Traliant, an innovator in online compliance training, today announced a new anti-money laundering (AML) training course that introduces employees to the essentials of money laundering and terrorist financing. Anti-Money Laundering is the latest addition to Traliant’s Promoting Ethical Practices in the Workplace Suite.
“AML training is one of the keys to managing compliance risk, avoiding the consequences involved in money laundering and financial crime and reinforcing employees’ role in maintaining a strong culture of ethics and compliance,” said John Arendes, Traliant CEO.
Training Industrymagazine – In this byline article, Lisa Crowe, Traliant’s Vice President of Content, makes a case for why and how behavior-based training is a smart and modern approach to delivering effective sexual harassment prevention training.
“Whether it’s complying with new regulations, fostering inclusion and psychological safety or preventing harassment, effective training is not about memorizing rules and do’s and don’ts. It’s about motivating learners to choose to act appropriately and to do the right thing. And that’s the heart of behavior-based training.”
HRO Todaymagazine – In this article in the May issue of HRO Today, Maggie Smith, Traliant’s Vice President of HR, discusses how the recent #MeToo law that ends forced arbitration in sexual harassment and sexual assault cases shines a light on the importance of fostering a safe, ethical work culture of respect and inclusion and holding both individuals and companies accountable.
Trainingmagazine – Lisa Crowe, Traliant’s Vice President of Content, discusses how training employees and managers on psychological safety can help remove barriers to honest communication and improve team performance.
Here’s an excerpt:
Psychological safety is at the heart of many of the critical challenges facing organizations: preventing employee burnout and high turnover, improving employee wellbeing and advancing diversity, equity, and inclusion. Practical, behavior-focused trainingturns concepts like psychological safety, empathy, trust and transparency into relatable learning experiences that can motivate employees to engage in open and ongoing conversations and collaboration.
Traliant, an innovator in online compliance training, today announced the release of a new training course, LGBTQ+ Inclusion, to help organization’s foster more inclusive workplaces in which LGBTQ+ employees feel included and respected.
While progress has been made in raising awareness of the benefits of a more diverse and inclusive workplace, many LGBTQ+ employees experience negative interactions that, if left unchecked, can undermine diversity, equity and inclusion initiatives, affect engagement, team productivity and turnover, and lead to harassing and discriminatory behaviors.
“Our new LGBTQ+ Inclusion course supports an organization’s diversity, equity and inclusion program with practical guidance on how and why it’s important to treat everyone with respect, dignity and fairness and inspire all employees to bring their authentic selves to work,” said John Arendes, CEO of Traliant.
Traliant, an innovator in online compliance training, today announced a new training suite to help healthcare organizations in their efforts to improve diversity, equity and inclusion (DEI). Designed for healthcare employees and managers, Building a Culture of Diversity, Equity and Inclusion Suite for Healthcare covers a range of DEI-related topics, including unconscious bias, microaggressions and cultural competency and humility.
“Our DEI Suite for Healthcare provides an engaging and effective way for healthcare organizations to foster respectful, inclusive behaviors and create a work environment where diverse ideas and experiences are welcome, and collaboration, productivity and innovation can thrive,” said John Arendes, CEO of Traliant.
Maggie Smith, Traliant’s VP of Human Resources, is featured in this HR Dive article on how employers can support caregivers by first asking and listening to what employees say they need.
Here’s an excerpt:
How can employers support caregivers? For Maggie Smith, VP of HR at Traliant, the answer to these questions lies in employee listening, a strategy many leaders recommended throughout the pandemic.
Smith takes a proactive approach to employee listening. “I’m a big believer in surveys, even if it’s a quick Survey Monkey so you’re really getting in touch with your employees and finding out what they need rather than working on assumptions.”
As Smith noted, employee surveys at Traliant provide quick and easy access to employee sentiment; the California-based compliance training company employs about 120 people. The company launched a survey when schools reopened in the fall of 2021 to find out what kinds of support its employee base needed. By January, Traliant had a solution. The company launched a dependent care savings account that allows employees to set aside pre-tax dollars for employees to spend on care.
