Sexual Harassment Training for Today's Teams
Looking for something better than
a check-the-box approach to compliance training?
You've come to the right place.
Upgrade your training
You've probably met our nemesis: annual check-the-box training that's either ignored or mocked. Research is clear: it doesn't work.
Leave the awkward videos behind and get personalized training as innovative and thoughtful as your team.
Old school training
COMPLIANCE NOT CULTURE
Once-a-year training signals you're checking a box, not changing culture.
ONE-SIZE-FITS-ALL
A new hire and the Chief Diversity Officer get the same content. That's silly.
CHECKLIST APPROACH
Labeling interactions as either "okay" or "bad" doesn't capture nuance, context, or changes over time.
Ethena
CULTURE + COMPLIANCE
An innovative training approach shows preventing harassment is a real priority. And yes, we also meet your state's training requirements.
PERSONALIZED TRAINING
We personalize each user's training so content suits their stylistic preferences and existing knowledge.
WE LIVE IN THE GREY AREA
Office dating, mentorship post #MeToo, pregnancy - interactions are complicated, and our training reflects that.
Traditional training doesn’t prevent harassment
And might even cause a backlash.
Yes, it’s that bad.
“I don’t think there’s any evidence that typical
harassment training reduces harassment and there’s some evidence that it’s likely to increase harassment.”
— Harvard Professor Frank Dobbin, The New York Times
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Harassment drives away top talent
Preventing harassment isn’t just the right thing, it’ll help keep your the talent.
Nearly two-thirds of employees who left the tech industry indicated that they would have stayed if their employer fixed its culture.
— 2017 Tech Leavers Study, Kapor Center
We take an evidence-based approach
this seems to be working
And yes, we check the boxes
so we've got you covered
California: SB 396, 1343, and AB 2053
Connecticut: Time’s Up Act
Delaware: HB 360
Illinois: SB 75
Maine: 26 M.R.S.A §807
New York: Local Law 96; Section 201-g of the Labor Law
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