Harassment prevention training software delivers learning to employees and managers to improve workplace literacy on anti-discrimination and bullying policies and practices. It also mitigates potential litigation risks. Sometimes known as harassment prevention training solutions, these platforms focus on modifying workplace behavior and eliminating illicit verbal, physical, or even sexual behavior.
Depending on the locale, anti-harassment training is required by local, state-wide, or national regulations to bring an office into compliance with federal discrimination laws. They’re implemented both proactively and reactively to create a better office environment.
What Types of Harassment Prevention Training Software Exist?
Whether buying or designing a training program to increase workplace literacy, buyers must ask one crucial question. What objectives should harassment prevention training include? Some training objectives that a prevention program should include are preventing incidents, improving retention, contributing to overall workplace health and safety, and mitigating risk for the organization.
Here are some common harassment prevention training software:
Workplace bullying prevention
Bullying manifests as a pattern of hurtful behavior against one or more targeted individuals in an office. This could include swearing, exclusion, destruction or theft of property, teasing, mocking, or other forms of intimidation. Whether the result of ignorance, negligence, or malicious intent, this training helps workers identify problematic behaviors and root them out before they spread.
Workplace violation reporting
Many offices employ whistleblowing software or other ways of anonymously disclosing inappropriate behavior. This software outlines where to find this technology, how to use it, and what information to include in case of witnessing or being subjected to policy violations.
Anti-retaliation training
Retaliation occurs when those in leadership positions, often managers or supervisors, use their power to hurt or intimidate people below them who have asserted their rights in some way. In the US, the Equal Employment Opportunity Commission (EEOC) outlines retaliation as “Taking an action that might deter a reasonable person from participating in activity protected by antidiscrimination and whistleblower laws.” Whether a change in job duties, intimidation, or other hurtful behavior, retaliation is defined by its reactive nature, which can deter other workers from taking steps to discuss or report workplace issues.
Sexual harassment prevention training
Sexual harassment is defined as any abusive or negative behavior related to a person’s sex. This can include remarks about a person’s appearance, unwanted and untoward advances, requests for sexual favors, and other negative verbal, physical, or behavioral misconduct that’s sexual in nature. It can also include remarks, assumptions, and hostile behavior directed toward someone based on sex, i.e., comments about women or other protected genders in the workplace.
DEI and discrimination prevention
Many modules aim to prevent discrimination in the workplace based on gender, race, age, religion, immigration status, sexual orientation, gender identity, veteran status, or other protected identity status. Other workplaces further include a more welcoming workplace with diversity, equity, and inclusive (DEI) training that focuses on making the workplace a more friendly, habitable place for everyone and removing barriers that may currently be preventing specific groups from succeeding in the workplace. Other inclusive conceptions include making more welcoming workplaces and fostering a sense of belonging.
New York, California, and other regional requirements
Harassment prevention training requirements vary by state, locality, region, and country.
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California: Requires anti-harassment training for workplaces with five or more employees.
AB 1825: A 2007 California law that mandates immediate and continuous sexual harassment training for supervisors.
SB 1343: A law from 2021 that mandates sexual harassment training for employees.
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Delaware: The 19 Delaware Code Chapter 7 prohibits employment discrimination based on color, race, religion, sex (including pregnancy), nationality, sexual orientation, disability, age (40 or older), genetic information, or marital status.
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Illinois: All parties on public contracts and eligible bidders must have sexual harassment policy covering employees and employment applicants.
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Maine: Requires anti-harassment training for workplaces with 15 or more employees.
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New York: Requires yearly employee sexual harassment training for places with one or more employees.
