Beyond the NYS Model Sexual Harassment Training
More than a lecture on avoiding lawsuits or discipline and filing claims
Going through the motions of bare-minimum sexual harassment training hasn’t helped many people. That’s one of the reasons New York City and New York State made annual training mandatory and required an interactive component.
- Has the #MeToo Movement made you afraid to talk to people of other genders or gender identities at work?
- Are some of these employees you supervise or would mentor, if you weren’t so scared of saying the wrong thing?
- Are you afraid to speak up when you witness sexual harassment because you don’t want to be a snitch?
The basic level of sexual harassment training is about complying with the law, telling employees how to file complaints or teaching employers how to investigate them.
That is not enough.
Sexual harassment has negative impacts on employee well-being, performance, and retention. It also affects employers’ financial health, customer perception, and long-term outlook. Deeper discussions are needed to create environments that prevent sexual harassment and respond effectively when it does occur.
The NYC Commission on Human Rights has released a free, 45-minute training that meets the state and city training requirements (as long as you also provide employees with copies of your Sexual Harassment Prevention Policy and complaint form). It provides a good overview.
However, feedback from my clients and colleagues suggests it doesn’t adequately prepare anyone for the difficult conversations that often need to occur. People still don’t feel equipped to ask someone at work to stop flirting with them. Co-workers still don’t know how to speak up when they witness inappropriate behavior. Managers still overlook poor performance in fear of being accused of sexual harassment or discrimination.
Taught by an attorney, mediator, and conflict resolution coach with personal experience in a sexual harassment lawsuit, this course goes beyond the model training and into actual cases. Nance draws on her experience as a plaintiff and survivor of sexual assault, abuse, and rape, as well as professional experience as a lawyer and in the Human Resources department of a global corporation. She also shares case law, news articles, and relevant stories from many sources. She gives students topics to discuss with loved ones and invites participation so you can see how certain language lands with different people.
After the course, you will:
- Better understand where lines are drawn between acceptable and unacceptable behavior
- Know how to respond more effectively to inappropriate behavior
- Have more confidence when discussing difficult topics like gender
Get started now!
Nance L. Schick, Esq. is a New York City attorney, mediator, and conflict resolution coach who focuses on keeping people out of court and building their conflict resolution skills. Her holistic, integrative approach to conflict resolution draws from her experience as a crime victim, human resources supervisor, minor league sports agent, and United Nations representative. She is a 2001 graduate of the State University of New York Buffalo Law School trained in Alternative Dispute Resolution (ADR) by the Equal Employment Opportunity Commission (EEOC), Financial Industry Regulatory Authority (FINRA), and International Center for Ethno-Religious Mediation (ICERM). She is also creator of the Third Ear Conflict Resolution process, author of DIY Conflict Resolution: Seven Choices and Five Actions of a Master, and an award-winning entrepreneur, who has been acknowledged by Super Lawyers (ADR, 2018 & 2019), the New York Economic Development Corporation/B-Labs (Finalist, Best for NYC 2015 & 2016), U.S. Chamber of Commerce (2015 Blue Ribbon Small Business), Enterprising Women Magazine (Honorable Mention, 2014 Woman of the Year awards), and Urban Rebound NY/Count Me In (Finalist, 2013 Pitch Competition).