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Workplace Harassment in 2023: Mitigating a Hostile Work Environment and Building a Safer Workplace

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Harassment and Bullying in Workplace 2023 

In the past few years, we have seen a dramatic increase in sexual harassment training requirements, as states and municipalities have passed legislation requiring it. 

In addition, the Equal Employment Opportunity Commission, the federal agency tasked with enforcing violations of anti-discrimination law, says it’s seen a fourfold increase in hits to its website. 

But there’s little evidence that sexual harassment training works. 

The EEOC report on harassment indicates that trainings have failed as a prevention tool because they are “too focused on simply avoiding legal liability.” 

The question is, what can we do to make our training more effective and reduce, if not eliminate harassment in the workplace? 

Join us this February to learn what an effective harassment avoidance training entails. We will focus on aspects of harassment training that are often overlooked but have proven to be effective in impacted harassment in the workplace. Instead of the legalities of harassment, a topic that we’ve spent the last 30 years discussing, this session will focus on the actual issues that allow harassment to occur in the workplace.  

Areas Covered 

-Hostile workplace
-What to do about bullying?
-What is fraternization and what to do about it?
-Bystander training
 

What You will Learn 

-Review objectives of harassment training
-Revisit specific items to address in harassment training
-Introduce new concepts of training helpful in 2023
-Discuss failures of past training 

 

Why You Should Attend 

For over 3 decades, the companies have been conducting sexual harassment avoidance and related training, keeping records of their trainings and using it to defend against harassment complaints. Sadly, the only thing that has become apparent in that time is that this training really has not worked. The focus in harassment training has always been about what not to do but there is relatively little focus on what to do. 

However, unless we describe the appropriate behavior, it is too easy for individuals to fall into their habits of behavior that are inappropriate or just down-right unacceptable. What that means is that we need to describe the inappropriate behavior, label it as such and then describe the appropriate behavior, along with examples. 

We will highlight some of those behaviors, including: 

-Psychological harassment
-Online or digital harassment
-Quid pro quo harassment
-Third party harassment
 

Who Will Benefit 

All levels of human resource professionals will benefit as well as any supervisor or manager in any size company.

 

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