Harassment prevention training has never been more important in the workplace than it is now. Bullying and harassment continue to be issues pervading work environments. With the #MeToo movement, there has been increased attention to sexual harassment in the workplace (and how to prevent it) by both employers—who want to avoid their own Harvey Weinstein scandal and potential lawsuits—and the regulators who enforce the employment law and the rules governing discrimination.

Did You Know…

According to a study of workplace harassment in 2023:

  • 75% of employees have witnessed workplace bullying behavior
  • 62% of bullying cases result in the resignation of the victim
  • 61% of workplace bullies are supervisors
  • 83% of transgender employees experienced or witnessed workplace harassment
  • Only 58% of employees report incidents of harassment that they either experienced or witnessed (perhaps due to fear of retaliation)

What are the benefits of harassment prevention training?

When your organization implements harassment training requirements for you workforce, it promotes awareness of how to ensure you’re running a positive and respectful workplace culture. Trainings like this also encourage inclusion and safety among your workforce, as well as a secure work environment.

Harassment Prevention Training Requirements

NAE offers workplace harassment prevention training for your workforce to address this very real and ongoing issue. Our workplace violence, discrimination, and sexual harassment prevention training courses provide an in-depth review of the legal requirements that apply to discrimination and harassment, as well as best practices for handling such complaints.

We recommend employers offer regular opportunities for workplace harassment training, as well as inclusivity training to all personnel, including old and new employees. We also recommend requiring employee attendance to mandatory annual training courses, either through in-person or online training formats.

Harassment prevention training is offered to NAE members as part of our Supervisory Skills: The Fundamentals series (which is offered on a regular basis), as a standalone in-person or virtual training, and can be offered on demand as a customized training for your workforce.

Check out our Calendar for upcoming harassment prevention trainings. For more information about harassment prevention training, contact us at 888.398.8092 or training@nevadaemployers.org to discuss your training needs.

Frequently Asked Questions

Harassment Prevention Training FAQs

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How can small businesses implement effective harassment training?

Small businesses can effectively implement harassment training by ensuring that all employees, from every segment of the company, receive comprehensive training. This training should incorporate the company’s harassment policy and be included in onboarding documents.

Additionally, occasional updates on harassment prevention should be communicated through company communications, meetings, and newsletters. Leadership must set the example by fostering a safe workplace and demonstrating accountability. Moreover, the harassment policy should be strong, clear, and provide specific contact information for reporting incidents.

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How frequently should employers require harassment prevention training?

 At least once a year, more often with high turnover or a volatile demographic.

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What are the best practices for updating harassment prevention policies?

Policies should be reviewed annually, or more frequently if needed, to ensure compliance with state and federal laws. They must provide clear guidance and include provisions for employees to report concerns safely. This reporting mechanism can be an internal contact or an external option, such as an anonymous hotline.

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What topics should be covered in a harassment prevention training program?

A harassment training program should define harassment and outline its forms, including sexual harassment and bullying. It must cover relevant laws like Title VII of the Civil Rights Act and key policy elements. Best practices include reporting issues, supporting affected employees, fostering a safe workplace, and proper documentation. Consider third-party investigations if necessary.