Just Checking the Box is Not Worth the Risk – Effective Harassment Prevention Training


By Molly Wood, SPHR, Senior HR Consultant.

Telling racially insulting jokes can be considered to be workplace harassment. True or False?

Firing someone for making a harassment claim is retaliation. True or False?

It’s ok to grab a co-workers butt if the song “Baby Got Back” is playing. True or False?

If these were the types of situations employees were regularly faced with, an online check the box Harassment Prevention Training would be sufficient. But let’s face it, harassment, discrimination, retaliation, and workplace bullying are more subtle than that. And if your method for defending your business from harassment claims is limited to a basic training every other year, you are probably not doing enough.

S.B. 1343 requires employers to provide Harassment Prevention Training to their employees. This training must be interactive and include examples of sexual harassment and an explanation of internal complaint processes available to employees. Online trainings can meet these requirements, but do they really resonate with your staff? Blatant examples don’t take into account perceptions of harassment, and claims are frequently filed based off how a person is made to feel, more than actions that were actually taken. 

It’s also important for supervisors to understand the gravity of harassment and discrimination in the workplace, and their own obligation to take action if a claim is made to protect the organization and themselves personally. 

Make sure that you are doing everything you can to prevent harassment, discrimination, and retaliation in your environment – and the perception of such. 

SDEA provides engaging and interactive training using examples from the instructor’s own experience as well as cases that have been settled or gone to court. 

Don’t take the chance that your employees are completing the training on autopilot. SDEA conducts live webinars and can also come onsite to ensure that your staff is knowledgeable in what can be perceived as harassment, how they can take action to stop unlawful activity in the workplace, and what they can do to help foster a positive workplace that is inclusive to all.

SDEA members have access to unlimited consultation with our HR Consultants. Don’t hesitate to call! 858-505-0024


Contact us: 858.505.0024