EVERFI: The Future of Harassment Prevention in Higher Ed
1. January 24, 2018
The Future of Harassment
Prevention in 2018
Rob Buelow
Vice President
Holly Rider-Milkovich
Senior Director
Jennifer Ouyang
Vice President
2. Jennifer Ouyang
Vice President, EVERFI
Your Presenters
Award-winning prevention educator
and public health expert
Helping campuses identify strategic
opportunities to deploy compliance and
prevention programs
Nationally-recognized higher education
professional with two decades experience
in sexual harassment prevention
Rob Buelow
Vice President of
Prevention Education, EVERFI
Holly Rider-Milkovich
Senior Director of
Prevention Education, EVERFI
3. Webinar Agenda
1 Where We Were in 2017
2 How Does #MeToo Change the Program?
3 5 Best Practices & Insights for 2018
4 Challenges in Execution
5
The Future of Harassment Prevention at
EVERFI
4. Do you plan on expanding the scope
of your harassment prevention
program in 2018?
POLL
6. Civil Rights
Act of 1964
1 2
EEOC adds “Sexual
Harassment”-1990
3
The Americans with
Disabilities Act -1990
4 5
CA AB 1825
2 hour
Supervisor only
Every other year
(2005)
6
2018 Updates
CA SB 396 and AB 1556
Federal Tax bill: no deduction for settlement w NDA
7
Title IX of the Education
Amendments Act of 1972
The Civil Rights
Act of 1991
A Brief History of Harassment
and Discrimination Law
Sources:
11. Equal Employment
Opportunity Commission
● Created in January 2015, the Select Task
Force was commissioned to study
harassment in the workplace.
● The co-chair report examines conduct and
behaviors which might not be "legally
actionable," but left unchecked, may set the
stage for unlawful harassment
● The report of recommendations calls on
improvement of training practices,
leadership from the top, and accountability
for all
13. Transparency
● Transparency in process and in
outcomes
● Builds organizational trust
● Supports other prevention efforts
● Increased reports are a positive
sign of organizational health
14. Policies Widely
Communicated & Enforced
● Make sure policies are easy to find
and easy to understand
● Enforce policies consistently
● Create multiple avenues for
reporting and publicize widely
● Ensure prompt review, due process
and protection from retaliation
15. Annual Training Delivered at Key Times
Timing:
● On hire, assumption of new roles,
and other high impact times
Intent:
● Builds on previous training to
increase knowledge and skills
● Interactive, targeted content
● Reinforces key organizational
messages and expectations
● Universal annual training sends a
message of organizational
commitment and prioritization
16. Address Key Learning Objectives
Focus on:
● Increasing skills as well as increasing knowledge
● The positive--what managers and employers SHOULD
do versus what they should avoid
● Go upstream--empower employees to intervene early on
● Identifying learning objectives that increase positive
attitudes, behaviors, and beliefs to drive culture change
17. Data-Informed & Evaluated for Impact
Workplace Climate
Employees were asked a series of questions related to the climate around sexual harassment at their
workplace.
Workplace National
Senior leadership at my workplace take reports of sexual harassment seriously. 92% 83%
My workplace is committed to preventing sexual harassment. 91% 86%
I feel part of a caring workplace that looks out for one another. 97% 83%
My workplace does a good job protecting the safety of its employees. 94% 81%
There is a clear process in place for reporting sexual harassment claims. 85% 72%
Females Males
who view sexual harassment as a significant
issue in their workplace*
13% 4%
witnessed sexual harassment in the
workplace*
22% 12%
know someone at this
institution/organization who has
experienced sexual harassment*
11% 7%
*lifetime prevalence
Key questions to consider:
● Is my training based on known best
practices to maximize impact?
● Am I measuring key learning and
behavioral outcomes?
● Does my training improve
knowledge, attitudes, and
behaviors?
● What are the unique
needs/strengths of my workforce?
● Where should I focus additional
resources?
18. INSTITUTIONALIZATION
CRITICAL PROCESSES
POLICY
PROGRAMMING
The degree of organizational buy-in, visible commitment, and
meaningful investment in effective prevention initiatives
The strategic, collaborative, and research informed translation of
resources (staff/budget) into effective policies and programs
The values and expectations of the organization and its community,
and the system of accountability to uphold and enforce them
The intentional development, multi-modal design, and targeted delivery of
prevention programs and messages that will maximize impact
EVERFI Framework for
Comprehensive Prevention
22. Timeline
● Revamping harassment prevention training
is a 2018 initiative
● Lack of runway to build a comprehensive
and robust program in-house
● Initiating and/or continuing in-person
training is not always feasible
Harassment Training Challenges
23. ● Provide content that is aligned with best practice
● Iterate upon content regularly
● Deliver skill-building education that drives culture
change
Content
Harassment Training Challenges
24. ● Accessibility
● Engaging learner experience
● Multi-learning modalities
● Designed for specific audiences
● Capable of providing a private, anonymous
learning experience
Design
Harassment Training Challenges
25. ● Assess knowledge gain
● Measure attitudes around culture and behaviors
● Compare your organization to peers
● Incorporate outcome data into strategic planning
Impact
Harassment Training Challenges
32. EVERFI Impact
Surveys and Assessments
SURVEY QUESTIONS
Indicate your agreement with the following statements:
1. Senior leadership at my workplace take reports of
sexual harassment seriously.
2. My workplace is committed to preventing sexual
harassment.
3. I feel part of a caring workplace that looks out for
one another.
4. There is a clear process in place for reporting
sexual harassment claims in my workplace.
5. I would step in if a coworker is engaging in
sexually harassing behavior.
33. EVERFI Impact
CAMPUS
n=8,720
NATIONAL
n=255,781
My workplace is committed to preventing
sexual harassment.
(% moderately - strongly agree)
60% 52%
I know how to make a report of sexual
harassment at my school.
(% moderately - strongly agree)
49% 61%
I am confident in my ability to intervene
effectively in a potential sexual harassment
situation. (% moderately - strongly agree)
70% 73%
I feel part of a caring workplace that looks
out for one another.
(% moderately - strongly agree)
83% 87%
National & Custom Benchmarking Year-Over-Year Trends
35. January 24, 2018
The Future of Harassment
Prevention in 2018
Rob Buelow
Vice President
Holly Rider-Milkovich
Senior Director
Jennifer Ouyang
Vice President