Smith emphasized the benefit’s flexibility. Employees can use it for care options ranging from childcare to adult daycare. “Caregiving doesn’t always look like younger employees with little kids. I’m concerned about my 80-year-old mother,” Smith said. “There’s multiple generations in the workforce. It may not always look like child caregiving.”
Inc. – Maggie Smith, Traliant’s VP of Human Resources, provides insights and tips on interviewing job candidates in this article in Inc. by columnist Marcel Schwantes.
Here’s an excerpt:
With college graduation approaching, a surge in job openings and more people switching jobs or re-entering the workforce, asking job candidates the right interview questions is critical to make the most of the job interview. On the other hand, asking inappropriate interview questions can spell trouble for employers and lead to claims of discrimination or bias.
For some practical insights and tips, I recently connected with Maggie Smith, VP, of Human Resources for Traliant, a compliance training company that offers online training on preventing discrimination and harassment, diversity, equity and inclusion and other workplace topics.
“Whether the interview is face-to-face or virtual, you want to connect on a human level,” Smith said. “By really listening and being approachable and inclusive, you are reflecting the qualities your company culture values, and helping candidates feel comfortable opening up about the kind of work environment where they can bring their whole selves to work.”
Traliant, an innovator in online compliance training, today announced a new interactive course, Responding to Complaints, designed to help managers effectively handle employee complaints and avoid missteps that may violate company policies or laws. Responding to Complaints is the newest addition to Traliant’s Complying With Labor & Employment Laws Suite.
One of the key responsibilities of managers is being alert to employee concerns and complaints. Ignoring complaints, not responding promptly or not taking complaints seriously can result in legal issues and costly consequences. Further, mishandling complaints undermines efforts to foster a speak-up culture that encourages employees to report misconduct.
“This training covers the key questions that managers need to address when handling employee complaints and problems — and what to do and what not to do when receiving complaints,” said John Arendes, Traliant CEO.
Traliant, an innovator in online compliance training, today announced a new interactive course for employees and managers on avoiding conflicts of interest, part of Traliant’s Promoting Ethical Practices in the Workplace Suite. The course provides common examples of conflicts of interest and practical ways to help employees spot issues that could affect their judgment in work decisions and result in costly risks and penalties.
“Training employees on how to recognize and disclose even the appearance of a conflict of interest is one of the proactive steps organizations can take to create a strong culture of ethics and compliance,” said John Arendes, Traliant CEO.
Traliant, an innovator in online compliance training, today announced the latest release of its signature Preventing Discrimination and Harassment training course. Designed for today’s diverse, mobile workforce, the interactive training focuses on behaviors that foster a positive, respectful organizational culture, while addressing the legal and business risks of workplace harassment, discrimination and retaliation.
Available in multiple industry and state versions, the training complies with sexual harassment training requirements for California, New York, Illinois, Connecticut, Maine, Delaware and Washington State. Organizations can also choose editions tailored to their employees and work environment, including office, construction, healthcare, hotel, manufacturing/industrial, restaurant and retail. Global and UK editions are available as well.
“Our Preventing Discrimination and Harassment training is one of the building blocks for creating an ethical culture of compliance in today’s evolving world of work,” said John Arendes, Traliant CEO. “We release a new version every year to ensure that our training is up to date with workplace developments, and provides relevant content to engage, educate and influence positive behaviors.”
SHRM Technology – Traliant’s online compliance training is highlighted in this article on HR leaders turning to new digital approaches to deliver more effective training to prevent sexual harassment other misconduct.
“The company uses an episode-based video training approach that borrows best practices from the likes of Netflix and news show formats. The videos depict often-dramatic, real-world situations with a variety of possible choices and outcomes for trainees, according to Andrew Rawson, co-founder and chief learning officer for Traliant. Employees identify parts of scenarios where harassment or bias might occur and make decisions about the path characters should take, with right and wrong ways to handle such situations clearly delineated.”
