to be more open and honest with management and find solutions to issues quickly.

It May Significantly Influence Their Lives Both Within and Outside of the Office

The presence of a leader when introducing harassment training can also have a powerful effect on how seriously employees take the issue. It sends a clear message that the company takes workplace safety and respect very seriously and is committed to creating an environment free from discrimination and harassment. It also demonstrates that company leadership values employee well-being above all else.


For employees, the presence of a leader during harassment training can have a lasting and powerful impact on how they approach the issue in their own lives. It can be an opportunity for employees to learn how to recognize and respond to inappropriate behavior before it becomes an issue and to understand the importance of advocating for themselves and others.

The Significance of Educating Employees on Harassment Policies

Educating employees on workplace harassment policies is essential for any organization that values its people and wants to create a safe, respectful, and inclusive environment. Harassment can take many forms and even occur without the victim being aware of it, so having clear guidelines in place helps ensure all employees are treated equally and with respect. When employees understand what constitutes harassment and the consequences of engaging in such behaviors, they are more likely to avoid them altogether or report any incidents that may occur.


Additionally, training employees on workplace harassment policies can help protect organizations from costly legal action. Employers who have taken steps to prevent workplace harassment by educating their staff are more likely to be seen as responsible should a situation arise. This can help protect their legal interests and limit the potential financial damages resulting from a lawsuit.


Finally, educating employees on workplace harassment policies can create a culture of respect and equality within an organization. When employees understand what is and isn't acceptable behavior, they are more likely to treat each other with dignity and respect. Such a culture can create a better work environment for all. Thus, increasing job satisfaction and productivity within the organization.


Employers must protect their employees from harassment in the workplace. Training staff on harassment policies is one of the most effective ways to do this. It ensures everyone knows what constitutes unacceptable behavior and can take action if necessary.


Letting employees undergo such training can also help protect employers from costly legal action and create a culture of respect and equality within their organization. Ultimately, employers must take the time to educate their employees on workplace harassment policies to ensure they are providing a safe workspace for all.

The Need for Leaders to Set an Example and Lead by Example

Leaders are often seen as examples of professionalism, integrity, and excellence. They are expected to lead their team in an inspiring and motivating way. This can be done by setting an example for others to follow.


Leadership requires more than just giving orders or delegating tasks-- it also involves taking responsibility for the success or failure of a group. Leaders who lead by example demonstrate the importance of the task and how it can be accomplished efficiently.


People who lead must set an example by exhibiting desirable behavior, such as treating others with respect and kindness. Besides showing empathy towards employees and colleagues, leaders should encourage dialogue between team members while consistently recognizing successful work. They should also partake in building an active interest in employee growth are all critical aspects of setting a positive example.


Every leader should strive to be an ideal role model by demonstrating confidence and competence in their field. They can create a positive work environment that fosters collaboration and creativity by being organized, productive, and dedicated. It is also crucial for leaders to stay up to date on trends and changes in the industry and be aware of any potential challenges that may arise.


People who see leaders who lead by example view them as more reliable and trustworthy. Thus, helping the organization build a strong team environment. They can inspire dedication and motivation by demonstrating their commitment to the organization’s values and objectives.


Leading by example is essential for organizations to succeed and reach their goals. Working with an inspiring leader can help create a healthy and productive work environment. It can even foster employee engagement and ultimately result in better results.


An effective organization starts with an influential leader. So, they need to remember that their actions have a ripple effect. Setting an example and leading by example can help create a culture of excellence within the organization. When a leader does this, everyone will undoubtedly benefit from it.

Encouraging Employee Participation in Training and Understanding the Importance of It

When it comes to training and development, employee participation is paramount. That's because it allows employees to gain new skills and knowledge to help them succeed. Remember that a well-trained team can make a business thrive. So, it’s essential to understand the importance of encouraging employee participation in training initiatives.


