How to Create Harassment Prevention Training That Actually Prevents Harassment

Often, sexual harassment training checks the compliance box and then stops there. While it may protect your organization from legal ramifications, it may not be enough to actually influence proper behaviour.  You have to include training and hand’s on exercises around how employees should be treating each other on a daily basis. By using the ADDIE model, you can develop a training that meets all your needs. From analysis all the way to evaluation, the model will ensure that you are maximizing employee training to actually prevent harassment. 

• At the end of this presentation, attendees will be able to:
• Evaluate your current harassment prevention training against behaviours needed to prevent harassment, such as respect and assertiveness
• Use the well-respected and 30-year old ADDIE Model to design and deliver training that teaches the behaviours you do want from employees, rather than those you don’t
• Use the ADDIE Model to design and deliver training that solidifies a “see something, say something culture”
• Implement additional actions that must be in place to support accountability for the training, such as a healthy workplace policy and coaching for those crossing the line

#MeToo makes it clear harassment prevention training does not actually prevent harassment - and that’s because it’s too focused on compliance and corrective action, rather than actually preventing harassment. Enter trusty ol’ ADDIE, that suggests we first analyze the behavior we want, and then develop training around that. Take a step back from the training you’re doing and learn how to develop and deliver training that actually prevents harassment. 

• HR Managers
• HR Directors
• HR Administrators
• VP’s of Human Resources
• EAP’s
• Business Owners
• Leaders, Directors, Managers and Supervisors

Bridget Randall Hands-on experiential activities are what sets Bridget’s talent development apart from the rest. Her facilitation style focuses on improving communication to strengthen interpersonal relationships, resolve conflict and set the bar high for team morale. As a result, teams move forward and achieve their goals.

Recognized for her ability to tap into an individual’s leadership potential, Bridget brings enthusiasm and engagement to the learning environment. She has been recognized for her utilization of the ADDIE adult learning theory model including developing curriculum, facilitating workshops and creating job aids. Her workshops include: Write to be Remembered and Acing the Interview. Her training experience spans Southern California, Central Africa, West Africa and Southern China where she has coached adult and youth learners in for-profit and non-governmental organizations.

An active member of the Association for Talent Development (ATD), she currently serves as Co-Programs Director coordinating workshops for the San Diego chapter. She holds certificates in Return on Investment (ROI) and Train the Trainer. Her Masters in communication combined with post graduate instructional design coursework are the foundation of her strong facilitation and program development skills.