BenefitsPRO – John Arendes, Traliant’s CEO, shares his take on how well ethics and compliance programs have weathered the pandemic storm, and what companies can do to rebuild or reinforce a strong foundation in 2022.
Here’s an excerpt from the Q&A:
What have been some of the biggest ethics & compliance changes and challenges for organizations over the last few years?
“Leaders have come to expect ever-changing compliance rules and regulations, however, COVID has accelerated change in ways no one could anticipate. The shift to remote work for many companies has added a layer of complexity that requires rethinking and revamping workplace policies, procedures, processes, and practices — as well as technologies and benefits — to the needs of a remote/hybrid workforce.
It all rolls up to workplace culture, which has become increasingly important to candidates and employees. People want to know what kind of company they are working for. What are its values and principles and are they expressed in specific, meaningful ways? We know that to thrive, employees want to feel a sense of belonging and inclusion.”
SHRM Executive Network – Andrew Rawson, Traliant’s Co-Founder and Chief Learning Officer, is one of the leaders featured in the first installment of a new series on the evolution of executives by SHRM Editor Dana Wilkie.
Here’s an excerpt:
When Andrew Rawson founded his company six years ago, he already had several years of experience as an executive at other companies. Now the chief learning officer for Traliant—which provides companies with online sexual harassment prevention and DE&I training—Rawson can share a thing or two he learned about how his leadership style has changed.
With a skeleton staff back in 2016 when he launched Traliant, Rawson and his colleagues were looking to hire what he calls “great athletes”—people who could do a lot of things well but weren’t masters at any one job. “That’s good at the start, because people have to do everything,” he explained.
But as the business grew—it now has about 100 employees who all work remotely—Rawson realized that his hires had to be athletes with specific skills, like sprinters or pole vaulters.
BenefitsPRO – In a guest article in BenefitsPRO, Maggie Smith, Traliant’s VP of Human Resources, offers insights and practical actions for addressing and preventing harassment, whether employees are working in the office or remote.
As HR and benefits professionals prepare for the evolving challenges of the workplace in 2022, addressing and preventing all forms of harassment should be part of any strategy to improve DEI, attract and retain talent, foster employee trust and psychological safety and create an ethical work environment of respect and inclusion.
Here are six ways to keep workplace harassment prevention front and center:
Traliant, an innovator in online sexual harassment training and diversity training, today announced a new compliance training course for employees and managers covering Environment, Health and Safety (EHS). This interactive EHS training course provides practical actions and insights that help employees safeguard against a range of risks, from workplace accidents and hazards to cybercrime and environmental concerns.
“EHS training is one of the essential tools that organizations can use to reinforce their compliance efforts and educate employees on how to do their jobs safely, reduce security risks and protect their environment, inside and outside of the workplace,” said John Arendes, CEO of Traliant.
“We are honored once again to be recognized as one of the fastest-growing companies in North America,” said John Arendes, Traliant CEO. “We are grateful for the opportunity to help organizations create ethical workplace cultures of respect and inclusion. This award recognizes our employees’ commitment to continuous improvement and growth and living up to our core values of trust, integrity and transparency.”
Inc. – In a guest column for Inc. Magazine, John Arendes, CEO of Traliant, discusses how flexible/remote work options help all employees – especially those with caregiving responsibilities – and shares tips on navigating the evolving workplace.
“As a boy who grew up as a latchkey kid because my single mom couldn’t afford an after-school program, it’s hard to imagine that in 2021 — when people can be productive anywhere — that more organizations aren’t open to flexible work arrangements. I’m also a dad and CEO of a company that’s been remote from day one, so if a child wanders in during a video call, I say, let it be! It’s a reminder that we’re all human and need to support our teams with flexibility, understanding and empathy.”
