How To Enhance HR Compliance Online Training With Activities For Harassment And Discrimination
If you’re focusing on harassment and discrimination training with your HR people at the moment, you’re not alone. Every forward-thinking company is considering the impact of this cultural wave in the light of recent scandals. Following the outpouring of rightful outrage and insistence on change, HR teams are charged with putting things right. You might be dealing with pay inequality issues or outdated inappropriate behavior policies. These are HR compliance policy issues and need to be addressed quickly. Developing thoughtful and appropriate HR compliance online training courses is the best way to roll out a consistent message before it’s too late.
Harassment And Discrimination Online Training Approach To Embed Behavior Change
1. Branching Scenarios That Establish Company Policy
Job one: ensure your HR teams are fully versed in what the harassment and discrimination policies cover. Do this in an interactive and engaging way. A block of policy text is going to trigger a negative response in the corporate learner, switching them off. Use branching scenarios to relay policy points in HR compliance online training and show them the repercussion of their actions, or lack thereof. For example, the employee must venture down decision-making paths to report an incident or help a co-worker who is being bullied.
2. Emotionally Compelling Stories That Make The Learning Relevant And Relatable
Present HR employees with case studies and examples that they will recognize. Include analogies and real-world examples to make the policy come alive. Look at storytelling as a way of creating an emotional response in HR staff. If they form an emotional connection, they are more likely to put themselves into the victim’s shoes and not repeat the same mistakes as the offender.
3. Social Media Discussions
Any person taking part in this kind of training, even in HR, could be triggered by a difficult topic. Be careful to provide points of contact, so employees can talk through their issues. You should also provide regular breaks and let them connect using social platforms to share their thoughts and experiences. They can use social media to offer their perspective or clarify policies they’re still unsure about.
4. Infographics That Clarify The Rights Of The Individual
To support employees impacted by harassment or discrimination, make your HR teams absolutely clear about the process in place. Compliance HR online training is not all about identifying issues. It’s about supporting those impacted to regain trust in the organization. Create infographics that walk them through each step of the process. You can also use them to highlight the anti-harassment rules and regulations, as they pertain to each department.
5. Right/Wrong Video Demos
Produce do/don’t demo videos that show employees the correct and incorrect way to handle harassment. As well as how to differentiate between harmless actions/behaviors and those that may constitute harassment or discrimination. Use realistic branching scenarios and characters so that they have a contextual basis.
6. Simulations That Impart Practical Experience
Rely on branching scenarios and simulations to help answer the questions: Is it harassment? How do I support this employee? There is no substitute for being faced with an irate or upset employee. However, simulations can help HR colleagues practice their responses and test their skills. They’ll know exactly how to recognize harassment and discrimination when they see it on the job, and how to report it.
Harassment And Discrimination Topics To Include
- Stereotyping: Use branching scenarios to show how inbuilt prejudice can impact behavior.
- Benefits of diversity: Make use of videos and case studies to show how a diverse group makes better decisions.
- Direct and indirect discrimination: Use infographics to highlight the key differences.
- Victimization: A powerful video can show how individuals can feel victimized.
- When does normal behavior become harassment?: Use simulations to help individuals place themselves in an everyday situation and play out their response.
Analyzing HR Compliance Online Training Effectiveness
You will want to be certain that the HR compliance online training you’re rolling out is having the desired impact. There are three key elements to consider during and after the online training course:
- Comprehension: Can they distinguish sexually harassing or discriminatory behavior as a result of the HR compliance online training?
- Behavior: Have employees changed their behavior since completing the HR compliance online training? Or are you still seeing high incidence/reporting rates?
- Results: Has the HR culture been positively impacted after the HR compliance online training, as a whole? And have your HR employees passed the information along to other departments?
If you discover that your HR compliance online training has been ineffective in any of these areas, bring together a focus group. They can identify any issues and direct the delivery of additional resources. You should also bear in mind that there will be a wide range of individual experience between different HR colleagues. For example, allow them to manage the speed and details of the HR compliance online training. Let them navigate forward and backward as necessary, and to repeat any interactive elements that they didn’t understand.
There are few topics timelier than harassment and discrimination policy right now. Online training allows you to deliver targeted courses, directly to employees. You can provide short microlearning online training experiences so that employees have a quick refresher or something to provoke thought. If a company-wide HR compliance online training program is required, there are several elements you need to consider. What will be the impact on an individual if this online training triggers a troubling experience? Are your support processes in place, so your HR teams feel confident in helping complainants? Context and real-world examples are going to be key to developing materials that resonate with every HR colleague. So, guide employees through this sensitively, but with authority. Give them the confidence to know what they should do if something goes wrong and how to prevent issues from escalating.
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