Historically, major law firms have leaned on their in-house Labor and Employment (L&E) attorneys to conduct harassment awareness training sessions across the firm. At first glance, utilizing internal resources for such training seems logical since the expertise is readily-available within the firm. Yet, an increasing number of firms are recognizing that the costs of delivering training in this manner might exceed its merits. The argument in favor of adopting a technology-driven training approach grows more compelling by the day.

Chicago employers must now provide a total of three hours of combined Harassment Prevention and Bystander Intervention training per year. That’s a lot of time for your people to spend in training. How do you make the most of that time – and ensure your training isn’t just a check-the-box exercise?