Empower bystanders to stand up to sexual harassment and promote a safe, respectful workplace with Sexual Harassment Prevention. Developed in cooperation with a leading researcher, this unique program will help your employees prevent sexual harassment, and, in the event it does occur, respond swiftly and appropriately.
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Everyone wants to feel respected and safe in their workplace. When an employee experiences sexual harassment, their sense of respect and safety is violated. But what is sexual harassment, exactly?
You've likely heard a lot about sexual harassment in the news. These stories may differ in their details, but one common theme is shared by all of them — an abuse of power that manifests in a sexual or sex-based way. We can all agree that abuses of power are wrong. For instance, it is wrong for someone with power over financial matters in a company to abuse that power by embezzling funds from the company. It is also wrong for someone with social power over coworkers or subordinates to subject those people to unwanted sexual or otherwise disrespectful behaviors that target them because they happen to be a man or a woman.
The tricky part about sexual harassment is that those with power sometimes don't recognize when they are abusing it and that those without power are reluctant to speak up for fear of workplace consequences. This training session will help you sort out not just which behaviors are likely to be sexual harassment, but the techniques you can use in response to those behaviors in order to help keep your workplace respectful and safe.
There are multiple definitions of sexual harassment, and all of them contain a degree of subjectivity. Recognize that sexual harassment is not a black and white issue, it involves subjective experiences. A behavior that is fun or funny in one work group could be offensive and threatening in another. That's why employees need to use communication and conflict management skills so they can have the difficult conversations that help maintain professional norms in their work environments.
J. J. Keller's Sexual Harassment Prevention training is a five-part series designed to help prevent sexual harassment from happening in the first place. Two additional add-on modules are available for managers and those who work in retail environments. And, in the unfortunate event it does occur, learners will be prepared to respond swiftly and appropriately to the situation.
Helps learners recognize sexual harassment, discuss the impact it has on individuals and the organization, explain the differences between quid pro quo and hostile work environment, and recognize behavior that may not be considered legally actionable sexual harassment.
After completing this course, learners will be able to:
This module helps learners assess the professionalism of a situation, describe methods for conscious inclusion to combat unconscious bias, explain ways to hold each other accountable, and recognize and avoid acceptance or "normalizing" of inappropriate behavior.
After completing this course, learners will be able to:
This module helps learners determine if sexual harassment has occurred, explain methods to stop harassment, explain how to provide corrective feedback to a harasser, and discuss ways to support a victim.
After completing this course, learners will be able to:
This module Helps learners describe the steps for proper documentation, explain how to report an incident, and recognize when an incident may require outside help.
After completing this course, learners will be able to:
This module helps learners discuss the importance of thorough investigations, recognize forms of retaliation, describe steps to document and report retaliation, and discuss the importance of providing support.
After completing this course, learners will be able to:
This module helps learners identify the risks involved with allowing a culture of harassment, explain the benefits of building a harassment-free workplace, describe how to respond to a report of sexual harassment, discuss how to proceed with a claim of harassment on social media, and discuss steps for resuming normal operations.
After completing this course, learners will be able to:
This module is designed to help identify and respond to sexual harassment in the retail industry. Specifically, this training will teach employees how to recognize illegal behavior from coworkers and customers, and how to respond in the unfortunate event that it does occur.
After completing this course, learners will be able to:
"I recommend this training..."
… to any company looking to prevent sexual harassment with an evidence-based product that builds up employees’ competencies for bystander intervention. The bystander approach is based on my own research on employee reactions to sexual harassment training and is designed to reduce backlash reactions to training. J. J. Keller’s training doesn’t stop at presenting the legal definitions; it helps employees understand the social complexity of sexual harassment and ways to establish respectful workgroup norms.
Shannon L. Rawski, Ph.D.
