Final answer:
A harassment prevention training program should encompass various components to educate employees on recognizing, preventing, and reporting harassment, but it should not include allowances for such behavior. Training should address harassment of all forms, not just sexual, and make clear the organization's zero tolerance policy.
Step-by-step explanation:
A harassment prevention training program should include a myriad of components to be effective, but notably, it should not include allowances or excuses for such behavior. Important elements to incorporate are definitions of harassment, which can be based on various protected classes such as race, national origin, religion, or age, not just sexual advances or conduct that creates an uncomfortable workplace.
The program must educate employees on the company's policies regarding harassment, ensure awareness of the forms it can take, and provide procedures on how to report and address it.
Organizational culture should be one where harassment is not tolerated, and this can be reinforced through training. According to feedback, employees find the anti-harassment tutorial highly informative which suggests effectiveness in conveying important principles and practices.
As harassment can come from various sources including supervisors, co-workers, or even non-employees such as clients, training should cover how to handle different scenarios involving these different potential harassers.
An often misunderstood aspect is that harassment does not always have to be sexual; it may involve any protected class, and it is essential that this is clearly communicated in training. Prevention and Treatment Acts outline best practices for safety assessments, which may also be considered in training programs.
Lastly, understanding the legal implications, such as potential liability for tolerating harassment, is imperative for both employees and employers in maintaining a respectful and safe work environment.