Despite decades of legal action and public attention, sexual harassment remains a persistent challenge in the workplace. We've made progress—yes—but incidents continue to make headlines, and employees still report retaliation for speaking up.
That reality forces us to ask: Are we moving forward, or are we mistaking activity for impact?
True prevention requires more than awareness. It requires a culture of respect that shows up in every policy, every manager interaction, and every training session—not just once a year, but in how people treat each other day to day.
Sexual harassment training for employees has become more commonplace, and in many jurisdictions, it’s now legally required. But while training is essential, not all training is effective. Checking the box isn't the same as changing behavior.
The real goal of harassment training isn’t to memorize legal definitions. It’s to help employees recognize disrespect in its many forms, speak up safely, and intervene early—before harm escalates.
Training must build awareness and agency. It must help people understand the power dynamics at play, the ripple effects of inaction, and the importance of showing up for each other, especially in uncomfortable moments.
The most impactful training doesn’t lecture—it connects. It creates space for reflection, invites questions, and uses realistic scenarios that mirror the complexities of modern work. It avoids scare tactics and instead focuses on empathy, accountability, and shared responsibility.
Strong harassment training:
Employees need practice making judgment calls, not just hearing policy text. Scenarios grounded in actual workplace dynamics help learners identify gray areas, not just blatant misconduct.
People don’t change behavior because of a quiz. They change when they’re given a chance to pause, consider their own values, and see how small actions (or inactions) can impact others.
Training should help reduce the fear of retaliation by showing what support looks like in action—whether it’s bystanders stepping in, managers responding appropriately, or clear reporting processes being upheld.
Annual training helps, but culture shifts happen when expectations are reinforced throughout the year—through team discussions, manager check-ins, and accessible resources that keep the conversation going.
Effective training supports a broader commitment to workplace respect. When leaders make clear, public stands against harassment—and follow up with action—employees take notice. When reporting systems are transparent and trusted, people are more likely to come forward. And when policies are lived, not laminated, a culture of integrity begins to take root.
Stopping harassment isn’t just about reducing risk—it’s about protecting people. It’s about ensuring every employee feels safe, respected, and able to contribute without fear of harm or exclusion.
When done right, it opens the door for meaningful conversations, builds trust, and reinforces a simple but powerful truth: how we treat each other at work matters.
Ready to build a culture of respect that genuinely prevents harassment? Discover how our adaptive compliance collection on harassment prevention goes beyond "checking the box" to deliver truly impactful, behavior-changing training.
Explore our Harassment Prevention Collection.