Sexual Harassment Course

Lesson 1 • Defining Sexual Harassment

Covers the legal and behavioral definitions of sexual harassment in workplace contexts. Anchors the chapter by establishing shared vocabulary for all subsequent topics.

Lesson 2 • Who Is Protected and Who Is Liable

Identifies protected individuals and parties who bear legal responsibility. Clarifies the scope of coverage so learners understand universal applicability.

Lesson 3 • Categories of Prohibited Conduct

Distinguishes quid pro quo harassment from hostile work environment harassment. Provides the foundational typology learners apply throughout the course.

Lesson 1 • Digital and Remote Workplace Harassment

Applies harassment recognition to email, messaging, video, and social media. Ensures learners can identify prohibited conduct in modern distributed work settings.

Lesson 2 • Identifying Visual and Environmental Harassment

Addresses images, displays, and environmental conditions that create a hostile atmosphere. Extends recognition skills to less obvious but equally prohibited conduct.

Lesson 3 • Identifying Physical Harassment

Covers unwanted physical contact and gestures that meet the harassment threshold. Builds recognition skills for the most visible form of prohibited conduct.

Lesson 4 • Identifying Verbal Harassment

Examines spoken and written language that constitutes harassment. Connects definitional knowledge from Chapter 1 to real behavioral examples.

Lesson 1 • Organizational Culture and Risk Factors

Identifies cultural norms, leadership behaviors, and structural factors that increase harassment risk. Links culture assessment to prevention strategy introduced in later chapters.

Lesson 2 • Power Imbalances and Vulnerability

Analyzes how supervisory authority, economic dependence, and status create vulnerability. Connects power dynamics to elevated harassment risk and reduced reporting.

Lesson 3 • Understanding Consent in Professional Settings

Defines consent as it applies to workplace interactions, distinct from personal contexts. Establishes the consent framework that underpins harassment prevention decisions.

Lesson 1 • Consequences of Non-Compliance

Examines financial, reputational, and operational consequences of failing to meet legal obligations. Motivates compliance by connecting inaction to concrete organizational risk.

Lesson 2 • Investigation Obligations and Timelines

Outlines the employer's duty to investigate complaints promptly and impartially. Establishes the legal standard against which investigation quality is measured.

Lesson 3 • Retaliation Prohibition and Protections

Defines retaliation, identifies prohibited retaliatory acts, and explains protections for complainants. Reinforces why anti-retaliation measures are as critical as anti-harassment measures.

Lesson 4 • Core Anti-Harassment Legal Principles

Summarizes the foundational legal principles governing workplace harassment without citing jurisdiction-specific codes. Provides the regulatory baseline all subsequent compliance content builds on.

Lesson 1 • Policy Architecture and Core Components

Identifies the essential elements every anti-harassment policy must contain. Provides a structural template learners use to draft or audit existing policies.

Lesson 2 • Communicating and Distributing Policies

Covers methods for ensuring all employees receive, understand, and acknowledge the policy. Links distribution effectiveness to the employer's legal defense posture.

Lesson 3 • Drafting Clear and Enforceable Language

Teaches plain-language drafting techniques that produce unambiguous, legally sound policy text. Reduces the risk of policy gaps that create liability.

Lesson 1 • Conducting the Investigation

Provides a structured methodology for gathering evidence, interviewing parties, and maintaining objectivity. Builds the core investigative competency required for legal defensibility.

Lesson 2 • Post-Resolution Monitoring and Follow-Up

Establishes practices for monitoring the workplace after resolution to prevent recurrence. Closes the complaint cycle and reinforces organizational accountability.

Lesson 3 • Creating Accessible Reporting Channels

Designs multiple reporting pathways that reduce barriers for complainants. Establishes the infrastructure that makes the investigation process possible.

Lesson 4 • Reaching Findings and Taking Action

Guides investigators from evidence analysis to written findings and disciplinary decisions. Connects investigation quality to proportionate and consistent outcomes.

Lesson 1 • Measuring Training Effectiveness

Introduces evaluation frameworks for assessing knowledge gain, attitude shift, and behavioral change. Connects measurement to continuous improvement of the training program.

Lesson 2 • Adult Learning Principles for Sensitive Topics

Applies adult learning theory to the unique challenges of harassment prevention education. Ensures training design choices are grounded in how adults process sensitive content.

Lesson 3 • Training Content and Format Selection

Guides selection of content topics, delivery formats, and modalities for different audiences. Aligns training design with organizational size, risk profile, and workforce diversity.

Lesson 1 • Diversity, Equity, and Inclusion Integration

Links harassment prevention to broader DEI strategy, showing how inclusion reduces harassment risk. Ensures prevention efforts address intersectional and systemic dimensions of misconduct.

Lesson 2 • Sustaining Culture Change Long-Term

Provides strategies for maintaining momentum after initial training and policy rollout. Closes the course by connecting all prior learning to ongoing organizational stewardship.

Lesson 3 • Psychological Safety and Speak-Up Culture

Builds the conditions under which employees feel safe reporting concerns without fear. Connects psychological safety to higher reporting rates and earlier intervention.

Lesson 4 • Bystander Intervention Programs

Designs programs that empower employees to safely intervene when they witness harassment. Extends prevention responsibility beyond targets and perpetrators to the entire workforce.