One of the most effective ways to encourage employees to participate in harassment training is to ensure that the courses are engaging and informative. It means creating content relevant to the company and its industry. It should also include the particular objectives of each training program.


When employees see how their learning contributes to achieving organizational goals, they are more likely to feel encouraged to participate in the training course. Furthermore, if the content is presented dynamically and interactively, employees will be more engaged and interested in the training.


Another critical factor to consider when encouraging employee participation in training is motivation. Providing incentives such as bonuses or promotions can help encourage employees to participate, but it’s also important to recognize their efforts when they do. Acknowledging the accomplishments and progress of employees can be a powerful motivator for them to continue participating in training initiatives.


Finally, it’s essential to ensure that the training program is accessible to all employees. If some members of your team cannot attend in-person classes, consider offering online courses or webinars. Additionally, ensure that the training materials are easy to understand and use so that everyone can benefit from them.


Encouraging employee participation in training is essential for any organization’s success. By creating engaging content, providing incentives and recognition, and making the training program accessible to all employees, businesses can ensure that their staff is adequately trained and prepared to help the company achieve its objectives.

Ensuring That Employees Fully Grasp the Concepts Discussed During Training

Ensuring that your staff fully understands the concept is essential in any workplace. Employers must ensure that their employees understand the concepts they cover during training and can apply them effectively on the job. There are several strategies employers can use to ensure this understanding is achieved. Let's take a closer look at a few of them:


Employers should provide meaningful feedback. This could include offering verbal praise for a task well done or constructive criticism if an employee makes a mistake. This feedback should be provided promptly so that employees can learn from their mistakes and understand their expectations. Furthermore, employers should provide opportunities for employees to ask questions during training sessions; this will help ensure that misunderstandings are clarified immediately rather than becoming more deeply ingrained.


Employers should use various methods to help employees better understand the concepts presented during training. For example, employers can have employees complete quizzes or write essays to demonstrate their understanding of a given topic. Employers may also videotape the training session and review it with their employees after the fact. This provides an opportunity for discussion and allows employers to gauge the employee’s level of comprehension.


Employers should find ways to make training more interactive. By allowing employees to engage in role-playing or problem-solving exercises, employers can help ensure that their employees fully understand and comprehend the concepts discussed during training sessions. Additionally, providing hands-on experience whenever possible can help ensure that employees remember and apply on the job what they learned in the training session.

Steps Leaders Can Take to Ensure Maximum Retention from Their Introduction of Harassment Training

When introducing harassment training to an organization, leaders have a responsibility to ensure that the information given is retained. To do this, they should take a few steps to maximize retention and create an environment of understanding.


  1. Keep an open line of communication with employees regarding harassment training.Establish a clear and consistent policy on acceptable behavior, and provide employees with the opportunity to ask questions or express any concerns. Make sure employees understand why this training is being conducted, as well as how it will be implemented and enforced.


  1. Ensure that the training material is presented in a way that resonates with the trainees. This can be done through interactive activities or simulations that help bring the material to life. Additionally, make sure that the material is tailored to the organization’s specific needs and challenges.


  1. Encourage employees to take ownership of the training by creating an environment in which discussion about harassment is welcomed and encouraged. Allow employees to share their experiences and express their opinions without fear of repercussion. This will help ensure that the training is taken seriously and will make it easier for employees to remember the material.


  1. Follow-up with employees after the training has been completed. Ask questions about what they learned and encourage feedback on how effective the training was or any suggestions for how it can be improved in the future.


  1. Provide resources and tools to employees that can help them better understand the material. This could include online courses, books, or videos that review the basics of harassment training. For instance, discussing a case study that highlights how harassment can manifest in the workplace may help employees retain information better.


  1. Promote a culture of respect within the organization. Leaders should be setting an example by treating all employees with dignity and respect, regardless of their role or position. This will create an atmosphere in which employees are comfortable speaking up if they feel harassed or discriminated against.

What Should the Management Do to Prevent Sexual Harassment?

