Sexual harassment at work is a serious problem that affects many employees. Michigan doesn’t require sexual harassment training by law, but the Equal Employment Opportunity Commission (EEOC) strongly encourages it.
Knowing what a good training program and effective policies look like can help employees understand what to expect and ask for from their employers.
What should a program look like?
A good sexual harassment training program should be comprehensive and engaging. Some key elements to look for in your company’s approach to training include:
- Clear definitions: The training should explain what sexual harassment is, with examples of both quid pro quo and hostile work environment harassment.
- Reporting procedures: Employees should know how to report harassment, with multiple ways to do so to make it easy for everyone.
- Confidentiality assurance: Employers should stress the importance of keeping complaints private to protect everyone involved.
- Anti-retaliation policies: There should be clear rules stating employees won’t be punished for reporting harassment.
- Regular updates: Training should happen regularly to keep everyone informed and aware.
These elements help create a robust program that educates employees and fosters a respectful workplace.
Common shortcomings in employer policies
Unfortunately, not all employers take sexual harassment training and policies seriously. Some common ways employers may cut corners include:
- Inadequate training: Some employers provide minimal or outdated training that doesn’t cover essential aspects of sexual harassment.
- Failure to train the right people: Employers might not train all levels of staff, including supervisors and managers, who play a pivotal role in preventing and addressing harassment. Without proper training, these individuals may not recognize or handle harassment complaints effectively, making the problem worse.
- Ignoring complaints: Sometimes, employers don’t take complaints seriously or fail to investigate them thoroughly.
- No follow-up: Employers might not follow up on reported incidents or fail to take corrective actions.
These shortcomings can leave employees vulnerable and create a toxic work environment.
A good training program and effective policies are essential for a safe and respectful work environment. If your employer falls short, consider seeking legal advice or contacting the EEOC for assistance.