Discrimination and harassment are hot topics and important issues in the workplace. All legitimate companies should address discrimination and harassment rules, rights, reporting, etc on a regular basis.
The reason for doing periodic, regular anti-harassment and anti-discrimination employee training isn't just to help make the workplace more friendly, there are also legal ramifications.
This article will attempt so summarize and outline some of the basic topics you should consider when creating and anti-discrimination and anti-harassment refresher training course.
I won't get into too much detail because laws change and I am not an employment attorney. Also, different workplaces may decide to approach certain topics I am suggestion in a different way. Consult your corporate attorney and human resources personnel for specifics.
Good Topics to Review:
Review with your employees why you are holding this training and why disciminatory harassment is a huge problem. How will the training reduce harassment.
Discuss why discrimination is a legal issue. Review what laws protect against discrimination. How do they protect against retaliation.
Discuss all of the protected traits. What traits are protected against discrimination. At least during 2010, for example, sex, race, age, and a lot more traits are protected. Review them.
Review what the legal elements must exists to warrant a discriminatory harassment claim.
For example, the law in 2010 requires 1) Unwelcome Conduct 2) On the basis of a protected trait 3) That conduct is severe or pervasive 4) The basis for employer responsibility.
Teach what 1 - 4 above means but also review the current laws to be sure you are up to date. I am not providing legal advise, just a little guidance for your class.
Review your own companies anti harassment policy in detail. Make sure employees know the rules. Define what is not allowed but also define permissible behavior. Make sure your companies rules meet or exceed those laws set by the government.
What is the penalty or punishment for discriminatory harassment? Define this to your employees and make sure that this is very clear. Specifically, what will happen if the laws and/or policies are broken?
How to report discriminatory harassment. Determine and teach the best ways and methods for employees to report any problems. Make this as easy and discrete as possible for victims to come forward.
I hope that helps give you some guidelines for teaching an anti harassement and anti discrimination course. As I mentioned, this article is just the tip of the iceberg. Work closely with your legal team, human resources and government sources to present your class in the most accurate and up to date way.