Successful Anti-Harassment Training Focuses On Prevention Techniques And Inclusion Practices

Empower Employees Through Training Rooted in Great Storytelling That Teaches Empathy.

The Goal? To Build a Strong Sense of Community and Belonging    

WHAT DO WE KNOW ABOUT HARASSMENT AND DISCRIMINATION TRAINING?

Harassment and discrimination training is a compliance requirement and a strategic investment. We know that when done right, harassment and discrimination training will lead to a more inclusive and respectful workplace, reduce legal and reputational risks, and contribute to a more productive workforce. With the reported average cost to settle a harassment claim outside of court being $100K and the average annual loss in productivity per employee impacted being $225K, we need to lean into how people feel and show that leaders not only understand empathy but practice it.

BUT WHAT TRULY CONTRIBUTES TO LONG-TERM SUCCESS?

Competition for talent in today’s business landscape is fierce. Organizations winning this competition work to foster positive workplaces where employees have a strong sense of belonging. And what is a crucial factor in creating this type of work environment? A commitment to preventing harassment, discrimination, and inappropriate behavior. When employees trust their employers, and they feel safe and like they belong, they want to stay. They want to succeed. And they want the company to succeed. This overall sense of trust, belonging, and community leads to higher retention rates, improved employee and customer satisfaction, and a better reputation for employers.
 

WHY DOES PREVENTION MITIGATE RISK?

Organizations can impact positive change more effectively if everyone is empowered to prevent harassment. Prevention is the single best tool to mitigate risk. Prevention focuses on proactively avoiding situations that could lead to legal or ethical violations, rather than just reacting to compliance requirements.

WHY IS TRUST IN THE WORKPLACE IMPORTANT?

HR Acuity’s 2023 comprehensive study on workplace harassment and misconduct reports that 50% of employees experienced or witnessed workplace harassment or misconduct, but only 58% of these incidents were reported. The study highlighted various reasons for underreporting, including discomfort, skepticism about the handling of issues, (i.e., lack of trust), concerns about not being taken seriously, and fears of retaliation.
 
Employees are more likely to trust an organization that takes a proactive approach to addressing harassment and discrimination. When they see that a company is committed to both compliance and creating an inclusive culture, they are more likely to trust that their concerns will be seriously considered and addressed appropriately.

WHAT IS THE BEST WAY TO REACH EMPLOYEES WHO HAVE BECOME RELUCTANT TO PARTICIPATE IN ANTI-HARASSMENT TRAINING?

The short answer is to provide effective training. The more difficult answer to is create a culture free of harassment and discrimination. People often assume because inclusion is a priority of top leadership, employees want to learn about it. From compassion fatigue to empathy burnout to diversity weariness - there has been a shift. People are tired. For many, things have turned from we must do something to something should be done. And what that really means is that something should be done by someone else. In this environment, effective and up-to-date training is critically important.

In this post-COVID world, social justice and political issues constantly fill our newsfeeds, and the fight against intolerance is becoming, well, almost intolerable. This means that an unwillingness to accept views, beliefs, or behavior that differ from one’s own is on the rise. Training needs to be framed using storytelling techniques to help educate those who have become reluctant to even hear about these issues.

As more employees become hard-to-reach, harassment and discrimination training needs to be rooted in great storytelling where employees can see and learn from familiar situations. Through stories based on realistic and believable situations, employees will learn how others feel, and they will learn how empathy plays a central role in building the type of workplace culture where everyone is valued and welcomed.

SHOULD TRAINING ADDRESS BEHAVIOR THAT IS INAPPROPRIATE BUT NOT ILLEGAL?

Yes, because most of the behaviors that undermine positive workplace cultures are not illegal. The behaviors that are most corrosive are those that are inappropriate and occur in subtle ways every day. The best way to address these behaviors is with a training program that addresses unwanted behaviors that may not be illegal but still undermine workplace culture. Training that is built on the power of empathy through storytelling, prevention techniques, and upstander practices empowers employees by showing when and how to intervene, both in the moment and after the fact.
 

WHAT DOES AN EMPATHETIC APPROACH TO LEARNING LOOK LIKE?

This type of learning puts employees directly in the shoes of others. This allows employees the opportunity to see differing perspectives and backgrounds. Additionally, employees should have key moments of self-reflection as they learn. Teaching employees what is and is not harassment provides the ability to navigate those often-experienced gray areas. Every employee should have an opportunity to engage with complex situations to better identify when inappropriate behaviors cross the line into unlawful conduct. The use of real-time coaching and feedback should give employees practice on how to reframe situations to create more positive outcomes.

CAN EMPATHY BE LEARNED?

As reported by the NIH, and contrary to popular belief, empathy is a skill that can be learned and developed over time. Empathy allows everyone to better relate to their coworkers and clients and enhances communication. Also noted by the NIH, empathy induces an individual’s judgment and emotional experience of others’ behavior, making it easier to perceive others’ appeal for help, and promoting an individual’s prosocial behavior toward others. An article released from LinkedIn also shows that empathy can be learned through storytelling.

WHAT HAPPENS WHEN ANTI-HARASSMENT AND INCLUSION ARE INTEGRATED EFFECTIVELY?

DEI training and harassment prevention training are complementary - because they both aim to create an inclusive workplace culture. When the right prevention training integrates inclusion and is well-designed and implemented on a continuous basis, it will address harassment and discrimination at its core. This will interrupt intolerance and promote understanding, respect, and inclusion among employees with diverse backgrounds and perspectives, leading to a safer, more inclusive, and more productive workplace.

As you move forward with training that goes beyond compliance and focuses on prevention and inclusion, consider the question posed by Ron Kaufman, expert in Leadership Training and NYT best-selling author “Are you moving forward, or just moving?”. Create the change that your employees need to feel safe, valued and included - not only in the workplace but in all areas of life.

Author Bio

Jen Rein is a Marketing Content Manager. With 20+ years of experience in marketing, sales, operations, and client service, Jen now focuses on helping employers SHIFT their workplace cultures.