Training for Multi-lingual Workforces

If your workers are not native English speakers, should training and policies be in their language? What if they speak English well, but not at a native level? What if only one person on the workforce speaks another language?

These questions prove that it can be difficult to determine if an employer has taken "reasonable steps" to prevent harassment and provide training. That is why California law requires a workplace with 10% or more of non-native English workers to translate their sexual harassment prevention policies into every language spoken by at least 10% of the workforce.

If this applies to your company, translate your workforce's policies. Communicate these policies to employees in the language(s) spoken. Also consider implementing a complaint policy that includes the identification of a person who speaks the non-English languages. If there is no such person, communicate to employees that you will provide an interpreter if one is needed for them to file a complaint.

To learn more about Sexual Harassment Prevention Training For Supervisors visit our Cal/OSHA Sexual Harassment Prevention Training For Supervisors Online Training web page.