This training provides managers and supervisors with the knowledge and leadership tools necessary to prevent, recognize, and respond to sexual harassment in the workplace.
In addition to reviewing the foundational definitions and examples of harassment, this course focuses on the heightened responsibilities managers hold as organizational leaders. Managers are expected to model professional behavior, act promptly when concerns arise, and ensure that inappropriate conduct is addressed through proper reporting procedures.
Participants will learn how power dynamics affect workplace interactions, how to respond effectively when an employee raises a concern, how to recognize early warning signs of misconduct, and how to prevent retaliation. The course also addresses modern workplace risks such as digital communication, gray-area situations, and gender-based microaggressions.
By completing this training, managers will be better prepared to lead with accountability, protect employees, and maintain a workplace culture built on respect, safety, and trust.

Learning Objectives

By the end of this training, managers and supervisors will be able to:

• Define sexual harassment and explain the difference between Quid Pro Quo harassment and hostile work environment harassment.
• Recognize inappropriate conduct across verbal, non-verbal, physical, and digital settings, including modern remote workplace risks.
• Explain why managers are held to a higher standard and describe their duty to act when misconduct is observed or reported.
• Respond appropriately to employee concerns, including informal complaints, using supportive and professional communication.
• Identify early warning signs that harassment may be occurring within a team or workplace culture.
• Understand how power dynamics and workplace relationships increase risk, particularly in manager–employee interactions.
• Recognize and address gender-based harassment and microaggressions that may contribute to a hostile environment.
• Apply the manager decision framework for handling concerns: intervene, document, report, and monitor.
• Prevent retaliation by recognizing subtle forms of punishment or exclusion after a complaint.
• Promote a respectful workplace culture through consistent leadership and accountability.