Law changing regarding sexual harassment training

If you are an employer, a professional practice owner, business owner – or even a “mom and pop shop” you need to be aware of a significant change in the laws regarding sexual harassment training of your employees.

Although for years I’ve been saying “it only takes two people” to have a complaint of harassment, some employers have failed to train their staff because up until January of 2020 the law demanded training only if you had 50 or more employees.

As of January 1, 2020 any company with 5 or more employees must offer a full two hour training to prevent harassment, discrimination, bullying, or abuse – sexual or otherwise.

The #Metoo movement has had a powerful impact on this issue.  People active in this movement are determined to protect us all from sexual misconduct.  They now have the law on their side.

SO, I strongly urge you to make sure all your employees are trained.  There are several options available to you.  If at all possible, have a face-to-face training.  That’s the best because when I do them they are highly interactive with lots of group discussion and role-playing.  People really come away understanding the issues – and not wanting to hurt others – they start to behave more courteously and professionally.

Your second alternative is to go to Illumeo and purchase on-demand courses for your employees.  I’ve created a few different training programs.  One is one hour – which will be obsolete by the beginning of 2020 and the other is a two hour training for staff.  That’s the one you will want.  There is also a two hour training for supervisors. Managers and owners. 

Please don’t wait for a complaint to lead to ill-feelings and a lawsuit.  Train your people as soon as possible – and every other year thereafter.

Contact me for more information:  ArLyne@DiamondAssociates.net and for on-line training, contact Joh Kogan:  Jkogan01@Illumeo.com.

#MeToo could become #YouToo

It is shocking to learn how many companies are still avoiding offering training in proper workplace behavior (alias:  Preventing Harassment , Discrimination and Bullying in the Workplace.)

Others, onl;y thinking about the cheapest and easiest are providing the basic on-line training complimenting themselves on being in compliance.

Sure, you may be in compliance, but the research has shown that poor to mediocre training doesn't make any change.  If you want to really change attitudes and behavior you must provide opportunities for discussion, Q&A and role-playing.  This can only be accomplished with face-to-face training.

My clients report having far greater understanding  of why behavior that they thought was OK was actually found to be offensive by others.

So - do you want a lawsuit?  Do you want to have to fire someone who misbehaved?  What bout you losing your job and reputation - it has happened to prominent CEOS.....

Does sexual harassment training
reduce incidents of harassment?

Since 2005, California employers have been required to conduct a minimum of two hours training in preventing sexual harassment and discrimination for companies with more than 50 employees..  Now, prevention of bullying is mandated to be added to that training. 

Does it do any good?  Some research suggests no it doesn’t.

BUT, which training are they using as their study group?  Is it the typical on-line training conducted by attorneys who share facts and figures and offer scare tactics?  If so, I’d bet it doesn’t make any social or behavioral changes. 

Years ago there was a significant body of research conducted to find out if psycho-therapy worked.  In general the finding was that there was no significant change in the thoughts and behaviors of those receiving therapy.   This was when all therapists were lumped together.  However, there was significant positive change in those clients/patients that were treated by therapists considered to be outstanding by their peers. 

In other words, great therapists produce great results.  Mediocre therapists produce mediocre results – or none that is discernable at all.

I offer you the same theory when evaluating the effectiveness of sexual harassment training.  Who is conducting the training?  What is their background in the ability to communicate in a manner that is effective in changing beliefs and behaviors?  How is the training being conducted?  Is it an on-line education type training – in which case there is no possible interaction or role-playing – or is it a face-to-face training allowing for discussion, questions and new learning to actually take place? 

There is nothing more valuable than face-to-face training conducted by someone who knows how to draw people out, offer examples that resonate with them, and really effect change.

Yes, on-line training saves money.  I too have created on line trainings for Illumeo and Lorman.  They are good because I rely more on examples than statistics or scare tactics, but they are not half as good as my face-to-face training. 

So, do you want to just be in compliance with the law, or do you want to really get your people to understand and accept how certain behaviors are perceived by others. 

You get to decide.  BUT, if as the research shows, on-line training isn’t very effective are you saving pennies but run the risk of losing millions in law-suits?

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