Watch webinar here: https://youtu.be/UnDmtduwHPY

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

5. Where We Were in 2017

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:

7. How Does #MeToo Change the Program

8. Harassment Prevention 2005-2017
Supervisors, Managers
Department Heads
Deans
Everyone else

9. Harassment Prevention in 2018
Supervisors, Managers
Department Heads
Deans
Everyone else

10. 5 Best Practices & Insights for 2018

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

12. Organizational
Transparency &
Accountability
Policies Widely
Communicated
and Enforced
Annual Training
Delivered at
Key Times
Address Key
Learning
Objectives
Data-Informed
& Evaluated
for Impact
Implementing EEOC Guidance in 2018

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

19. Challenges in Execution

20. What do you anticipate will be your biggest
hurdle in improving/expanding your
harassment prevention program in 2018?
POLL

21. Harassment Training Challenges
Timeline Content Design Impact Administration

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

26. ● Integration
● Deployment
● Adoption
● Customization
● Tracking
Administration
Harassment Training Challenges

27. Climate
Survey
1 2
Communication Plan
& Integration
3
Policy Update
& Incorporation
4 5
Impact Report &
Executive
Business Review
6
Training Plan
& Curriculum
(when, what, who)
Deployment Plan &
Completion Goals
2018 Timeline

28. January 24, 2018
The Future of Harassment
Prevention at EVERFI
Jennifer Ouyang
Vice President

29. Harassment Prevention & Inclusion Program
Harassment &
Discrimination
Prevention
Managing Biases Diversity & InclusionTitle IX & Clery

30. Learning Objectives

31. ❏ Harassment Policy
Attestation
❏ Logos and Branding
❏ Executive Welcome Letter
❏ Custom Resources
Standard Customizations

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

34. POLL
How can we best support you in 2018?

35. January 24, 2018
The Future of Harassment
Prevention in 2018
Rob Buelow
Vice President
Holly Rider-Milkovich
Senior Director
Jennifer Ouyang
Vice President

37. END