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Do you follow The Try Guys?
Keith Habersberger, Ned Fulmer, Zach Kornfeld, and Eugene Lee Yang left their jobs at Buzzfeed after forming their own production company, 2nd Try LLC, where they have made a living creating content about trying . . . anything.
The Try Guys’ “thing” is to challenge themselves to try new things – embracing failure and learning from it. They have gone viral for their authenticity and playful, friendly comradery. However, just a few weeks ago, Habersberger, Kornfeld, and Yang announced that they would cut ties with Fulmer for engaging in an extra-marital affair with an employee.
While fans of The Try Guys were disappointed to hear this news, compliance professionals might agree that the production company handled it beautifully. Here’s what The Try Guys did right:
While Fulmer’s extra-marital affair seems to have been reciprocated, it is important to note that many companies have established clear policies on personal relationships within the organization. Typically, companies include this type of information in their global code of conduct.
Relationships between a supervisor and an employee can have a negative impact on the entire team – especially if other employees notice the relationship and claim a hostile work environment. After all, quid pro quo sexual harassment may be implied in intimate relationships between a supervisor and an employee.
If The Try Guys have taught us anything, it is that workplace harassment isn’t just a type of training that employees undertake every couple of years after joining your organization. It is a real problem that continues to arise in organizations around the world.
Consider these statistics:
It is up to your organization to effectively train employees – and managers – on how to promote a safe and inclusive workplace. And then to make good on their commitment.
At the end of the day, compliance leaders have a lot to consider when developing workplace harassment prevention training programs. Many states require anti-harassment training, and those regulations can change regularly, making it difficult to keep your content up to date and in compliance.
Skillsoft addresses regulatory requirements and works with you to build a culture that promotes respect and rejects harassment.
Importantly, our solutions focus on people, not just rules. For example, Skillsoft’s bystander training empowers employees to recognize harassment in the workplace and provides them with multiple options to intervene when they see this behavior. The course puts the learner in the victim’s shoes, helping them see the emotional impact of harassing behavior.
Skillsoft has just released 115 new workplace harassment training courses to help organizations stay up-to-date with harassment prevention requirements. Our customers may choose from four types of content created for both managers and employees: memorable, standard, workplace, and retail.
Our courses are:
These courses include content for both employees and managers, with state-specific training available for California, Connecticut, Delaware, Illinois, Maine, and New York. As states continue to rapidly change their specific laws and regulations, companies must be aware and be able to adapt quickly to stay compliant.
Differing state laws present challenges and complexities as they pertain to developing a sufficient and effective sexual harassment training program. Furthermore, as the issue of sexual harassment continues to be in the public spotlight, organizations must seriously ask themselves the following questions when developing such a program:
Is your organization up-to-date with harassment prevention training requirements? Contact a Skillsoft expert today!