Training for Sexual Harassment and Sexist Behavior Coordinators
Carry out one's duties methodically, with sound judgment, and safely.
Being designated as a point of contact is not just about knowing the law. It means being able to listen empathetically, provide guidance without taking the place of qualified professionals, understand your role within the organization, and contribute to credible prevention efforts. Over the course of two days, develop the guidelines, instincts, and tools you need to carry out your duties with confidence.
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Who is this training course intended for?
Training tailored to your role.
Employer-designated representative: You have been appointed to support your organization’s prevention policy and serve as a point of contact for employees.
CSE Harassment Liaison: You want to better understand your responsibilities, your scope of action, and the limits of your involvement.
Joint Training for Employers and the Social and Economic Council (CSE): Because complex situations often require a shared understanding of roles and responsibilities, this training can also bring together the various stakeholders involved in workplace safety.
Situations directly inspired by real-life organizational experiences
Situation 1
An employee mentions inappropriate behavior but refuses to take any formal action.
Situation 2
A manager reaches out to you after noticing some tension within his team.
Scenario 3
Two conflicting accounts have emerged following a report.
Scenario 4
Sexist behavior has been trivialized for several years.
Scenario 5
A witness wants to take action but fears retaliation.
Scenario 6
An internal investigation must be launched.
Beyond Training: Building a Credible System
Appointing a point person is an important step. But when a situation arises, organizations often need additional measures.
Reporting Procedure
Clarify the roles, steps, and procedures for treatment.
Counseling Center
To provide employees with a safe, external space where they can be heard.
Internal survey
Organize the fact-finding process and decision-making.
Raising team awareness
Bringing about lasting changes in behavior.
Support for Managers
Strengthen their capacity for prevention and response.
A job that requires as much physical stamina as it does knowledge
The harassment liaison is neither an investigator, a psychologist, nor a lawyer. However, he or she may be called upon in complex situations: someone confiding in them for the first time, a witness who doesn’t know how to respond, a manager at a loss, a work group experiencing tension, or senior management that needs to make a quick decision. In these moments, the quality of the response can have significant consequences for both the individuals involved and the organization.
By the end of the training, you will be able to
- Identify high-risk situations: recognize behaviors that may constitute sexual harassment, psychological harassment, sexist conduct, or discrimination.
- Listening to a sensitive comment: adopt an appropriate listening stance, without jumping to conclusions or passing judgment.
- Provide effective guidance: be familiar with the internal and external resources available.
- Understanding everyone’s responsibilities: management, HR, managers, the Social and Economic Committee (CSE), occupational health, and designated representatives.
- Contribute to prevention: implement realistic measures tailored to your situation.
- Responding in a proportionate manner: knowing what to do—and sometimes what not to do.
A teaching approach designed for real-world situations
At Accordia, we deal with issues of discrimination, harassment, gender-based and sexual violence, internal investigations, and whistleblower programs on a daily basis. This experience directly informs our training. You will work on real cases, role-playing exercises, scenarios inspired by actual investigations, complex situations involving witness interviews, and group analysis exercises.
Tools you can reuse within your organization
DiversiCartes®: to facilitate discussions about stereotypes, risky behaviors, and mechanisms of discrimination.
What Is It, Anyway? Sexism: To spark meaningful discussions about everyday behaviors.
Accordia Case Studies: A collection of scenarios inspired by real-life situations encountered in the workplace.
You'll leave with
- Comprehensive teaching materials.
- Practical Guide for Harassment Response Coordinators.
- "What Is It?" Game: Sexism.
- DiversiCartes® Game.
- Case Study Library.
- Awareness-raising frameworks.
- Mapping of internal and external stakeholders.
- Tools to assist with speech collection.
Are you affiliated with AFDAS?
Depending on your line of business, this training may be eligible for specific funding programs offered by AFDAS as part of its efforts to prevent gender-based and sexual violence and harassment. Our teams can assist you in identifying the available funding programs and the funding options best suited to your situation.
Why Accordia?
Our expertise extends beyond the realm of training alone. We support organizations across the entire prevention spectrum: training of designated representatives, employee awareness campaigns, manager training, internal investigations, assessments, procedures, whistleblower programs, support hotlines, and guidance for senior management. This comprehensive approach allows us to address the role of designated representatives within their actual work environment.
What is sexist behavior?
Article L. 1142-2-1 of the Labor Code defines it as “any conduct related to a person’s sex that has the purpose or effect of violating their dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment.” A remark “just for a laugh,” a nickname, a comment about someone’s outfit: so-called “everyday” sexism falls under this definition. Spotting it early helps prevent more serious situations.
The Legal Framework for the Sexual Harassment Coordinator
Since the enactment of the law “on the freedom to choose one’s professional future” on September 5, 2018, two roles have coexisted:
- CSE Representative: appointed from among the committee members when there are 11 or more employees (Article L. 2314-1 of the Labor Code).
- Employer Representative: appointed in any company with at least 250 employees (Article L. 1153-5-1 of the Labor Code).
Reference definitions: sexual harassment (Article L. 1153-1) and sexist conduct (Article L. 1142-2-1) of the Labor Code.
Official Resources: Labor Code — Sexual Harassment (Légifrance) · INRS — Regulations · INRS — Legal Guide for Supervisors.
Frequently Asked Questions
Answers to questions from harassment liaisons.
Is the training mandatory?
For CSE representatives, the right to training is incorporated into health, safety, and working conditions training programs. For representatives appointed by the employer, no specific duration is required, but the employer must ensure that they have the skills necessary to carry out their duties.
What is the difference between an employer representative and a CSE representative?
Their titles, roles, and responsibilities differ. The training clearly defines each person’s role to avoid confusion.
Should the liaison conduct internal investigations?
Not necessarily. Their role is often to provide guidance, information, and support. Depending on the organization, investigations may be conducted by other internal or external parties.
How should you respond when someone refuses to file a formal report?
This situation is common and is one of the scenarios covered during the training.
How can we protect privacy?
We discuss best practices for balancing confidentiality, the protection of individuals, and employers' obligations.
Can we provide training for HR, the Social and Economic Committee (CSE), and employee representatives all at once?
Yes. Some organizations opt for joint training in order to establish shared benchmarks and facilitate coordination.
Do participants leave with some tools?
Yes. Each participant leaves with the educational materials, the game *C'est Quoi Donc ? Sexisme*, the *DiversiCartes®* game, and practical resources that can be put to immediate use.
Schedule an appointment with Accordia
Do you have a question before signing up?
Let's discuss your background, your role, and your needs to ensure that this training meets your expectations.
