Why Anti-Harassment Training Needs Your Employee’s Attention

We recently released a video about anti-harassment training in wake of the allegations against San Diego’s mayor a few months back. Here’s the video if you haven’t seen it yet:

Main reason we’re bringing that up again is, well… there have been two more sexual harassment lawsuits filed - this time in the Los Angeles City Council’s office. The allegations caused two city officials to speak out against the lack of training. They spoke out on how every employee must be required to take anti-harassment courses, not just management. Most notably, the officials talked about how the training must stray away from the long, two-hour online courses and move to be in-person. However, the general manager in charge of the Personal Development branch in the city council stated that strictly relying on in-person training isn’t budget-conscious because it requires more time and investment.

But even with eLearning, anti-harassment course designs are most often tied to specific guidelines on length and how many times it needs to be refreshed. Now not every state law’s the same. Here’s a sample of the disparity:

--> California requires that sexual harassment training be no less than two hours long and that the courses be issued to supervisors within the 6 months of them being hired on.
--> Maine requires all employees and supervisors to receive training, yet the courses aren’t restricted by length. Also, the training need only be completed within a year of employment.
--> Texas requires state employees to receive sexual harassment training within 30 days of starting, followed by a refresher every two years.
--> Utah requires new hires to receive harassment prevention within 90 days of starting, followed by a refresher course every three years.

That doesn’t mean you have to complete the sexual harassment training in one sitting. While the move to make all sexual harassment training in-person isn’t an end-all-be-all solution, neither is delivering important compliance courses that run longer than the series finale of M.A.S.H. When you’re covering important topics on workplace harassment, discrimination and other courses related to company policy, you need your employee’s undivided attention.

Break up courses into smaller segments so employees have an easier time watching and digesting the content.

The administration is just as key as the message. Deliver a series of courses that are quick, easy to follow and contain the necessary information (state laws, preventative measures, etc.). Deliver them on a knowledge sharing platform with readily accessible courses that employees can interact with and refresh on from their smartphones, tablets, or computers.

See how ej4’s knowledge sharing platform, Thinkzoom, gives your company the keys to deliver anti-harassment and other compliance courses more efficiently.


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