Online Course · Respectful Workplace
Sexual Harassment and Discrimination Prevention Training Online
Harassment drives good people out, poisons teamwork and exposes employers to serious liability. This sexual harassment prevention training online course teaches employees to recognize unwelcome conduct, step in safely and report it — and teaches supervisors what they must do next.
Harassment Is a Form of Discrimination
Under Title VII of the Civil Rights Act and the guidance of the U.S. Equal Employment Opportunity Commission, harassment based on sex, race, color, religion, national origin, age, disability or genetic information is a form of unlawful discrimination when it becomes a condition of employment or is severe or pervasive enough to create a hostile work environment. Sexual harassment includes unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature, and it also includes offensive remarks about a person's sex.
This course is about conduct and response: what crosses the line, what to do when you see or experience it, and how complaints should be handled. Our discrimination-free workplace course covers the related topic of fair hiring, pay and promotion decisions.
Two Forms of Sexual Harassment
| Type | What it means | Example |
|---|---|---|
| Quid pro quo | A job benefit is conditioned on submitting to sexual conduct, or a job consequence follows refusing it | A supervisor implies a promotion depends on going on a date |
| Hostile work environment | Unwelcome conduct severe or pervasive enough that a reasonable person would find the workplace intimidating, hostile or abusive | Repeated sexual jokes, comments about bodies, explicit images shared in a group chat |
Harassment can come from supervisors, coworkers, customers, vendors or contractors, and can happen off site, at work events or online.
What Learners Will Be Able to Do
- Recognize verbal, nonverbal, physical and digital forms of harassment
- Understand that the impact on the recipient matters, not just the intent behind a comment
- Use simple bystander intervention options: interrupt, distract, support the target, or report
- Report harassment through multiple channels, including when the supervisor is the problem
- Recognize retaliation and understand that it is prohibited
- Cooperate with investigations and maintain appropriate confidentiality
Extra Responsibilities for Supervisors and Managers
Employers can be held responsible for harassment by supervisors, and for coworker or customer harassment they knew or should have known about and failed to address. That puts supervisors in a pivotal position. The course includes a dedicated module for leaders on taking every complaint seriously, never promising total confidentiality, escalating promptly to HR, preventing retaliation, and watching for warning signs even when no one has formally complained.
Supervisors also learn that their own behavior sets the tone. Laughing along with a crude joke or ignoring a pattern sends a message that the policy is just paperwork.
State Training Requirements
Federal law does not mandate harassment training for private employers, but the EEOC recommends it, and several states — including California, New York, Illinois, Connecticut, Delaware and Maine — require employers to provide harassment-prevention training. Those laws differ on which employers are covered, how often training must be repeated, how long it lasts, whether it must be interactive and what topics it must include. Some cities add their own rules too.
This course covers the core content those laws share. If you operate in a state with a mandate, review its specific requirements and supplement with state-specific information or a live session where needed. We can discuss options when you contact us.
Rolling It Out Across Your Organization
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Update your policy
Make sure your written policy defines harassment, lists several reporting channels and prohibits retaliation.
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Train leaders first
Supervisors complete the course before employees, so they are ready to respond when questions or reports come in.
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Assign to every employee
Include part-time, seasonal and remote staff, and add the course to onboarding.
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Refresh on a schedule
Repeat at the interval your state requires, or periodically as a best practice where none applies.
Harassment Prevention Training FAQs
Does harassment have to be sexual to be illegal?
No. Harassment based on any protected characteristic, such as race, religion, age or disability, can be unlawful.
Can one incident count as harassment?
A single incident can be enough if it is severe, such as a physical assault or explicit threat. Less severe conduct may become unlawful when repeated.
Does this course satisfy my state's mandate?
It covers the core concepts most state laws require, but requirements differ. Confirm the details for your state and supplement where needed.
Is it suitable for small businesses?
Yes. Smaller employers often lack an HR department, so clear online training and a simple reporting process are especially valuable.