The growing wave of sexual harassment allegations coming out of Hollywood, Silicon Valley and giant media companies has finally hit Capitol Hill. Following hearings in which numerous lawmakers and staffers spoke about their experiences of being sexually assaulted by their colleagues, both the US Senate and House announced resolutions requiring anti-harassment training for all members of Congress, staff and interns.
Senate Judiciary Committee Chairman Chuck Grassley (R-Iowa) said in a written statement, “As a body of elected officials, we Senators have an obligation to set an example. Establishing a healthy and productive work environment should be no exception to that obligation. We should do everything possible to make sure our colleagues and staffs don’t have to endure harassment if we can prevent it. Trainings like this are important for cultivating the right kind of working environment and setting the baseline standards that any place of work should have.”Read On
In a recent article inTrainingIndustry.com, Andrew Rawson, Traliant’s co-founder and CLO, discussed the challenges of creating compliance training that can actually help reduce the widespread problem of workplace sexual harassment.
Here are some excerpts:
“For a generation,” says Andrew Rawson, co-founder and CLO of Traliant, “the working public in the United States has been burdened with an unceasing drumbeat of incredibly boring training written by lawyers that taught people the law. Read On
In Part II, Anil D’Souza, Traliant’s Vice President of Learning, shares his views on some strategies to solve the problem of ‘boring’ compliance training, and discusses how his team applies customer and end-user surveys to drive product improvement.
The common complaint against compliance training is that it’s dull and boring. How did it get that reputation?
Unfortunately, that’s a valid and real complaint. We’ve all seen one-size-fits-all compliance courses that aren’t designed for the individual learning requirements of a diverse workforce. Text-heavy definitions, historical backgrounds, verbatim quotes from laws and regulations, and some quizzes thrown in for good measure − no surprise employees complain. The training doesn’t connect with their actual experiences, and it doesn’t motivate people to change their behavior. Read On
During his 20-year career in learning and development, Anil D’Souza, Traliant’s Vice President of Learning, has managed the development of content, instructional design and quality assurance for ethics and regulatory compliance training programs for some of the world’s most respected companies. In Part 1 of a two-part Q&A, Anil shares his views on some of the top trends and developments in online compliance training. As a learning design strategist, what would you say are the important trends in online compliance training? Three areas are having a big impact on compliance training − instructional design, technology and bite-size learning. These developments are in response to what learners want – and even demand. That is, to be trained in ways that help them perform their jobs more efficiently, effectively and ethically. Employees want to visibly experience how laws, regulations, policies and issues apply to their everyday work lives.
California organizations have until January 1, 2018 to update their anti-harassment training in compliance with a new California harassment law designed to expand inclusion of transgender employees in the workforce.
Recently signed by Governor Jerry Brown, the Transgender Work Opportunity Act (SB 396) makes California the first state to require that harassment training cover gender identity, gender expression and sexual orientation.Read On