Workplace Harassment Prevention Training

Everyone should feel safe and welcome in their workplace. Harassment is defined, by to the Equal Employment Opportunity Commission (EEOC), as "offensive jokes, slurs, epithets, or name calling, physical assaults or threats, intimidation, ridicule or mockery, insults or put-downs, offensive objects or pictures, and interference with work performance." Harassment prevention training is when a company teaches staff members how to identify and respond to any workplace harassment.

Workplace harassment refers to unwanted and offensive behavior in the workplace that is motivated by race, color, national origin, sex (including pregnancy, gender identity, and sexual orientation), religion, disability, age (40 or older), or genetic information. Offensive or insulting jokes, racial or ethnic slurs, pressure for dates or sexual favors, unwelcome comments regarding a person's faith or religious garb, or offensive graffiti, cartoons, or photos are all examples of harassment.

Harassment can occur in a variety of situations at the workplace, including the following:

• The harasser could be the victim's supervisor, an employee of the employer, a coworker, or a non-employee.
• The victim does not have to be the person harassed; anyone affected by the objectionable behavior could be the victim.
• Unlawful harassment might occur without causing economic harm or discharging the victim.

There are two primary types of harassment prevention training, each covering a separate set of rules and regulations:

• Employee Training - The training should emphasize the company's commitment to a safe workplace and its anti-harassment policy. It should cover handling harassment, identifying unacceptable behavior, and filing complaints. Resources for victims of sexual harassment should be provided, including locations, hotlines, and websites.
• Manager Training - In addition to the subjects covered in employee training, managers should learn about strategies to create a harassment-free workplace and protocols for handling harassment incidents. During training employers should communicate to managers the zero-tolerance harassment policy, as they are also responsible for handling, investigating, and resolving complaints.

Harassment prevention training helps create a safe and respectful workplace by educating employees on recognizing, addressing, and preventing workplace harassment. It promotes compliance with legal requirements, reduces incidents of harassment, and fosters a positive organizational culture.

Yes, harassment prevention training is required in many states and industries to comply with federal and state laws.

In fact, The U.S. Equal Employment Opportunity Commission (EEOC) recommends that employers across all states periodically provide harassment prevention training to all employees, ensuring they are aware of their rights and responsibilities.

Requirements vary by location and workplace size, so check your local regulations to ensure compliance.

Harassment prevention training should cover the definition and types of harassment, relevant laws and regulations, reporting procedures, and steps for addressing and preventing harassment. It may also include case studies or interactive scenarios for better understanding.

The course you need depends on your industry, role, and local requirements. For most workplaces, a course that meets state compliance standards and includes topics such as harassment laws, reporting guidelines, and prevention strategies is ideal. You should also make sure the training is provided by a trusted source in HIPAA compliance.

If you are experiencing harassment in the workplace it can feel scary and isolating, but we want to reassure you that there are steps to stop harassment.

1. Understand Your Rights

It is so important to be able to recognize when you are being harassed at work. If you see or experience workplace harassment, you should report it to your supervisor. It's your responsibility to check your workplace's anti-harassment policy and report incidents.

2. Tell the Harasser to Stop

A victim of harassment should make it clear to the harasser that his or her behavior is inappropriate and that the harassment must stop. If this does not work, or if the victim is too afraid to face the harasser, the victim can send a letter telling the harasser.

3. Notify a Supervisor or the Human Resources Department

A victim of harassment should notify a supervisor and/or the Human Resources Department. The victim can inform the Human Resources Department of the efforts taken to cease the harassment and what they would want to see happen next. Understand that you are not only protected from the harasser and from the employer failing to protect you. Reporting harassment will not result in job loss.

Harassment in healthcare is a major problem. Its prevalence is due in part to hierarchical structures, male-dominated environments, and a culture that has largely tolerated violations in the past. To prevent such incidents, healthcare organizations should implement steps to create a safe environment for all healthcare professionals:

Evaluation the Problem - Healthcare organizations should be trained in harassment and discrimination prevention. Then they must evaluate the problem internally by measuring its prevalence and severity, establishing open reporting, and connecting with supervisors. They should poll staff annually anonymously and measure progress to identify areas for improvement.

Policy Improvement - Healthcare companies should establish a safety, respect, inclusion, and equality policy, including standards of conduct, sexual harassment reporting, institutional responses, secure reporting methods, and victim counseling to reduce biases.

Follow Through and Accountability - Recent research highlights the need for clear, consistent policies to prevent sexual harassment, arguing that judicial interpretation can lead to institutions focusing on symbolic compliance rather than prevention.

Human Resources is responsible for enforcing strict policies, communicating zero-tolerance, and breeding trusts employees. Organizational responses, such as penalizing perpetrators and limiting cover-ups, can mitigate retaliation, professional advancement hurdles, and additional trauma, while independent external investigations ensure objectivity.