Congress ended forced arbitration for workplace sexual harassment and assault cases.
Kantola’s collaborative partner, Littler, provides the following overview on a significant change for employment arbitration. “A new bill amends the Federal Arbitration Act (FAA) to bar pre-dispute arbitration agreements of claims alleging sexual assault or sexual harassment and includes a bar against any waivers of the right to bring such claims jointly and/or on a class basis.”
Littler goes on to say that “Under this anticipated law, a party’s allegations first control whether a claim constitutes a covered sexual assault or sexual harassment dispute, and those terms will be given broad scope. The new law also requires that courts—not arbitrators—decide whether a claim constitutes sexual harassment or sexual assault, even if the arbitration agreement includes a delegation provision delegating these decisions to the arbitrator.”
You need authentic, relatable training to impact behavior and avoid incidents.
In addition to this monumental change in the law, customers, employees and prospective hires are expecting companies to take concrete steps to demonstrate their commitment to a harassment-free workplace. A LinkedIn survey outlined in HBR found that people would rather put up with lower pay (65%) and forego a fancy title (26%) than deal with a bad workplace environment.
The good news is that relatable training with real-life interviews and authentic scenarios can impact behavior and affect culture change in a way that helps companies avoid incidents of harassment—which can run up costs into the millions and create incalculable damage to an organization’s reputation.
When compelling stories are combined with real-life scenarios, played out in a variety of workplace environments, this kind of learning can affect the learner in a transformative way.
Here’s how it works. Supported by a growing body of science, first-person accounts are among the most powerful ways to change perspectives. They draw upon our human tendency towards empathy, compassion and understanding in a way that anyone can relate. And when compelling stories are combined with real-life scenarios, played out in a variety of workplace environments, this kind of learning can affect the learner in a transformative way.
That’s why, set against an evolving social and legal climate, Kantola has taken harassment prevention training to a whole new level—with real-life interviews and authentic scenarios that create an especially effective learner connection.
Our harassment prevention training goes beyond compliance. It drives CHANGE.
Going far beyond basic compliance, Kantola’s courses are designed to engage learners at a deeper level. Participants interact around concepts and ideas, with opportunities for self-reflection and instruction on how to apply what they have learned. Many scenes progress based on learners’ choices, showing the impact of their decisions.
Interactive scenarios explore and explain nuanced gray areas that can be difficult to interpret. Courses designed for employees and managers take the perspectives of each group into account.
At least 97% of learners can better identify and deal with issues.
Metrics prove that our harassment prevention drives change. At least 97% of learners can better identify and deal with issues; learners rate courses at a high level, 9.2 out of 10, and full compliance is achieved with a 99% learner completion rate.
Seize this opportunity to protect your organization and create lasting change. Fill out the form above for a free, full-length course preview today.