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Product Codes: 56124, 56131
This program is available for 25 points per seat. A seat is one person assigned to one course. Already have a J. J. Keller® Training account? Click here to log in. If you are a new customer, click here to learn more about Training Points.
Now more than ever, news headlines report rampant, high-profile sexual harassment allegations almost daily. While employers are responsible for creating a safe work environment, for some there's a clear misunderstanding of what "safe" actually means.
This online course helps learners determine if something is considered sexual harassment, how to confront the harasser, how to document the situation, how to follow workplace policy and how to take the situation to the next level if necessary.
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Sexual harassment training is vital to administer in organizations. However, many employees dislike this type of training – often because they feel unfairly accused of being a harasser or a victim of sexual harassment.
J. J. Keller's new sexual harassment training program offers the information of a standard legally compliant training program, but frames this information from a bystander's perspective. This technique is based on my own research on employee reactions to sexual harassment training and is designed to reduce backlash reactions to training. The bystander perspective helps employees identify with a positive role – the active bystander role – that can help prevent sexual harassment in the workplace.
This training doesn't stop at presenting the legal definitions; it helps employees understand the social complexity of sexual harassment. The training makes it clear that small disrespectful behaviors can add up to a toxic culture over time, and it encourages employees to maintain a respectful workplace culture by using the IDEA model of bystander intervention.
The IDEA model offers potential bystanders multiple options to intervene in a sexual harassment situation so that they can choose the option they are most comfortable and confident executing. These options direct employees to be an active bystander by deescalating the conflict, protecting the target of the harassment from harm, and notifying the appropriate organizational leaders of the problematic situation before it becomes another #MeToo scandal.