Anti-Harassment Training: One Piece of the Respectful Workplace Puzzle

Workplace harassment is a key issue that impacts employee safety and well-being, as well as the organization’s reputation and future success. Taking action to eliminate such harassment is a responsibility—and in many states a requirement—that employers must approach with care. 

A 2016 report from the Equal Employment Opportunity Commission (EEOC) identified five core principles for employers to prevent and address workplace harassment:

• Committed and engaged leadership,
• Consistent and demonstrated accountability,
• Strong and comprehensive anti-harassment policies,
• Trusted and accessible complaint procedures, and
• Regular, interactive training tailored to the audience and the organization.

Anti-harassment training is now required by many states, including California, Connecticut, Delaware, the District of Columbia, Illinois, Maine, New York, and Washington. To support these efforts, in April of 2024, the EEOC addressed training in detail as part of its comprehensive enforcement guidance on workplace harassment. As a central component of a safe, inclusive, and respectful workplace, it noted that anti-harassment training should include:

• An explanation of the employer’s anti-harassment policy and complaint process,
• Confidentiality and anti-retaliation protections,
• Descriptions and examples of prohibited conduct,
• Employees’ rights and responsibilities, and
• Directions for supervisors and managers about how to prevent, identify, stop, report, and correct harassment. 

But not all training is created equal—much depends on who conducts it. According to the EEOC, anti-harassment experts should provide the training. They must be able to translate legal definitions into clear, plain language, incorporate examples relevant to the specific workplace setting, and encourage engagement and participation.

At Archbright, we offer workplace harassment awareness training that meets and raises the bar. Not only does our training follow EEOC guidance, but our facilitators are attorneys and HR professionals with years of experience. Together, we share a commitment to:

• Move from theory to practice. Legal definitions are helpful but not enough. Training must be practical and actionable. Employees should walk away with clear next steps and realistic strategies for preventing harassment.
  
  
• Prioritize interactivity and real-world scenarios. Interactivity is a legal requirement for multiple states’ anti-harassment training. It's also a best practice. Interactivity helps participants retain and act on the information they learn. Archbright’s training includes group work and whole-class discussions about authentic scenarios. We allow the time necessary to have meaningful Q&A with participants and address their concerns.
  
  
• Get to know your workplace. In addition to public classes, we offer customized workplace anti-harassment training for members. This allows us to incorporate employers’ handbooks and policies into the curriculum.

2024 Updates

• Extending our two-hour class to three hours. This breaks down into two  hours for employees and one hour for supervisors and managers. It provides more opportunities for interaction in the form of discussions and scenarios. 
  
  
• Expanding the training on interrupting unwelcome conduct. This includes exploring strategies for engagement, both in the moment and after a harassment incident.
  
  
• Increasing the focus on clear and plain language to make the training more accessible.