As American society faces a new reckoning around the subject of discrimination and harassment, government bodies are looking for ways to remedy these problems with legislation. One such topic being addressed by state and local laws in the wake of the #MeToo movement is sexual harassment training, with several states and one major city enacting policies that require employers to ensure their employees are getting this important education and training.

2020 started with the promise that it was going to be my best year yet as an HR professional. I was going to accomplish every resolution this year. From launching a new training program for managers, initiating a diversity & inclusion program, and my personal goal of reading every book I could find on being a first time dad. That all changed when the COVID-19 Coronavirus put much of our lives on pause. The idea of "social distancing," toilet paper hoarding, and sanitizing delivery boxes were completely foreign concepts just a month or two ago. The lifestyle inconveniences turned into real fear as I started witnessing the early effects of this virus that we still don’t have any solutions for. 

According to Gartner, “Approaches to learning are stubbornly stuck in the past — too episodic, too rigid, too slow, too expensive and out of sync with today’s needs.” Microlearning aims to solve this by reducing the length of individual employee training courses and the volume of content communicated in each lesson. Information is presented in more digestible pieces so it can be learned more quickly and accurately, with greater expected retention.