What are your methods for harassment training and presentations?

Employees should be made to understand that with harassment/discrimination claims there can be personal liability, so it will not necesarily only be the employer that is vicariously liable if an incident goes legal.

Training them will enable the company to show that they took reasonable steps to prevent harrasment/discrimination from occurring, which will be a defence in the event of a claim. Once employees see that they may be held personally accountable for such actions, rather than simply the employer, perhaps they will sit up, listen and take these presentations more seriously. That certainly works in the presentaions that i do for staff and clients. Its not scare tactics, just telling it how it is.

I hope this helps.

Anti harassment training should build around two themes: Why workplace behavior matters, and why certain behaviors are particularly troublesome and can result in complications, discipline or discharge. It is very important that the person training not lecture people about what not to do, but build an understanding about the goals of anti-harassment laws-- to ensure that everyone can do their job, compete for promotion (if the wish) and have the opportunity to succeed without interference by others based on their identity. Real world examples of the impact of discriminatory or harassing behavior should be taught along with the concepts of pervasiveness, unwelcomeness, the reasonable person and tangible harm. Furthermore, everyone should understand why people don't speak up. Use examples that everyone can relate to. Finally, encourage people to build trust around them so they will get feedback, and tell them how to deal with concerns. I always make sure they recognize that research is very clear that these problems don't go away by themselves. I always give participants ambiguous situations and let them grapple with how the employer should deal with it.
The trainer must be knowledgeable but neutral, and willing and able to empathize with those who find workplace laws frustrating or unreasonable, while pointing out that just as we wear particular clothes to the workplace, we bring particular behaviors based on the expectations of our employers -- and that most employers aren't just wanting employees to obey the law, but to create a climate where people are comfortable, connected and safe.

Training should begin with questions:

...What is the purpose of the training?
...What outcome(s) do you want?
...Who is your audience?

Once you've answered those questions, the next hurdle is keeping the audience's interest. A real life example, in the form of a story, often gives employees what they want (entertainment), and what they need (knowledge/understanding).

There is an old saying "hit them where they live", and in this case it is certainly true. Putting the law (and company policies), in their vernacular makes the lesson easier to get. It brings things into focus.

Immediately after the training, it is advisable to have "conversations" one-on-one with employees to ask how they are doing, is there environment free of harassment, etc. And, if you do so -- be sure you follow up on any data you are given, including with employee who gave it to you.

Confidentiality is paramount.

Fran, yes, I should have added that. What I meant was, to keep it as confidential as possible. It is always important to explain that your ability for confidentiality only goes so far. Thanks for the reminder!

HAPPY HOLIDAYS!