Mandatory harassment programs should involve laughter.  Yes, laughter. 

"It is imperative that mandatory harassment prevention programs not feel punitive.  It is important to demonstrate that you CAN have fun at work without disparaging others.  Telling harassment training participants this is true is one thing -- but the power of change comes with demonstrating it."  - Nora A Burns, HR Consultant & Speaker

Tired of complaints that the company's mandatory harassment prevention training programs are boring, or miss the mark?  What if you could offer a program on sexual harassment prevention during which your employees would laugh?  Bringing laughter to a program on such an important topic helps to engage otherwise disinterested employees, and also demonstrates one of the key learning points - you can have fun at work without degrading others!  

Nora has delivered mandatory harassment prevention training for front line employees and managerial teams in a variety of industries including: transportation, warehousing, 3PL, mining, oil & gas, technology, start-ups, financial services, healthcare, etc.  While the organizations and industries vary, each session includes candid discussion on what goes on, the impact it can have on organizations and their teams, the potential consequences, how to prevent harassment, how to report harassment.....and along the way your employees will laugh. 

Nora consistently encourages employees to "have the smaller conversation."  She works with employees to not only understand sexual harassment policies and guidelines, but also the communication skills necessary to have the smaller conversation to keep issues from escalating. 

While our programs are designed to work through harassment as a larger issue, the focus that most organizations request is on sexual harassment as it remains the most often reported form of harassment and discrimination (other than retaliation claims - which we cover within our programs). 

It's important that all employees, supervisors, managers, and executives understand what constitutes sexual harassment.  The policy that was buried in all their new hire paperwork is simply not enough to build a culture that is free of harassment and discrimination.  A candid discussion on responsibilities, policies, impact, as well as how and when to address potential violations of the policy are critical.

This program's primary objectives include:

  • Define sexual harassment. 
  • Discuss what 'workplace' includes as it relates to harassment and discrimination.
  • Understand the implications of workplace retaliation.
  • Discuss the implications of harassment in the workplace including team dynamics, productivity, safety, etc.
  • Share the organization’s policy on workplace harassment.
  • Candid discussion, and answering of questions regarding harassment and discrimination in the workplace.
  • Open the conversation, and encourage all employees to "have the smaller conversation".

Supervisor/Manager Sessions also include:

  • EEOC trends related to workplace harassment.
  • Discuss role as an 'Agent of the Company'.
  • Understand the implications of workplace retaliation.
  • Review reporting processes as per company policy.
  • Discuss potential scenarios and how they can support one another in building a culture that is free of harassment and discrimination.

Employee programs are interactive, and typically scheduled for 75-90 minutes followed by a 15-30 minute break to allow for 1:1 Q&A, and concluding with 30-60 minutes working directly with supervisors and managers. 


Note:  Group size is limited to 35 due to the sensitive nature of the discussions, and to provide opportunity for candidate conversations within the group, and we do not allow video taping or audio recording of this program.