Identify Subtle Harassment

If the management is serious about preventing sexual harassment in the workplace, they must first have an understanding of what constitutes subtle harassment. Subtle harassment can take many forms and is often harder to detect than overt forms of sexual harassment. Some examples of subtle harassment include:


● Unwanted physical contact that may be interpreted as a sign of intimacy or flirtation.


● Unsolicited sexual comments or compliments about a person's physical appearance, clothing, or behavior.


● Pressure for dates or unnecessary communication outside of work hours.


● Persistent requests for personal information such as phone numbers and addresses.


● Invasions of personal space through prolonged stares, unwelcome touching, leering, and other similar conduct.


● Intimidating or threatening behavior, including gossip and other forms of spreading rumors.


The management must be aware of these behaviors and ensure they are not accepted or tolerated in the workplace. Furthermore, they should have a policy in place that clearly outlines the expectations for proper conduct in the workplace and the consequences for those who do not adhere to them.

Offer and Announce Accessible Reporting Avenues

Creating an effective way of reporting sexual harassment is one of the most important steps that a management team can take to ensure a safe and productive work environment. By offering an accessible avenue for employees to report inappropriate behavior, they are sending a clear message that sexual harassment will not be tolerated.


One option is to provide employees with access to an online form that can be used to anonymously report any incidents of sexual harassment. This could help prevent the victim from feeling vulnerable or intimidated when reporting the issue, and it allows management to investigate the matter further in a discreet manner. Additionally, anonymous reports provide an avenue for employees who may not feel comfortable going through their formal HR process.


Another method for offering accessible reporting avenues could be to set a designated spokesperson for employees to contact in the event of an incident. This individual should possess the necessary training and experience to handle such delicate matters. Furthermore, management should ensure that any emails or contact numbers are available on company intranet and other company communication channels so that no employee is left in the dark.


The most important step management can take to make sure that this avenue is accessible is to create an open dialogue around the issue of sexual harassment. It should be made clear that any complaints or reports will be taken seriously and kept confidential, and those found guilty of such behavior will face appropriate disciplinary action.


Also, employees need to know who they can turn to if they experience or witness any form of sexual harassment. When companies promote an open culture around the issue, management is providing a safe and accessible avenue for reporting inappropriate behavior.

Take a Zero Tolerance Approach

Another one of the key steps to preventing sexual harassment in any organization is to take a zero-tolerance approach. This means that all forms of sexual harassment, from subtle comments or jokes to physical aggression, must be addressed immediately and without hesitation.


By implementing a policy of zero tolerance, organizations are sending a clear message that any type of behavior that makes anyone uncomfortable or demonstrates a lack of respect for others will not be tolerated. Organizations can take the following steps to ensure that their zero-tolerance policy is enforced:


Make sure all employees are aware of the policy and how it applies in their workplace. Provide clear definitions of what constitutes sexual harassment, as well as examples to help employees better understand the kinds of behavior that are not allowed.


Investigate all allegations of sexual harassment and take appropriate action to protect those affected. This may include disciplinary action for the person accused, counseling for anyone involved, and mandatory training sessions on proper workplace etiquette.


Establish an anti-harassment team or committee that will be responsible for handling complaints and addressing any issues that may arise. This specific team should be composed of representatives from various departments. Doing so ensures that in the organization so that all voices in the organization are heard.


By taking a zero-tolerance approach to sexual harassment, organizations can create an environment where everyone feels safe and respected. It will also show potential employees and customers that the organization takes this issue seriously and is committed to addressing it appropriately. This will send a strong message of respect that can have a positive impact on the organization’s reputation.

Conclusion

Leaders play an important role in setting the tone for their organizations and shaping workplace culture. As we’ve seen, introducing the importance of harassment training can have a positive impact on employees and help to create a more respectful and civil work environment.


If you’re interested in learning more about how our online harassment training solutions can benefit your organization, sign up now to learn more. We’re confident that you won’t be disappointed with the results.


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