Hashtags Aren’t Enough
to Reduce the Incidence of Harassment
The #MeToo movement has generated tremendous, and long overdue awareness about sexual harassment. While this is a welcome change, it also means that employees are now more attuned to behaviors that can constitute harassment at work, increasing the risk of liability. Time's up - you need a better harassment prevention strategy.
It’s not enough to tell people what not to do. Real prevention starts with understanding.
We offer a variety of harassment-prevention learning and development services tailored to the needs and budget of your company. All of our approaches tackle the issue at its roots, not with “training” that merely communicates rules, laws and policies. Employees must understand the fundamentals that inform workplace harassment before they can invest in efforts to make change.
Don’t Train, Change Workplace Culture
Through diffusion, not dictates. Seeding the workplace with employees who understand harassment is the best way to organically promote change. Peers learn best from peers, so let staff educate themselves and each other. Resistance occurs when staff are confused about the reasoning for policies, and resentful of feeling patronized.
Letting staff do all the work is not only more efficient, but it’s far more effective.
start addressing harassment In all its Forms
it’s actually easier to talk about all kinds of discrimination than any one form by itself.
Everyone is impacted by marginalization in some way, but if you only have a conversation about how women or people of color are discriminated against, it generates defensiveness.
Sexual Harassment Isn’t the Only Type of Harassment That Can Expose You to Liability.
Focusing solely on just one type of harassment is also inefficient. If you want to do something about harassment in the workplace, then implement a holistic approach that results in universal competence through employees’ own insights. When staff can relate to others who are at most risk for harassment, then they develop empathy - for all groups.
Let’s Be Honest… Employees Hate Harassment Training.
So stop it. It only confuses employees, and furthers discord, disconnection, and disharmony. Training is telling, facilitating is giving staff the opportunity, and credit, to own the insights and conclusions they reach.
Workplace Harassment Claims
The “Dos and Don’ts” Don’t Work!
Effect real change by teaching the fundamentals of harassment. When employees understand harassment, its roots, and how it affects everyone, including themselves, it generates empathy. And empathy leads to change.
Produce your own EEOC compliant Training videos
specific to your industry, work environment, culture, and needs.
When companies develop their own, in-house EEOC compliant harassment and discrimination videos, it produces evergreen and relevant training materials that reflect the precise ways problems can manifest in YOUR workplace. Staff don’t have to translate generic scenarios into their experience, or be subjected to dated, hackneyed videos that make it difficult to take the issue seriously.
But the process does so much more, and takes professional development and team building to the next level through behavioral science and affordable, high quality production services that we work with staff to produce. Through this process, participants learn about, and become leaders in the effort to reduce the incidence of harassment. They also become your company’s policy experts, opinion leaders, and models for appropriate workplace attitudes and behaviors.
Additionally, these videos can do accomplish more than just EEOC training. Customized training materials can also orient new staff, convey expectations, communicate policies, and mold workplace culture according to YOUR COMPANY’s mission and values.
Research Shows that Digital Video Has the Power to not only educate, but Change Behavior!
The proliferation of digital video is changing the way people learn, and can improve outcomes, change company culture, modify behaviors, streamline HR practices, and so much more. In order to be effective, however, they must be infused with behavioral science prescriptions that research shows result in critical thinking, shifts in attitudes, and ultimately behavior change.