The Case for Data-Based Harassment Prevention

The healthiest workplace cultures are intentionally built. They are informed by data, and adapt to the strengths and weaknesses that data shows.

"Employers should foster an organizational culture in which harassment is not tolerated, and in which respect and civility are promoted."

Elizabeth Bille, JD, SHRM-SCP

Layer 1

Benefits of a Data-Based Approach

Data collection and analysis can help your organization accomplish several harassment prevention training goals.


1

Set Achievable Goals

  • Develop a clear policy regarding workplace harassment.
  • Identify areas of high risk and allocate additional resources and focus.
  • Design an effective workplace harassment strategy and training program.
  • Create relevant messaging on issues and concerns that are top-of-mind for employees.
  • Measure the effectiveness of harassment prevention training in global, dispersed work environments where firsthand observations are not always possible.

“By applying the same rigorous data practices routinely used in other organizational areas to workplace harassment and discrimination prevention efforts, institutions can focus their resources, maximize the ROI of their initiatives, improve workplace culture, maintain legal compliance– and minimize risk.” - Elizabeth Bille, JD, SHRM-SCP

“Are reported incidents happening after certain sales meetings or at an annual business meeting? Are the incidents occurring offsite or onsite? Do they involve a particular department? Have you seen an uptick? These would be patterns you would look for to determine areas of increased risk and, therefore, where to focus additional training and communication initiatives.” - Elizabeth Bille, JD, SHRM-SCP

2

Use Pre-Training Data

Both internal and external data are critical for designing an effective workplace harassment prevention training program.

  • Review previous reports of harassment complaints.
  • Look for signs of risk factors and negative behavior patterns.
  • Use surveys to compare data collected at the beginning and end of the course.
3

Maximize Impact with Post-Training Data

A data-based approach to workplace harassment prevention training matters because metrics are essential to evaluate the knowledge, attitudes and needs of employees before, during and after the harassment prevention training takes place.

In order to uphold policies and programs that create positive, supportive cultures, it's important to have a consistent method to track harassment, discrimination, and inclusion across distributed workplaces.

“It’s far better to find out proactively that you have problems forming than to hear about them for the first time through a lawsuit, through social media or from a lawyer. It’s critical to do this self- reflection as a means of risk mitigation. Even more importantly, you should do it to ensure you have a culture that’s thriving and professional, and ultimately a great place to work.” - Elizabeth Bille, JD, SHRM-SCP

Use Data to Meet Your HR and Compliance Training Needs

Data collection and analysis can help your organization accomplish several workplace harassment prevention training goals.

  • Develop a clear policy regarding workplace harassment.
  • Identify areas of high risk and allocate additional resources and focus.
  • Design an effective harassment strategy and training program.
  • Create relevant messaging on issues and concerns that are top-of-mind for employees.
  • Measure the effectiveness of online HR and compliance training in global, dispersed work environments where firsthand observations are not always possible.
  • Ensure your workplace initiatives and values promote civility and respect.
  • Showcase how your workplace embraces diversity and inclusion.
  • Consistently foster innovation to create an environment where talented people want to work.
  • Revisit the questions presented in the climate surveys prior to your online compliance training.
  • Demonstrate that you hear any potential concerns and respond accordingly.

You can't afford to run your harassment prevention training programs blind by ignoring the data.