Legislatures throughout the country continue to struggle with the question of how best to address the continuing issue of harassing and discriminating behavior in the workplace.  Is more legislation necessary?  If so, what should that legislation mandate and how will it be enforced?

But not every conversation or behavior that offends us, or makes us unhappy or uncomfortable, is necessarily “inappropriate” at work. Understanding the difference between substantive offensive behaviors and everyday workplace dynamics is crucial for fostering a healthy work environment.

Organizations tend to conduct harassment prevention training programs for a few primary reasons, centered around care of their current workforce and culture, their appearance as an employer of choice when recruiting, and/or to meet compliance requirements. There are a wide range of options out there, and we are seeing a growing desire by organizations to create workplace environments that attract and keep great diverse talent. 

Success in organizations is most often driven by people – people who believe in the organization’s mission and objectives, and in each other. In this time of polarizing conflict over political and social issues across the country and globally, that means organizations need to work harder to build collaborative, respectful, and thereby, more productive, workplaces.

January isn't just about resolutions – it's the month to supercharge your workplace dynamics. Forget the usual 'new year, new me' talk; it's time to revamp HR policies and foster a workplace where respect isn't just ink on paper.

Training materials drafted years ago may not address current social issues like bias and transgender harassment. Materials created during COVID may have highlighted remote work issues and materials drafted during election years may have focused more on politically based disrespectful behavior. Today’s training materials need to reflect today’s social climate.