Sexual Harassment Training

Lesson 1 • Defining Sexual Harassment

Covers the legal and behavioral definitions of sexual harassment in the workplace. Anchors all subsequent content by establishing shared, precise terminology.

Lesson 2 • Legal Framework and Employer Obligations

Explains the regulatory basis for harassment prevention and what employers must do. Connects law to organizational policy requirements.

Lesson 3 • Types of Sexual Harassment

Distinguishes quid pro quo from hostile work environment harassment with examples. Builds classification skills needed for later recognition and reporting modules.

Lesson 1 • Verbal and Written Harassment

Examines comments, jokes, slurs, and written messages that constitute harassment. Builds recognition skills for the most common harassment forms.

Lesson 2 • Scenario-Based Recognition Practice

Applies recognition skills to realistic workplace vignettes across industries. Consolidates chapter learning through active classification exercises.

Lesson 3 • Subtle and Ambiguous Conduct

Trains learners to evaluate borderline behaviors using objective standards. Reduces under-reporting caused by uncertainty about whether conduct qualifies.

Lesson 4 • Physical and Nonverbal Harassment

Covers unwanted touching, gestures, and visual displays that create a hostile environment. Extends recognition skills beyond verbal conduct.

Lesson 1 • Organizational and Cultural Damage

Analyzes how harassment erodes trust, morale, and organizational reputation. Motivates leaders and employees to treat prevention as a business priority.

Lesson 2 • Professional and Financial Consequences

Covers job loss, reduced performance, and economic harm suffered by targets. Connects individual harm to broader organizational cost awareness.

Lesson 3 • Intersectionality and Compounded Harm

Explores how race, gender identity, disability, and other identities amplify harassment impact. Prepares learners to recognize and address compounded vulnerability.

Lesson 1 • Supporting a Colleague Who Reports

Guides employees on how to support a reporting colleague without interfering in the process. Builds a culture where reporting is normalized and supported.

Lesson 2 • Internal Reporting Channels

Describes HR, management, ethics hotlines, and ombudsperson options within organizations. Establishes the first line of reporting that most employees will use.

Lesson 3 • Confidentiality and Anti-Retaliation Protections

Explains confidentiality limits and legal protections against retaliation for reporters. Addresses the fear that most often prevents reporting.

Lesson 4 • External Reporting and Regulatory Bodies

Covers government agencies and regulatory bodies that receive harassment complaints. Ensures learners know options beyond internal channels.

Lesson 1 • Direct Intervention Techniques

Covers verbal and physical methods to interrupt harassment in the moment. Provides concrete scripts and actions learners can use immediately.

Lesson 2 • Assessing Safety Before Intervening

Guides learners to evaluate risk before choosing an intervention method. Prevents well-intentioned actions from escalating harm.

Lesson 3 • Practicing Intervention Scenarios

Applies intervention techniques through role-play and case-based exercises. Builds confidence and muscle memory for real-world bystander action.

Lesson 4 • The Bystander Effect and Responsibility

Explains why bystanders often fail to act and how to overcome psychological barriers. Establishes the moral and organizational case for bystander action.

Lesson 1 • Core Elements of an Effective Policy

Identifies the mandatory and best-practice components of a harassment prevention policy. Provides a structural template learners can apply immediately.

Lesson 2 • Communicating Policy to All Employees

Covers distribution, acknowledgment, and ongoing communication of the policy. Ensures all employees are aware of and accountable to the policy.

Lesson 3 • Policy Review and Continuous Improvement

Establishes a cycle for auditing, updating, and strengthening the policy over time. Keeps the policy current with legal changes and organizational learning.

Lesson 1 • Analyzing Evidence and Reaching Findings

Guides investigators through weighing evidence and applying the preponderance standard. Produces defensible, well-reasoned conclusions from gathered facts.

Lesson 2 • Planning and Scoping the Investigation

Covers how to define the complaint scope, identify witnesses, and build an investigation plan. Proper planning prevents missed evidence and procedural errors.

Lesson 3 • Remediation and Post-Investigation Actions

Covers disciplinary options, corrective measures, and follow-up monitoring after findings. Ensures investigations produce meaningful organizational change.

Lesson 4 • Investigation Principles and Impartiality

Establishes the core standards of fairness, confidentiality, and thoroughness in investigations. Sets the ethical foundation before procedural steps are introduced.

Lesson 1 • Sustaining Culture Change Over Time

Addresses how to maintain momentum and prevent culture regression after initial training. Long-term prevention requires embedded systems, not one-time events.

Lesson 2 • Psychological Safety and Speak-Up Culture

Builds the conditions under which employees feel safe reporting concerns without fear. Psychological safety is the prerequisite for effective reporting and prevention.

Lesson 3 • Metrics, Monitoring, and Accountability

Teaches how to track harassment-related data and use it to drive organizational improvement. Data-driven accountability closes the gap between policy and practice.

Lesson 4 • Training Program Design and Delivery

Covers how to design, schedule, and evaluate ongoing harassment prevention training. Effective training is the primary vehicle for sustained culture change.