3 Reasons Why Harassment Training is Mandatory for Workplaces

Compliance, Limiting Liability, Protecting Your People and Your Brand With Online Harassment Training

Is Diversity Equity & Inclusion (D-E-I) Going to D-I-E? Headlines abound with US brands retreating from previous commitments to diversity, equity and inclusion (eg. Walmart, PepsiCo, Lowe’s, Ford Motor Co, Citigroup).

But call it what you want, all workplaces must maintain anti-harassment and discrimination policies and training. Why? Because it’s traditional corporate table stakes: compliance, brand reputation, limiting legal liability, and talent recruitment and retention.

Below we set out 3 key reasons why anti-harassment training is essential for your workplace.

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Reason #1: Ensure your organization is compliant with laws & policies

Depending on your location(s), your company is subject to legal requirements mandating anti-sexual harassment training. Your business may operate in several jurisdictions, each with its own laws (and politics!).

Canada: Human rights laws in each province provide the right to be free from harassment and discrimination, and training can reduce of the risk incidents and limit liability. Training is mandatory in Ontario, and a best practice in all provinces.

US State laws: Anti-sexual harassment training is compulsory in many of the largest states in North America: California, New York, Illinois, and more. Even if training per se isn’t mandatory in your state, nearly all state laws prohibit sexual harassment, and training can reduce liability.

US Local laws: Some local governments (NYC, Chicago) also mandate anti-sexual harassment training.

US Federal law: Employees in every state have the right to be free from sexual harassment under (Federal) Title VII of the Civil Rights Act of 1964. Employers avoid or limit corporate liability by taking steps to prevent harassment – such as by providing training to employees.

The Equal Employment Opportunity Commission (EEOC) regulations state that training is effective in preventing sexual harassment and in limiting corporate liability.

Reason #2: Avoiding Liability & Expensive Litigation

Employers may be liable at law if they ignore signs and complaints of harassment, or do not take preventative steps (such as having training and policies in place).

Keep in mind:

investigations, mediations, and litigation are extremely costly. Think of hiring lawyers, paying damages awarded by a court
as set out above, federal, state and local laws prohibit harassment and discrimination (on the basis of race, sex, sexual orientation, gender identity) and can form the basis of a legal claim
training can limit corporate liability for civil litigation and civil rights claims

Reason #3: Retaining Talent & Mitigating Reputation Risk

Employees deserve a safe and inclusive work environment. Discrimination and harassment can lead to high turnover and health-related absences. Providing high-quality harassment training demonstrates your commitment to employee well-being.

Obviously, harassment in your workplaces tarnishes your brand. Employees, shareholders, investors, and customers – regardless of their political views – will be upset about litigation, compliance exposure, and risk to brand reputation.