Bullying and Harassment Training
Bullying and harassment in the workplace can have a devastating impact on individuals, teams, and organizations. It can lead to decreased productivity, increased absenteeism, and low employee morale. That’s why it’s crucial to have the proper training to prevent bullying and harassment in the workplace.
In this article, we’ll dive into everything you should know about bullying and harassment training to help you better understanding.
So, this in-depth article is for you whether you’re an employer looking to create a safer and more inclusive workplace or an employee wanting to learn more about your rights and responsibilities. Let’s dive in and learn how to make our workplaces free from bullying and harassment.
Bullying and Harassment Training
Why Is Bullying & Harassment Training Essential?
In today’s world, creating a safe and respectful workplace has become a top priority for any organization. Bullying and harassment can have devastating consequences for employees, ranging from decreased job satisfaction and productivity to serious mental health issues. Moreover, it can harm the company’s reputation and lead to legal trouble.
This is where the role of bullying and harassment training comes into the picture; it is an essential investment that companies must make to prevent such issues from occurring in the first place. This training educates employees on what constitutes bullying and harassment, how to recognize and prevent it. Employees can learn about the negative effects of bullying and harassment and understand how their actions can impact others.
Important Points To Note In Bullying & Harassment Training-
1. Instruction At The Moment-
You have to ensure the bullying and harassment training is interactive and that an expert leads it. It will not be as effective if your staff only watches the movement. Ideally, the instruction would occur in real time.
2. Backing-
Make sure you know you have the full backing of the top people. If upper management doesn’t back the training, employees are less likely to take it seriously. Attendance and a speech by the executive team are required, preferably at the event’s beginning and end. Leaders should make it obvious that everyone is responsible for meeting the standards outlined in bullying and harassment training.
3. Awareness-
Be sure they know how seriously they should take your instructions. By participating in bullying and harassment training, supervisors would become more self-aware and better able to retain their current positions. Supervisors should be held to a higher standard than regular employees, just as the law does.
Many workers keep their grievances to themselves rather than risk retribution from their superiors. Employers must adopt as inclusive a definition of retaliation as the law permits, both in terms of who is protected (not simply complainants) and what is disallowed (not just discipline and discharge).
Other Prohibited Forms of Retaliation Include:
- Employee workloads will be lowered.
- Altering the specifics of assigned responsibilities.
- Disinviting workers from strategic discussions.
- Reiterate that immediate and appropriate action will be taken against anyone who retaliates against someone who reports or witnesses harassment.
4. Instances-
If you want to make a point about inappropriate behavior, show it. Make adjustments to make the examples you use applicable in your workplace. The time and effort put into canned training are useless for everyone involved.
Explain both overt and covert forms of harassment. If managers exclude less visible forms of harassment from their definitions, they risk creating an overly restrictive policy. Yet, if managers no longer witness the alleged conduct, they may fail to address the issue even if it occurs. This is where bullying and harassment training plays a major role.
5. Observation of Dangers-
Focus on the factors that provide a threat of allowing harassment to occur. A few issues could prevent workers from speaking up, such as a lack of diversity in the workplace or the fact that they rely on customer tips.
In such cases, bullying and harassment training should highlight how these risk factors might increase the chance of harassment, allowing for preventative action to be taken.
Conclusion:
If you feel unsafe reporting the incident, you could look for student support groups at your school or community. Getting an adult’s assistance if you’re given bullying and harassment training at school can also be done in several other ways.