Expert in Sexual Harassment & Sexual Harassment Training
Dr. Shannon L. Rawski is an assistant professor of Human Resource Management at University of Wisconsin — Oshkosh and a consultant at Thrive Mind Consulting, LLC, specializing in assessing and improving sexual harassment training effectiveness. Her research was featured at TEDxOshkosh and has been cited by popular media such as the The New York Times, The Washington Post, The Wall Street Journal, Fortune Magazine and more.
Beginning January 1, 2019; initial training must be complete by January 1, 2021.
Covered employers: Those with 5 or more employees (this count includes temporary, seasonal, migrant, or agricultural workers as well as non-California-based employees, independent contractors, volunteers, or unpaid interns)
[Note: An employer is required to train its California-based employees so long as it employs 5 or more employees anywhere, even if they do not work at the same location and even if not all of them work or reside in California.]
Who must be trained: All California-based employees (not including non-California-based employees, independent contractors, volunteers, or unpaid interns —these employees count toward the number of employees but do not require training)
Training length: 1 hour for employees, 2 hours for supervisors
Frequency of training: Every two years
Interactive component required: Yes
New-hire training deadline: Within 6 months of hire; For employees expected to work less than 6 months, training must be completed within 30 calendar days or 100 hours worked, whichever comes first
In order to be compliant with state requirements, training must include the following information:
In order to satisfy California time and interactivity requirements, employers should use the full Sexual Harassment Prevention program and interactive materials in conjunction with the supplementary information noted above.
Beginning October 1, 2019; initial training must be complete by October 1, 2020.
Covered employers: All
Who must be trained: All employers must train supervisors; Those with 3 or more employees must train all employees and supervisors
Training length: 2 hours
Frequency of training: Every 10 years
Interactive component required: No
New-hire training deadline: Within 6 months of hire
In order to be compliant with state requirements, training must include the following information:
In order to satisfy Connecticut time requirements, employers should use the full Sexual Harassment Prevention program and interactive materials in conjunction with the supplementary information noted above.
Beginning January 1, 2019; initial training must be complete by January 1, 2020.
Covered employers: Those with 50 or more employees working in Delaware (including seasonal and temporary employees)
Who must be trained: All employees
Training length: Not specified
Frequency of training: Every 2 years
Interactive component required: Yes
New-hire training deadline: Within 1 year of hire
In order to be compliant with state requirements, training must include the following information:
In order to satisfy Delaware interactivity requirements, employers should use the full Sexual Harassment Prevention program and interactive materials in conjunction with the supplementary information noted above.
Beginning January 1, 2020, employers must provide sexual harassment training to all employees on an annual basis.
Covered employers: All
Who must be trained: All employees
Training length: Not specified
Frequency of training: Annually
Interactive component required: No
New-hire training deadline: Not specified
In order to be compliant with state requirements, training must include the following information:
Employers in the restaurant and bar industry must also include supplemental training that includes:
In order to satisfy Illinois interactivity requirements, employers should use the full Sexual Harassment Prevention program and interactive materials in conjunction with the supplementary information noted above.
Covered employers: Those with 15 or more employees
Who must be trained: All employees
Training length: Not specified
Frequency of training: Every 2 years
Interactive component required: Yes
New-hire training deadline: Within 1 year of hire
In order to be compliant with Maine requirements, training must include the following information:
In order to satisfy Maine interactivity requirements, employers should use the full Sexual Harassment Prevention program and interactive materials in conjunction with the supplementary information noted above.
Beginning October 8, 2018, initial training must be complete by October 9, 2019. Subsequent annual training may be based on calendar year, employee start date, or any other date the employer chooses.
Covered employers: All
Who must be trained: All employees (including seasonal and temporary workers)
Training length: Not specified
Frequency of training: Annually
Interactive component required: Yes
New-hire training deadline: As soon as possible (exact timing not specified)
In order to be compliant with state requirements, training must include the following information:
In order to satisfy interactivity requirements, employers should use the full Sexual Harassment Prevention program and interactive materials in conjunction with the supplementary information noted below.
Note: States may have more requirements than are listed here. Requirements not listed here are already met within the Sexual Harassment Prevention Training Program.
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