Workplace Sexual Harassment Training – As a HR professional, manager or business owner what can you do if you think that there may be a problem but you don’t have any actual complaints or any evidence on which to base an investigation or take action?
The answer may be training and this applies to bullying, harassment, discrimination and any other forms of misconduct.
Training is an effective way of putting your staff on notice that poor behaviour will not tolerated in your organisation, but what needs to be included?
A clear opening message: Often as part of this sort of workshop/session during my introduction I will say word to effect;
“In addition to being a trainer, I am a workplace investigator, I spend a lot of time investigating complaints of sexual harassment/bullying………… and part of the reason for this session is to let you know about what not to do, unless of course you want to be sitting opposite me or someone like me being interviewed.”
I find this works quite well and gets a lot of positive feedback from HR managers.
A clear definition about what is and what is not sexual harassment: It is important that your employees understand what constitutes sexual harassment or bullying etc and how those boundaries are applicable to your business/organisation and how they relate to your policies and Code of Conduct
A section on the myths surrounding sexual harassment: This section allows your employees to discuss and comment about many commonly held myths about what is and what is not appropriate behaviour. This article provides more details
A section on consequences: Your training program should include a section clearly detailing the potential consequences for breaching your policies and behaving in a sexually harassing manner.
A section of what you should do if you are a victim or a witness: It is important that victims know that they should and can report the matter. This means ensuring that you have a trusted and responsive reporting mechanism and/or HR department. It is also important for witnesses to know that they should not just stand by and do nothing and for witnesses to image if it were them.
Legal responsibilities: This final section should cover the law and cases that are relevant to illustrate the potential and actual legal consequences of sexual harassment.
Workplace Sexual Harassment Training – Other articles that may be of interest
Workplace Sexual Harassment Training – AWPTI can provide interesting and engaging training programs designed to assist you to inform and manage your employees. We have a specialised workplace sexual harassment training program. More details here
We also have an understanding sexual harassment manual available for purchase, for details or to order
AWPTI – workplace investigation Sydney and through-out NSW, QLD and Victoria. Workplace training national wide
Misconduct investigations, bullying investigations, harassment investigations & sexual harassment investigations, complaint investigations, grievance investigations, discrimination investigations
The author Phil O’Brien is a highly experienced and skilled workplace investigator and trainer who can take the stress out of conducting workplace investigations into bullying, harassment, sexual harassment, discrimination and other forms of misconduct.
You can contact me on 02 9674 4279 or email@example.com
This is general information only. It does not replace advice from a qualified workplace investigator in your state or territory. It is recommended that should you encounter issues in the workplace that you seek advice from suitability qualified and experienced workplace investigators.
This is general information only. It does not replace advice from a qualified legal professional or workplace investigator in your state or territory. It is recommended that should you encounter issues in the workplace that you seek advice from suitability qualified and experienced legal professional or workplace investigators.