Discrimination & Sexual Harassment Prevention Training for Supervisors

Topics of Our Discrimination & Sexual Harassment Training Course for Supervisors

Building Positive Workplace Cultures
Emphasizes the role culture plays in cultivating a productive and professional workplace.

Recognizing Discrimination
Identifies discriminatory conduct, through realistic examples, especially in situations of hiring, firing, management, and promotions.

Recognizing Sexual Harassment in the Workplace
Prepares supervisors to intervene and report misconduct when they witness or hear of sexual harassment.

Taking Action Against Retaliation
Teaches supervisors how they can model appropriate behavior and addresses their legal obligations to take action when they encounter retaliation.

How to Reduce Risk of a Workplace Incident

To reduce the risk of a workplace sexual harassment incident, organizations can take several steps:

1. Develop and implement clear policies: Develop and implement clear policies that define sexual harassment, provide examples of prohibited conduct, and explain the complaint and investigation process.
2. Provide training: Provide training to all employees on sexual harassment, including what it is, how to recognize it, and how to report it. This training should also cover bystander intervention and the importance of speaking up when witnessing or experiencing harassment.
3. Encourage reporting: Encourage employees to report any incidents of sexual harassment without fear of retaliation. Ensure that employees know how to make a report and that the process is accessible and confidential.
4. Respond promptly and effectively: Respond promptly and effectively to reports of sexual harassment by conducting a thorough investigation and taking appropriate disciplinary action if necessary.
5. Foster a respectful workplace culture: Foster a respectful workplace culture by promoting diversity and inclusion, providing opportunities for feedback and open communication, and addressing any inappropriate behavior promptly and effectively.

Who Needs to Comply with Sexual Harassment Training?

The requirement for sexual harassment training varies depending on the location and type of organization. However, in general, many organizations are required to provide sexual harassment training to their employees. For example:

1. Employers with a certain number of employees: In some jurisdictions, employers with a certain number of employees are required to provide sexual harassment training to their employees. The number of employees required to trigger this requirement varies by jurisdiction.
2. State and local government agencies: State and local government agencies are often required to provide sexual harassment training to their employees.
3. Companies that do business with the government: Companies that do business with the government may be required to provide sexual harassment training to their employees as a condition of doing business.
4. Professional organizations: Many professional organizations, such as those in the legal, medical, or educational fields, require their members to complete sexual harassment training as part of their professional development.
5. Businesses with a sexual harassment policy: Even if not required by law, businesses with a sexual harassment policy may choose to provide sexual harassment training to ensure that their employees are aware of the policy and the consequences of violating it.