More than ever, company leaders are being asked to step up efforts to prevent harassment and other workplace misconduct. Many leaders in HR, talent, training, diversity and legal departments have wondered whether designing a robust training program will help them with their prevention efforts. This is especially true given recent news stories that say online harassment training hasn’t proven effective. Digging deeper into the data and research on this topic, what is clear is that poorly designed and poorly executed training is ineffective; so the secret is to find training that is actually effective.
What are some of the issues you should look for when deciding whether to provide training? And if you do decide to provide it, how do you decide they type and content for the training?