Workplace Harassment Prevention Training: A Priority at Ithaca College
Ithaca College (IC) already requires its 1,600 staff and faculty employees to participate in workplace harassment prevention training. Now, the school has added its 3,000 student employees to those efforts with an online course tailored to their unique perspective. This move demonstrates IC’s commitment to prevent workplace harassment across campus. It also ensures that students who supervise others are aware of their responsibilities to treat people fairly.
Founded in 1892, IC is home to some 6,500 students and offers more than 100 degree programs through its five schools.
“The student employee training is a good reinforcement for the other efforts that are going on,” said Phil Garin, assistant counsel for legal affairs. Student employees “not only learn what behaviors are and are not appropriate, but they also learn how the policies are intended to address that behavior.”
Supervisors and student employees had asked for training tailored to students’ needs, said Kirra Franzese, executive director of engagement and talent management in human resources (HR). IC recently adopted new online programs for employees and supervisors that feature the types of scenarios and situations that occur in higher education institutions. The program has inspired helpful conversations and inquiries about workplace harassment. For example, supervisors asked HR, “This happened, and now that I’ve seen this video, is it something we should be concerned about? Would you be willing to come and talk to us about what resources are available?” Franzese said. They also began to ask, “How can we get this information and training in front of our student employees?”
The college found that United Educators’ (UE) online program, “Show Some Respect! Prevent Harassment,” gives students tools they can use to recognize harassment, ways to deal with that behavior, and instructions for reporting harassment, all in an hour-long interactive format. IC’s Title IX office implemented the program first on an as-needed or voluntary basis for departments, then recommended making it available to all student employees because of its student-specific content.
Finding a harassment prevention program geared toward student employees was especially important given the potential imbalance of power between a student and a faculty or staff supervisor. “It’s the initial power dynamic between a staff or faculty to a supervised student that makes the training necessary,” Garin said. “We acknowledge our responsibilities from both sides, which is why we want all the parties to understand their roles.”
The online training also gives students a head start on their careers. “The students in our office who took the training thought it was helpful because it provided them with the experiential learning that may be required when they graduate and go into the workforce,” Franzese said.
The UE program complements other Ithaca College initiatives for its general student population, including the campuswide SHARE (Sexual Harassment and Assault Response & Education) and other Title IX-related efforts. SHARE offers training and resources to help students who encounter sexual harassment, violence, or assault. Also, IC’s “Think About It” program is a required online training on sexual assault, sexual violence prevention, and bystander intervention that all incoming students must complete before their first semester begins. Faculty and staff also receive regular training and resources on handling complaints and reporting requirements.
The college monitors and updates all its training offerings, providers, and programs to meet the needs of everyone on campus, Franzese said. “There is a need to really think about how we educate our campus on all forms of discrimination, not just sexual harassment.”
Campus climate surveys, conducted every two years, help identify those needs. The initial survey, conducted in 2016, examined sexual misconduct and sexual harassment—including the number of people affected, their understanding of reporting mechanisms, and their satisfaction with the college’s response to their complaints.
“One of the major themes that came out was that a significant number of students who experience circumstances that we would consider problematic and potential instances of sexual harassment or misconduct unfortunately do not come forward and seek assistance from college staff or faculty,” Garin said. “There is a need to increase reporting, build trust, get more people to understand the things that need to be reported and make that acceptable.” The goal is not only to respond to reports, but to do so in such a way that people don’t feel alone.
IC also is exploring additional programs for faculty and staff, including one on workplace violence that will complement a new policy. Future topics could include workplace bullying and bystander training. “We will continue to share information and communicate about the initiatives that we have on campus in our efforts to have a harassment-free workplace environment,” Franzese said.
By Donna Davis, a freelance education writer