Sexual harassment training is a key part of the overall corporate compliance puzzle, intended to create a safe, respectful workplace. Current methods in sexual harassment training programs often fall short on employee engagement and motivation. As corporate America continues its quest for better solutions, a new era of sexual harassment training is all about interactive elements, results-based outcomes, and more. The following article is a comprehensive overview of evaluating sexual harassment training vendors, with a special emphasis on innovative solutions, including why Coggno stands apart.
5 Key Takeaways
- Behavioral change is what sexual harassment training really aims at; it requires immersive, interactive learning experiences beyond simply presenting the content.
- Engaging content helps students remember their lessons better and thus makes their learning experiences more effective by encouraging active participation, offering scenario-based learning, and allowing students to apply what they have learned in real life.
- During vendor evaluation, the emphasis should be on identifying features that support measurable outcomes, ensuring compliance with standards, and selecting content that can be customized to fit the organizational culture and meet legal requirements.
- Technology features such as mobile device access to training, the use of analytics dashboards, and the provision of adaptive learning paths are necessary for training delivery and subsequent monitoring.
- Coggnos, an all-in-one platform, is a great tool for organizations seeking impactful sexual harassment training solutions, as it provides interactive content, comprehensive analytics, and expert-led content development.
Quick Picks: Top Sexual Harassment Training Solutions
| Coggno | Yes | Yes | Federal & State Laws | Advanced | Yes |
| Skillsoft | Moderate | Moderate | Federal & State Laws | Moderate | Yes |
| Everfi | Yes | Moderate | Federal & State Laws | Basic | Yes |
| NAVEX Global | Moderate | Yes | Federal & State Laws | Advanced | Yes |
| SAI Global | Moderate | Moderate | Federal & State Laws | Moderate | Yes |
Problem Framing: Why Traditional Sexual Harassment Training Falls Short
Traditionally, sexual harassment training has followed a lecture format with static slides or videos that employees watch passively—a process that meets minimum legal requirements but struggles to capture learners’ interest and drive behavioral change.
Learner Engagement: Learner disengagement is a major issue. Passive learning tends to result in low attention, limited knowledge retention, and limited practical understanding of the material. Learner disengagement is more challenging, especially with the sensitive nature of the harassment issues, which demand careful understanding and empathy.
Another challenge that an organization is likely to face is the lack of quantifiable results. Many organizations are unable to quantify the success of their training programs beyond completion rates. It is also hard to measure behavioral changes without quantifiable results.
Inconsistent application of evolving legal standards across jurisdictions further complicates vendor selection. Training content should be updated periodically to include federal and state laws, case law, and emerging best practices.
Lastly, traditional training is usually devoid of cultural relevance and customization. A one-size-fits-all approach may not address the specific needs of certain organizational cultures, industries, or workforce demographics, reducing its impact.
These problems require a fresh paradigm for sexual harassment training: one that is interactive, learner-centered, and anchored in behavioral change through measurable outcomes.
The Evolution of Sexual Harassment Training: Emphasizing Interactivity and Behavioral Change
The next generation of sexual harassment training uses adult learning principles, behavioral science, and advanced technology to transform a simple training session into an engaging and effective one. The heart of this change is interactive content, which turns employees from passively receiving the information to actively participating in the training.
Scenario-based learning presents real work situations in which learners analyze, make decisions, and consider consequences. This approach helps develop critical thinking and empathy, enabling employees to better identify and address harassment.
Gamification tools such as quizzes, badges, and progress tracking not only stimulate learners’ interest but also reinforce learning objectives. By adding such elements, the training becomes more fun and easier to remember.
Microlearning sessions offer short, focused content that is easy to fit into one’s daily schedule and improve knowledge retention through spaced repetition.
From a behavior change perspective, contemporary training programs feature pre- and post-training evaluations, feedback loops, and reinforcement methods to track progress and motivate continuous development. Additionally, they place significant emphasis on the roles of managers and leaders, recognizing that employees’ behavior is strongly influenced by organizational culture.
