Questions Asked by Employees about Sexual Harassment Training

A Guide for Human Resources Professionals

800-591-9741

Sexual harassment training is a critical issue that affects the workplace environment. As HR professionals, it’s essential to provide clear and comprehensive answers to employee questions. Below is a guide that addresses common questions employees may have regarding sexual harassment and their rights and responsibilities.

What is sexual harassment and what are some examples?

Understanding the legal definition and recognizing inappropriate behavior

Sexual harassment is any unwelcome behavior of a sexual nature that creates an intimidating, hostile, or offensive work environment. It can take many forms, including:

Verbal harassment: jokes, comments, or questions about sex or gender
Non-verbal harassment: inappropriate gestures, displaying offensive images
Physical harassment: unwanted touching, hugging, or kissing
Quid pro quo harassment: implying or stating that sexual favors are required for job benefits

What are my rights and responsibilities as an employee regarding sexual harassment?

Knowing how to protect yourself and avoid creating a hostile work environment

As an employee, you have the right to work in an environment free from sexual harassment. You also have the responsibility to:

Treat all colleagues with respect
Avoid engaging in or encouraging inappropriate behavior
Report any harassment you experience or witness

How do I report sexual harassment if I experience it?

Understanding the reporting process and feeling empowered to speak up

If you experience sexual harassment, you should:

Document the incident(s) with as much detail as possible
Report the harassment to your supervisor or HR department
Utilize any anonymous reporting tools if available

Your company should have a straightforward procedure for reporting harassment, which is usually outlined in the employee handbook or company policies.

What happens if I report sexual harassment?

Knowing what to expect after filing a complaint

After you report sexual harassment:

An investigation will typically be conducted by HR or a designated team
The investigation will involve interviews and reviewing evidence
You will be informed of the outcome and any actions taken

Retaliation for reporting harassment is illegal, and you should report any retaliatory behavior immediately.

What is bystander intervention, and how can I intervene if I witness sexual harassment?

Learning how to be an active ally

Bystander intervention involves taking action when you witness harassment. You can:

Directly intervene by addressing the behavior with the harasser
Distract by creating a diversion to remove the victim from the situation
Delegate by seeking help from others or reporting the behavior to HR
Delay by checking in with the victim later and offering support

Is flirting considered sexual harassment?

Understanding the difference between welcome and unwelcome advances

Flirting is not considered sexual harassment if it is consensual and welcome. However, if the advances are unwelcome and create a hostile environment, they may be considered harassment. It’s important to recognize and respect boundaries.

What are some ways to create a more respectful and inclusive workplace?

Learning how to prevent harassment from happening

To foster a respectful and inclusive workplace, you can:

Encourage open communication and respect for diversity
Provide regular training on harassment and workplace behavior
Promote a zero-tolerance policy for harassment
Support employee resource groups and diversity initiatives

Does my employer have to provide sexual harassment training?

Understanding legal requirements

Many jurisdictions require employers to provide sexual harassment training. This training is designed to educate employees on recognizing, preventing, and reporting harassment. Check with your HR department for specific legal requirements applicable to your location.

How often do I need to take sexual harassment training?

Knowing the frequency mandated by regulations or company policy

The frequency of sexual harassment training varies by jurisdiction and company policy. Commonly, employees are required to undergo training annually or biennially. Your HR department can provide details specific to your workplace.

What if I feel uncomfortable with a joke or comment, but I'm not sure it's sexual harassment?

Understanding boundaries and when to report concerns

If you feel uncomfortable with a joke or comment, trust your instincts. It’s important to:

Address the person directly if you feel safe doing so, letting them know the comment was unwelcome
Report the behavior to HR if you are unsure or if the behavior continues

Your company should have policies to address such concerns and support you in maintaining a respectful workplace.

Additional Tips for HR Professionals

As HR professionals, it’s important to address these questions and proactively create a workplace culture that prevents harassment and supports all employees.

Implement Clear Policies

Develop and regularly update a comprehensive anti-harassment policy.
Ensure the policy clearly defines what constitutes harassment and outlines reporting procedures.
Make the policy easily accessible to all employees.

