Sexual harassment training: to prevent and prevent these behaviors and to protect the victims
.png)
Why train your employees in the prevention of sexual harassment in business?
Sexual harassment in the workplace is now a fact known to all, highly publicized and which garnered a lot of attention with the infamous events of the Weinstein affair, or #balancetonporc.
This illegal behavior has very serious consequences, for the health and integrity of the victims, but also for the companies where it took place, the latter having a certain degree of responsibility. Indeed, the company is obligated to provide its employees with a secure result.
Article L. 1153-5 of the Labor Code, requires the employer, as part of its general obligation in terms of health and safety, to communicate with employees, interns and candidates on the subject of sexual harassment. This same article also goes further, by giving all employers the legal obligation to ensure that they protect their employees against all of these acts: they must take all necessary measures to prevent, put an end to and punish acts of sexual harassment in their company as well as sexist acts.
In other words, The company is required to implement all appropriate means to prevent physical and psychosocial risks. Preventing sexual harassment is no exception.
Whether it is a single fact or a repeated act, sexual harassment is a criminal offence, the perpetrators of which can face a sentence of 2 to 3 years in prison and a fine of €45,000. In addition, the company may be held responsible for the consequences and damages suffered by employees as a result of its negligence in managing occupational risks.
Therefore, limiting the existence of such a fact, and its impact on employees, requires first of all the training of its teams to know, detect, Prevent sexual harassment and, in the event of an emergency, ensure adequate crisis management.
%20(1).avif)
women and men report that they know at least one person who has been a victim of sexual harassment in the course of their work
.avif)
Active, active people feel that it is difficult to identify sexual harassment
.avif)
of employers have not put in place preventive actions against sexual harassment (company agreement, alert procedure, training and information actions, etc.)
.avif)
The establishment of a sexual harassment training is done in partnership with you
all of your employees and managers are aware of the topic of sexual harassment
your directors, managers and employees integrate the key concepts and have a common language base on sexual harassment
debates, practice analyses, videos, serious games, etc.
an essential place given to the exchange of professional experiences allowing participants to share their experiences and practices, in order to alternate with theoretical contributions
More than 1100 organizations trust us, why not you?
The training program sexual harassment and prevention
%20(1).avif)
Morning
Objectives
Know how to identify a sexual harassment situation its consequences on individuals and the organization
Contents
- Presentation of the objectives and the course of the morning
- Sexual harassment: what are we talking about?
- Definition (distinguish between seduction, sexual harassment, and sexual assault)
- Impact on the health of employees: the psychosomatic consequences of sexual harassment at work (physical; psychological; behavioral disorders)
- Analysis of a potentially risky situation using a common framework
- Legal framework: focus on the broad outlines of the jurisdiction of sexual harassment
- Laws, case law, sanctions, employer obligations
- Communication tools (behavior charter, code of good conduct, definition of the role of management, etc.)
Afternoon
Objectives
Act beforehand and in response to a situation of sexual harassment, within your company.
Contents
Analysis of practices:
- Identifying and detecting a sexual harassment situation (identify warning signs, recognize the components of a sexual harassment situation)
- Responding to a sexual harassment situation
- What procedure should I follow? Whom to alert?
- Focus on the postures to adopt (benevolent and neutral listening techniques, questioning, collecting the facts through writing, etc.)
- Take disciplinary action
- Know the possible remedies: notify the appropriate actors (occupational doctors, IRP, etc.), implement disciplinary actions (dismissals, temporary suspension, etc.), penalties, etc.
%20(1).avif)
Why use Qualisocial to follow a training course for sexual harassment prevention
- Our trainers, occupational psychologists specializing in the subject of sexual harassment, have at least 5 years of experience, with solid references that guarantee the success of each of the sessions
- Our agility allows us to adapt our educational engineering according to the specific needs of your organization
- A satisfaction rate of over 90% from interns and sponsors
This very serious subject needs to be explained and understood by everyone in business, because it concerns us all. Everyone should participate in training on this subject!
Justine
Retail Project Manager
Contact us
Our team supports you with tailor-made interventions, adapted to your challenges and your context. Whether it is an audit, a diagnosis, training or targeted support on psychosocial risks, we build a pragmatic, concrete and mobilizing approach alongside you.
👉 Fill out the form to be contacted again or contact us now on 01 73 11 28 27.
%20(1).avif)
.avif)