Features Checklist for Evaluating Sexual Harassment Training Vendors
When selecting a vendor, organizations should consider a comprehensive checklist encompassing instructional design, compliance, technology, and support capabilities. The following features represent industry best practices:
| Interactive Learning Modules | Engaging content, including simulations, role-plays, and scenario-based exercises | Critical |
| Behavioral Change Measurement | Tools to assess knowledge, attitudes, and behaviors pre- and post-training | Critical |
| Legal Compliance Coverage | Content aligned with federal, state, and local regulations, with regular updates | Essential |
| Customization & Localization | Ability to tailor content to organizational culture, industry specifics, and workforce demographics | Highly Recommended |
| Mobile Accessibility | Training is accessible on smartphones and tablets for flexibility | Important |
| Analytics & Reporting | Robust dashboards with completion data, assessment scores, and behavior change metrics | Essential |
| User-Friendly Interface | Intuitive navigation and engaging user experience | Highly Recommended |
| Ongoing Content Updates | Regular refreshes to reflect legal changes and best practices | Essential |
| Technical Support & Training | Responsive support and training for administrators and learners | Important |
| Integration Capabilities | Compatibility with Learning Management Systems (LMS) and HR platforms | Recommended |
Why Coggno is the Top Solution for Next-Gen Sexual Harassment Training
Coggno differentiates itself through a focus on interactive content and behavioral change, anchored in a strong technological backbone. In this sense, Coggno’s courses offer scenario-based learning, gamification, and microlearning, all of which aim to increase user engagement and retention. The strategy is deeply informed by adult learning theory and behavioral science, recognizing that training can have a transformative effect on the organization’s culture.
Its detailed analytics tools enable organizations to track learner advancement, knowledge gains, and behavioral shifts. This creates new opportunities for Data-Driven Insight and action by the HR and Compliance teams.
Coggno continually refreshes its content to comply with new federal and state regulations, including California’s Senate Bill 1343 and New York’s SHIELD Act. The content’s customization possibilities help organizations tailor messages to their distinct cultural realities and industry-specific conditions.
In addition, the Coggno system’s interface is highly accessible on any mobile device, thanks to strong integration with prominent LMS systems.
In addition to technology, Coggno’s customer support team also provides expert guidance and training through its resources.
FAQ
How Would Interactive Content Improve the Effectiveness of Sexual Harassment Training?
Interactive content transforms passive learning into an active experience through engaging decision-making, critical thinking, and real-world simulations. This approach improves knowledge retention and strengthens empathy—an essential factor in recognizing, preventing, and addressing workplace harassment.
What Kind of Metrics Should Organizations Track for Behavioral Change After Training?
Organizations should monitor pre-training and post-training assessments, reported incidents, employee feedback on workplace culture, and compliance audit results. Tracking these metrics helps determine whether the training is driving meaningful behavioral change and fostering a safer, more respectful workplace.
How Often Should the Content of Sexual Harassment Training Be Updated?
Sexual harassment training content should be reviewed and updated at least annually, or whenever there are changes in federal, state, or local laws to ensure continued compliance and relevance.
Call to Action
Integrating the latest in sexual harassment training into your corporate compliance portfolio is crucial in establishing a positive, supportive, and respectful work environment. Select a quality software provider that understands the need for interactive learning as a means to ensure a solid return on investment, as well as a safe work environment for all. Check out what Coggno has developed in cutting-edge sexual harassment training today! Click now at Coggno.com to get a demo and learn more.
References
- U.S. Equal Employment Opportunity Commission. Sexual Harassment.
- California Department of Fair Employment and Housing. Sexual Harassment Training Requirements.
- SHRM. Sexual Harassment Training That Works: The Role of Interactive Learning.
- Harvard Business Review. How to Make Sexual Harassment Training More Effective.
- Coggno. Sexual Harassment Training Solutions.
