Simulations for Harassment Training

Don’t just tell your people what to do. Let them do it. Let them practice what you teach, in a realistic, safe, and convenient way that will ensure the lessons resonate and sink in.

That’s what we learned in the process of conducting a study on mistakes managers make when taking what they learn in compliance training, and attempting to apply it in real-life situations. The goal of our study was not necessarily to test whether simulations as a way to perform training could be embraced. It was intended to help identify the common errors managers are making when confronted with claims of inappropriate workplace behavior.

But on that question of whether simulations can be embraced as a compliance training tool, some have expected participants to feel reluctance, and Human Resources teams to feel nervous about the training. It’s easier to share what someone should do, and then not put them on the spot to see if they learned it. A multiple-choice test at the end of an online video is easier than actually putting trainees in a live, potential ego-busting exchange in a simulation.

This leads to half-hearted simulations where nothing is risked, and it seems very little is gained.

Despite billions of dollars being spent, current approaches to HR and compliance training have failed to change negative behaviors or prepare managers to handle these matters effectively. In fact, the Equal Employment Opportunity Commission (EEOC) stated that many training approaches actually may be making things worse.

A Study

We completed a study suggesting a missing link in current training programs that do not accurately replicate the nuances of real-life situations and do not result in genuine skill-building for learners. We learn by doing, and live simulations not only provide a safe environment to practice incredibly difficult conversations, they also reveal where leaders are repeatedly making mistakes.

During the course of the simulations, 39 percent of simulation participants did not ask questions to identify witnesses to the alleged incident. Twenty-five percent did not explain to the employees that the situation will be escalated to HR. Fifty-six percent did not discuss retaliation with the complainant, witnesses, or alleged perpetrator.

Fifty-six percent did not explain the company has an anti-harassment and anti-discrimination policy. Forty-one percent did not ask questions, repeat key facts, and clarify critical details of the alleged incident. Thirty percent did not explain next steps to the complainant, witnesses, or the alleged perpetrator.

How It Worked

In these live virtual simulations, managers interacted with actors who were playing the part of employees dealing with a range of difficult workplace issues. Specifically, the managers were confronted with challenging scenarios. They involved sexual harassment, racial and gender bias, age discrimination, and workplace bullying. Each simulation consisted of three interactive and immersive conversations that ranged between eight and 20 minutes. While each participant understood these were simulated conversations with actors portraying employees, the experience was immersive and realistic.

In advance of each simulation, participants were provided with general details of the conversations and the backgrounds of the employees they would be interacting with. They also were provided with several learning objectives. Once the simulations were completed, each video was reviewed in detail and scored based upon a range of standardized evaluation criteria. Simulation participants also were surveyed after their sessions to gather their feedback and perspective.

Simulation participants were surveyed after their sessions to gather their feedback on the experience and understand their perspective on the overall effectiveness of the training approach.

Effectiveness

Was the experience too brutal? Afterward, 95 percent agreed that live simulation training was more effective than traditional live HR and compliance training such as workshops and facilitated sessions. Ninety-five percent also agreed that live simulation training increased their confidence in their ability to handle these difficult and sensitive conversations more effectively. Ninety percent agreed mistakes they made during the live simulation training taught them something helpful.

Can participants embrace this sort of approach, despite feeling vulnerable during the process?

Eighty-nine percent agreed they found themselves thinking about how they handled the situation in the days after the simulation was completed. Seventy-four percent agreed the live simulation had changed their view on how they should handle harassment, bias, discrimination, and bullying conversations in the workplace. One hundred percent agreed they see value in doing additional live simulation training.

Simulations

Online HR and compliance simulations that connect your managers, via their Webcams, with real people who play the part of employees struggling with challenging workplace issues is a useful and new approach.

HR and compliance simulations can immerse managers in realistic and thought-provoking scenarios that look, sound, and feel just like real workplace conversations. They are deeply and actively engaged in the learning process, from the moment it begins until the moment it finishes. They play a leading role in an interactive story that enhances learning in a profound way. No more looking at their phone, texting, sending e-mails, or having someone else do the training on their behalf.

Compliance training does not have to be a cynical exercise, dismissed by employees, and potentially declining in value as evidence of an organization’s commitment to ethics. Simulations not only point out what may be going wrong with current approaches—they may be a valuable solution.

 Steve Wiesner is the founder and CEO of compliance technology firm pelotonRPM.