Sexual Harassment Training Plan
Sexual harassment training plan
The training will be done annually for all employees from the managers and supervisors to the subordinates. In addition, repeat trainings will be performed for new hires. They will also be furnished with the organization’s sexual harassment policy which they will read and sign off as part of the orientation process(Bond, 2014). The employees will be expected to gain an understanding on what constitutes prohibited behavior and sexual harassment, the distinction between a hostile work environment and quid pro quo harassment, their roles on the issue and how to report and who to report to when sexual harassment happens(Nickerson et al., 2014). Also, the managers and supervisors are expected to understand the legal and ethical implications of harassment in their organization, how to act on such cases and how to solve them. Moreover, the management and other employees are expected to commit themselves to preventing and condemning sexual harassment as well as fostering a positive working environment for all.
The training is to be performed through a face-to-face interactive workshop between. The interactive session ensures that not only do employees learn about sexual harassment but also get to ask questions and seek clarifications from the trainer (Bond, 2014). Additionally, employees are able to participate in the open forumwhich is meant to further reinforce their understanding on the issue. The sessions will be performed over a period of one week so that employees in different locations or performing different shifts also get the chance to undergo the training. The core elements of the training will comprise: what constitutes sexual harassment, who can perpetrate and experience harassment, the legal aspect governing liability as well as mechanisms for reporting and intervention. Moreover, the parties charged with carrying out investigations after allegations of sexual harassment will also be trained. The management will be made to understand that they are charged with prevention and taking corrective action againstemployees found guilty of sexual harassment.
The managementand supervisors will be provided with the company policy first before the other employees as they bear the responsibility to prevent and take action against offenders(Bond, 2014). Thereafter, all employees will be provided with the company policy handbook on sexual harassment which they should read in advance before the actual training. The training will be led by a professional trainer in form of interactive classes. The training will mainly focus on the aspect of knowledge concerning the issue. In addition, there will be by-stander training, whereby the employees will be guided on what actions to take when they witness behaviors that constitute harassment (Nickerson et al., 2014). Through gaining a deeper understanding on the issue, the employees are expected to change their behavior towards preventing occurrence of sexual harassment. There will be an open forum where employees will ask questions and seek clarifications on matters that they do not understand. The trainer as well as other employees will answer such questions.
The trainer will use the open forum to gauge the level understanding of the employees. The trainer will ask the trainees to synthesize the salient points they heard through questions such as “can a volunteer briefly summarize what we covered during this session?” (Buchanan et. al., 2014)Additionally, the trainer will ask a few questions about what s/he covered. The trainer will then seek commitment from the management and supervisors that they will prevent harassment and that disciplinary action against sexual harassment will be applied to everyone equally with no exception (Cheung et al., 2017). The employees will also commit to prevent and report any cases of harassment without fear. The investigators must commit to carry out fair and thorough investigations as well as assure confidentiality in harassment cases. The management must also assure the trainer and employees of swift and appropriate action when investigations indicate that harassment occurs.