ChedHER – Leigh Beauchamp, Traliant’s Vice President of Content and Product Management, was a guest on ChedHER, a live streaming program that celebrates representation and inclusion in business with today’s leaders, and shines a light on the women who are making strides in their industries.
In this interview, Leigh discuss how Traliant is creating compliance training courses for the modern workforce and the evolution of workplace training throughout the pandemic.
VentureBeat – Organizations across industries are making diversity, equity and inclusion (DEI) a priority — with 79% planning to allocate more budget and resources in 2022. While devoting more dollars and resources is a positive step, that’s just one factor in creating an enduring culture of DEI.
In a new report, “How to Build an Effective DEI Program,” workplace training solutions provider Traliant and World Business Research set out to understand the current challenges facing DEI executives and their expectations for 2022 and beyond. Overall, the survey shows a realistic optimism for the future, with 89% of companies having a formal DEI strategy in place and 79% allocating more budget and/or resources to DEI in 2022.
Small Business Daily – Building a culture of inclusion is a journey and one of the first steps you can take is to ensure employees understand what inclusion means in day-to-day interactions and business decisions. It starts with business owners and managers who lead by example and demonstrate an authentic commitment to diversity, equity and inclusion (DEI). From there, organizations should embed DEI into workplace policies, programs, processes and practices — from recruiting and retention to training and professional development.
In this article, Andrew Rawson, Traliant’s Chief Learning Officer, discusses practical actions that organizations can take to make a positive impact on work culture.
Traliant, an innovator in online sexual harassment training and diversity training, today released findings from a survey highlighting how organizations are supporting diversity, equity and inclusion (DEI) in the workplace and their expectations for 2022 and beyond. Nearly all of the DEI leaders surveyed said their companies have a formal DEI strategy, or expect to have one in 2022 — but for now, most lack the dedicated budget and resources to take action.
“The social justice movement and other events of the last several years have put DEI at the forefront, and organizations are trying to figure out how best to turn words into actions,” said John Arendes, Traliant CEO. “What our survey makes clear is that while DEI is becoming a business priority, making sustainable change is a long-term process and executive leadership’s active involvement is crucial.”
Traliant, an innovator in online sexual harassment training and diversity training, today announced it has been recognized on Inc. magazine’s annual list of the nation’s 5,000 fastest-growing private companies. Traliant is ranked No. 234 overall and No. 29 in the software industry category.
This is the first time that Traliant has been named to Inc.’s prestigious national list of the most successful privately-held companies in the US. In March, the company ranked No. 22 on Inc.’s regional list of the fastest-growing California-based private companies.
“We are incredibly honored to have earned a spot on the Inc. 5000 list,” said John Arendes, Traliant CEO. “This award is a tribute to the innovative mindset and laser focus on results and excellence that our teams provide to customers and partners every day.”
Traliant, an innovator in online sexual harassment training and diversity training, today announced a new eLearning course, Recognizing and Preventing Human Trafficking. The interactive course is designed to raise awareness of this global crime that impacts many different industries and includes sex trafficking, forced labor, domestic servitude and the commercial sexual exploitation of children.
“Implementing human trafficking awareness training is one of the essential measures that organizations can take to ensure employees know how to spot the signs of trafficking and report suspicion activities through the appropriate channels,” said Andrew Rawson, Chief Learning Officer and Co-Founder of Traliant.
Traliant, an innovator in online sexual harassment training and diversity training, today announced a new eLearning course, Handling Reasonable Accommodations in the Workplace. The interactive training is designed for frontline managers and supervisors, who play an essential role in ensuring a compliant and inclusive workplace.
The term reasonable accommodations refers to making adjustments, changes or modifications to a job or work environment. The Americans with Disabilities Act (ADA), the Pregnancy Discrimination Act (PDA), Title VII of the Civil Rights Act and other workplace laws include provisions for making reasonable accommodations for qualified employees or applicants, unless it would impose an undue hardship on the organization.