Research shows that educating employees can have a positive impact on workplace culture. It can signal to employees that an organization does not tolerate harassment, and can create a sense of inclusiveness and safety. However, it is important to note that education alone is not a complete solution to the problem.
Regardless of the approach used to prevent sexual harassment, workplace cultures are often shaped by the leadership of a company. Research has shown that workplaces with high percentages of women in management are more likely to have fewer incidents of workplace abuse. In addition, a company’s leadership style can influence the resilience of its employees.
Training about sexual harassment is geared towards increasing employee attitudes toward the issue and the belief that their workplace will take workplace abuse seriously. However, there is limited research that supports this assumption. In one study, men who underwent mandatory education did not become more knowledgeable than those who had not undergone such training.
In order to achieve lasting results in preventing sexual harassment, education must go beyond legal requirements. It should also cover issues of civility in general and teach bystanders how to intervene when they see harassment taking place. It should also teach employees how to act if they witness harassment. It should also encourage women to speak up.
Sexual harassment occurs when an individual is negatively affected by someone in authority. This can include requests for sexual favours, sex, or an intimate relationship. This can affect a person’s work performance and create an intimidating or hostile work environment. This behaviour violates the federal law of discrimination, known as Title VII (www.eeoc.gov/title-vii).
Requirements
The state of California requires employers with five or more employees to provide sexual harassment prevention education on a regular basis. This training must be at least two hours long for supervisors and one hour for other employees. The education must be provided to new employees within six months of hire, and it must be repeated every two years for existing employees.
Training materials must be available in the trainee’s native language. California has implemented several laws against workplace abuse, including Title VII of the Civil Rights Act of 1964. This law prohibits discrimination based on sex, gender, and sexual orientation, and covers private employers and public entities.
In addition, the California Fair Employment and Housing Act prohibits sexual harassment. These laws provide employers with an important tool in their fight against workplace violence. It is imperative that employers follow these laws. Moreover, companies must have a written policy prohibiting workplace abuse.
Such policies will help employees understand what is acceptable behaviour, particularly for new employees. Employees should have access to the policy during their first week of employment. By the end of the year, the city of Chicago will impose additional requirements pertaining to workplace abuse prevention.
Side effects
The economic and social costs of workplace abuse are considerable. Victims often face emotional and physical injuries need time off from work and experience lower motivation and job performance. According to an AAUW survey, 38% of harassed women left their jobs and 37% reported that the harassment had negatively affected their career progression.
Studies suggest that the media’s spotlight on sexual harassment is encouraging more companies to adopt these education programs. However, there is a growing body of evidence showing that such education is ineffective in changing attitudes or reducing workplace abuse.
Ineffective training programs can also create harmful stereotypes and attitudes about harassment. Some research shows that bystander education can increase the likelihood of a victim speaking up and filing a complaint. These programs are aimed at increasing the number of bystanders who can intervene, thus reducing the likelihood of victim blaming.
One of the biggest impediments to the effectiveness of workplace abuse prevention training is employee resistance. To overcome this, click here to learn what to do. They must also make sure that their learners are engaged with the material and address objections they may have.
Finally, they must provide support to managers and supervisors so they are more prepared to handle sexual harassment conversations and take action when they do happen. The MIT Embeds Office was the first major company to tackle the problem of workplace abuse.
Another study found that workplace abuse can affect the work satisfaction of employees and decrease morale. In addition, it leads to low productivity and a high level of absenteeism. It is also a major cause of stress and unhealthy eating habits. Ultimately, everyone loses when sexual harassment is present in the workplace.
Not only do employees experience psychological and physical trauma, but employers incur high legal costs for defending claims. Unfortunately, companies rarely punish harassers for their misconduct, and in some cases, they are more likely to mandate training for employees in order to avoid lawsuits.
