What you’ve described makes sense to me. As far as appropriate training (and also appropriate employer policies), I think that mandate would probably need to come from Open Philantrophy (the major EA funder) as a condition of its grants. I don’t think either CEA or RP would have a great means of enforcing such a requirement. CEA could require training as a condition of attending one of its events . . . but the attendance at those events has been significantly cut due to budget constraints, so it would apply to only a fraction of the population. I would be a bit skeptical of on-line training unless supportive data were available; the people who most need to hear it would be the people most likely to be reading something unrelated in the background
Oh, I meant training for CH/in orgs, not people at large (especially the CH team, who deals with this stuff internally; I think a lot of the mishandling is due to a lack of information/training). And similarly, most of the “policies” would mostly set the tone for deterrence, eg, having a “consent framework” and “suggestions for greater safety at events” isn’t really an official employer policy, but sets the tone that non-consent isn’t tolerated.
Re: incapacitation, I doubt there’s any way for EA/CEA/etc to get to incapacitation. But through my experiences with deterrence, EA/CEA/etc can dramatically lower the number of assaults.
Oh, I meant training for CH/in orgs, not people at large (especially the CH team, who deals with this stuff internally; I think a lot of the mishandling is due to a lack of information/training). And similarly, most of the “policies” would mostly set the tone for deterrence, eg, having a “consent framework” and “suggestions for greater safety at events” isn’t really an official employer policy, but sets the tone that non-consent isn’t tolerated.
Re: incapacitation, I doubt there’s any way for EA/CEA/etc to get to incapacitation. But through my experiences with deterrence, EA/CEA/etc can dramatically lower the number of assaults.