Is it sexual harassment to teach about sexual harassment?

Awhile back I read about a woman who refused to attend the mandatory diversity training sessions at her company because the content violated her religious beliefs (she did not believe all people were equal -- specifically gay people.) The case went to court, and last I heard was being appealed.

But seeing a note to myself about that training issue made me think. What if the very nature of sexual harassment training, with all its talk of unwanted advances and inappropriate touching was deemed a form of sexual harassment by some employees? It could be seen by some, I suppose, as creating a "sexually charged atmosphere" while others might view the training content and.or images as offensive.

I'm wondering if any of our readers have encountered a situation like this. Has anyone at your company, or anyone you've known of, ever sought an exemption from sexual harassment training because of the content? And if so, how was it handled?

Summer fun at the HR Carnival

The HR Carnival is back, full of cotton candy, funnel cakes, kettle corn and a list of fantastic posts from some of the best bloggers in town.

The friendly folks at Effortless HR put together a wide variety of topics to browse through this time around, but keep a look out for these stand-out training-related entries:


Erik Samdahl of i4cp would like us to think about How High-Performers Support Employee Engagement

Drew Tarvin shows us how to Team-Build Through 3 Pictures

Chris Young posts a Book Review on Three Laws of Performance

Dan McCarthy wants us to Beware of Cult-like Leadership Development Programs

From the G.Neil HR Forum, some insight on Employees putting your data security at risk

And don’t forget to take a look at our very own posts on whether “lunch and learns” are bad for business and when cookie-cutter sexual harassment training just won’t cut it.


Just remember the number one rule of carnivals: Eat your funnel cake after you ride the Gravitron. Please.

Training Trends: Sexual harassment, diversity and inner-geekiness

Sexual harassment and diversity are tow hot-button training issues in today’s workplace and two of the hottest topics to be featured in the latest issue of our Training Trends newsletter.

In this issue you’ll find out how to diversify your diversity training, how to engage employees in sexual harassment training, and find the right software training to nurture your inner-geek.

Here’s a quick look at the July issue of Training Trends:

Diversify Your Diversity Training

Improving productivity through sensitivity and understanding

In a world of 6.7 billion differences and counting, it’s often times difficult to understand and conceive why people are the way they are. From a philosophical standpoint, problems, arguments and even wars can occur from simply misunderstanding one another. What’s the obvious answer? Love and peace… and diversity training.

Like the term “harassment,” it’s important to know exactly what diversity is as well. (more)


Software Training for Your Inner-Geek

The importance of software training in the workplace

Let’s face it; we’ve been overtaken by computers… and it’s never been so cool to be a geek. Immerse yourself in the nerdifying glory that is software training. Dig out your favorite Star Trek episode, duct tape those horn-rimmed glasses and grab a pen out of your pocket protector. Let’s take some notes on why now is the time to be well-trained in the use of computer software… Engage!

It’s never been a better time for businesses, big and small, to train employees with the proper skills in tackling software-loaded devices. New programs and computer systems are meant to make your workload easier, allowing you to accomplish more in one sitting. Not only will training improve efficiency throughout your business, it will give it the potential to grow and compete. (more)


Side-Stepping Sexual Harassment Risks

Find ways to engage your employees in sexual harassment training

Sexual harassment. Employers cringe at the mention of these very words. Upset employees, court battles, and heavy fines are just a few of the nightmares that can stem from an inappropriate interaction at the office. One offensive comment or gesture can bring a world of legal and financial trouble from the EEOC or an aggressive plaintiff’s lawyer…

OK, enough pondering the horrors of harassment. What’s the best way to prevent sexual harassment in the workplace? With the proper training, of course!

First of all, it’s important to know exactly what sexual harassment is. And the reality is, it can be many things, (more)

Each month, the experts at TrainingTime.com share all of the latest and greatest tips, trends and buzz from across the training industry in our Training Trends newsletter. If you’re not on our mailing list, please take a few seconds and sign up.

If you’re a training expert or HR professional and are interested in writing content for Training Trends or TrainingTime.com’s learning library, visit our “Write for Us” page for instructions on how to contribute.

When cookie-cutter sexual harassment training just won’t cut it

The number of sexual harassment charges filed with the Equal Employment Opportunity Commission (EEOC) are up 11% from last year and stand at the highest rate since 2002, according to EEOC data.

But as the statistics show, many of the cases don’t resemble the situations portrayed in most of the “cookie-cutter” sexual harassment training videos out there. Sexual harassment charges filed by men amount to 16% of total charges reported to the EEOC, up almost 5% from the late 1990s.

A recent case involving retail giant Dillard’s reveals just how important same-sex harassment training can be.

According to the EEOC, Dillard’s violated Title VII of the Civil Rights Act by permitting a sexually hostile work environment to exist for male employees at one of the company’s Florida locations. The charges against Dillard’s included verbal and sexual harassment of a male store associate and young dockworker by a male supervisor.

The male workers accused their supervisor of exposing himself to them, making sexual propositions, and making sexually explicit and derogatory comments. Managers continually ignored complaints made by the workers about the harasser.

After the store manager told the associate involved in the case to “get back to work” because he was being “hypersensitive” and “overreacting” to the situation, the associate quit.

It wasn’t until another employee reported similar offenses made by the same supervisor that the store manager decided to take action. The store manager notified the district office and fired the supervisor.

The EEOC filed a sexual harassment lawsuit against Dillard’s in response to the two employees’ complaints. Dillard’s argued that it was not liable because the company had an anti-harassment policy and had fired the accused supervisor. The company also claimed that the supervisor’s actions did not create a hostile work environment.

The court rejected Dillard's argument and found that Dillard's anti-harassment policy could not absolve it of liability if the policy hadn’t been effectively implemented. The store manager’s failure to report Reed’s two claims was a violation of the company’s own reporting procedures.

The court noted that the store manager held one of three positions detailed in the anti-harassment policy’s reporting procedure. When he twice failed to escalate the complaints to the district office, he violated Dillard’s policy. (Business Management Daily)

Use this case as a reminder that even though harassment may not look exactly like what you saw in the training video, it’s still harassment. Male-on-female, male-on-male, female-on-female or female-on-male, sexual harassment is sexual harassment and should be treated as such.