The recent downfall of dozens of notable individuals amid sexual abuse allegations has prompted many organizations to re-evaluate how they handle workplace harassment. There are legal and duty of care requirements for management and employers to take all reasonable actions to eliminate bullying, harassment, and violence at work. Managers, team leaders, and managers have a duty to make sure that relevant legislation and company policies are adhered to.

Sexual harassment scandals abound. From media personalities to Hollywood directors to famous chefs, strong men are getting called out for years if not decades of imposing themselves on girls, and in some instances on men and children, with whom they work. As we see an increasing number of victims come forward under the #MeToo campaign, we analyze the efficiency of sexual harassment training.

Now that we have had something of an awakening about the pervasiveness of sexual harassment at the Australian office, the dialogue is shifting into what to do about it. Sexual harassment is the most frequent type of office harassment, with recent research showing over 50% of workers reporting experiencing this kind of harassment on the job. Do you understand that companies, supervisors, and employees could be held liable for acts of unlawful discrimination, harassment or bullying even if they weren't directly involved in the actual episode or the incident happened at drinks after work? Just one of those costly lawsuits can put you out of business. That's the reason it's so important for you, your supervisors, and your employees know how to manage these issues. In many offices, the answer appears to be that we want compulsory training and better policies to educate people on the situation.

Training for both employees and employers is a vital characteristic of preventing discrimination and harassment at work. Organisations and employers may tackle coaching to better understand how they can protect against discrimination and harassment within their office. As companies search for effective ways to counter what has turned into a large tide of sexual harassment allegations, a new job training program has gained momentum with direction: bystander intervention training.

Harassment and bullying are not only against the law and bad for business; they can also be unacceptable behavior in a company that values its employees and its clients. Use these harassments, sexual harassment, and anti-bullying classes to help create a culture of respect. Sexual Harassment training is crucial for companies who wish to increase awareness. Before, start-ups and smaller businesses neglected sexual harassment training for their workers, because they felt they just couldn't afford it. In fact, you cannot afford to be without it.

A primary objective of a company owner or manager is to keep a secure, comfortable workplace using a minimum quantity of interpersonal conflict. Reaching that objective necessitates providing different kinds of presentations and educational sessions to staff members on all levels, such as harassment prevention training. A program can cover the roles and responsibilities of supervisors, workers and contact officers associated with harassment and diversity. Think about the legal framework for discrimination and harassment and how this applies to the office. Explore the roles and responsibilities of contact officers compared with different roles.

Sexual harassment and workplace discrimination suits are rising but with a growing number of organizations offering accessible, higher quality internal settlement procedures, many complaints are now successfully solved 'in-house'. You could also opt for an external training provider to help with a training solution.

Author's Bio: 

I am a professional writer and loves to write on different topics like SEO, Health, Money Making, Fashion etc. It is my Hobby and passion.