Training and Education

Offer regular, mandatory training sessions on sexual harassment prevention for all employees, including management.
Include real-world scenarios and interactive elements to engage participants and enhance understanding.
Provide additional resources and training for managers on handling complaints and supporting affected employees.

Promote a Positive Workplace Culture

Encourage leadership to model respectful behavior and actively support diversity and inclusion initiatives.
Recognize and reward employees who contribute to a positive and respectful work environment.
Foster open communication channels where employees feel safe to voice concerns without fear of retaliation.

Support Systems

Establish confidential support systems for employees to discuss concerns or incidents.
Offer access to counseling services or employee assistance programs (EAPs) for those affected by harassment.
Ensure a transparent, unbiased process for investigating complaints and taking appropriate disciplinary action.

Frequently Asked Questions (FAQ)

What if I’m retaliated against for reporting harassment?

Retaliation for reporting harassment is illegal. If you believe you are experiencing retaliation, report it immediately to HR. The company has a duty to investigate and address any retaliatory actions.

Can I remain anonymous when reporting harassment?

Many companies offer anonymous reporting options. Check with your HR department about the available reporting mechanisms and the level of confidentiality they can provide.

How can I support a colleague who has experienced harassment?

Listen without judgment and offer your support.
Encourage them to report the incident to HR.
Offer to accompany them if they decide to report the harassment.
Respect their privacy and follow their lead on how they want to proceed.

What should I do if I am accused of harassment?

Take the accusation seriously and cooperate fully with any investigations.
Avoid any contact with the complainant that could be perceived as retaliatory.
Seek guidance from HR or legal counsel to understand your rights and responsibilities.

Creating a safe, respectful, and inclusive workplace is a shared responsibility. By understanding the dynamics of sexual harassment, knowing how to respond, and actively working to prevent it, both employees and HR professionals can contribute to a positive and supportive work environment. Regular training, transparent policies, and open communication are critical components in achieving this goal.

Additional Resources

Here are some valuable resources for further information on sexual harassment and workplace violence prevention:

California Division of Occupational Safety and Health (Cal/OSHA) Homepage – The official homepage for Cal/OSHA, providing resources and information on workplace safety regulations and standards in California.
Cal/OSHA Workplace Violence Prevention – A dedicated page by Cal/OSHA outlining the requirements and guidelines for preventing workplace violence in California.
SB 553 Bill Text and Status – The official text and legislative status of California Senate Bill 553, which focuses on workplace violence prevention measures.
Equal Employment Opportunity Commission (EEOC) Harassment Guidance – Guidance and resources from the EEOC on recognizing, preventing, and addressing workplace harassment.
Occupational Safety and Health Administration (OSHA) Workplace Violence – OSHA’s resource page on workplace violence, providing information on prevention strategies, training, and compliance requirements.
California Department of Industrial Relations (DIR) Homepage – The main website for California’s Department of Industrial Relations, offering a wide range of labor-related resources and information.
Workplace Violence Prevention in Healthcare – Specific guidelines and resources from Cal/OSHA for preventing workplace violence in the healthcare sector.
National Institute for Occupational Safety and Health (NIOSH) Workplace Violence Prevention – NIOSH’s page dedicated to workplace violence prevention, featuring research, data, and practical recommendations.
Human Rights Campaign (HRC) Workplace Resources – Resources and tools from the Human Rights Campaign to help create inclusive and respectful workplaces.
Society for Human Resource Management (SHRM) Workplace Violence Prevention – SHRM’s collection of articles and resources on preventing workplace violence and managing risk in the workplace.
U.S. Department of Labor Workplace Violence Program – The U.S. Department of Labor’s program and policies for addressing and preventing workplace violence.
National Women’s Law Center (NWLC) Sexual Harassment Resources – Information and resources from the NWLC on addressing and preventing sexual harassment in the workplace.

By utilizing these resources and understanding the answers to common questions, HR professionals can effectively address concerns and foster a safe and supportive workplace environment.