Irrespective of whether you comply with any type of sexual harassment training legislation, jurors are increasingly reluctant to take a “check the box” method of harassment avoidance training; they wish to see training that’s interactive, memorable, encouraged by senior administration and delivered with a credible, well-trained presenter.
Given that an ineffective training program will provide little or no protection in the event of a lawsuit, let’s take a look at the essential components of an effective sexual harassment training program and identify some of the most common pitfalls.
Effort May Count – But Not Much
Harassment prevention is not an easy topic to teach. One reason many training programs are of such poor quality is that real mastery of the topic requires a high level of legal understanding coupled with the practical concepts understood by those who have a firm grasp of the day-to-day realities of the workplace.
Who Should Train
As the quality of fulfilment training has gradually become grist for the plaintiff attorney’s mill, the selection of an outstanding training provider is a critical business issue. The advantages of in-house HR or training personnel include cost and the fact that such staff is knowledgeable about the particular workplace, the employees being trained, and the particular business or industry.
On the other hand, sexual harassment prevention is a topic in which knowledge is essential but not sufficient as some of the most challenging components for instructors are anticipating and responding to the challenging questions and negative attitudes of course attendees.