Did you know that 6 out of every 10 employees witness workplace harassment, but only a small percentage report it? Workplace harassment is a serious issue that negatively affects organisational culture and overall productivity. It can take many forms, including verbal, physical, and even digital harassment. In my opinion, no employee should ever feel unsafe or disrespected in their work environment. Therefore, workplace harassment training is a crucial step in ensuring that employees feel safe and protected.
In this article, I will be discussing the reasons for and positive impact of workplace harassment training, but first let’s understand workplace harassment and its various forms.
Key Takeaway:
Workplace harassment training not only addresses the immediate situation but also reinforces the importance of respectful communication in the workplace. It further sends a clear message to all employees that inappropriate behaviour is taken seriously and that the organisation is committed to maintaining a respectful work environment. As a result, other employees would feel safer, knowing that any form of harassment would be addressed promptly, promoting a culture of accountability and mutual respect.
What Is Workplace Harassment?
Workplace harassment can be seen as any unwanted behaviour that makes an employee feel unsafe, disrespected, or uncomfortable at work. This can come in different forms, but it’s interesting how it is considered harassment only when it is sexual. For some reason, verbal, physical, or even digital bullying; discrimination; threats from superiors; or repeated inappropriate jokes are seen as normal. However, these behaviours continue to create a toxic work environment, which can affect both the employee and the company.
Harassment is not limited to employees alone; it can come from anyone in the workplace—not just colleagues. It can be from:
Supervisors or managers (e.g., abuse of power, threats, or unfair treatment)
Vendors or business partners (e.g., discrimination or unethical behaviour)
Clients or customers (e.g., inappropriate comments, physical harassment)
While some companies neglect this training, some others do it, but not as structured, well delivered, and enforced, because they don’t really understand the reason for it. This next chapter neglected the importance of workplace harassment training; only in this case, it was the HR that swept the matter under the carpet even when the matter was brought to his table.
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Joyce, a talented marketing executive, loved her job—until she started noticing a shift in her work environment. She said her manager, Chris, often made offhand comments about her appearance in front of colleagues. At first, she brushed it off, thinking it was just his way of being friendly. But soon, the comments became more personal and uncomfortable.
One day, during a team meeting, Chris joked about how she should use her “charm” to close a big deal. The room fell silent. Although she felt humiliated, Joyce laughed nervously to avoid tension. Later, her coworker whispered, “You should report this.”
Gathering courage, Joyce went to HR. Instead of support, she was met with dismissiveness. According to her, the HR said:
- “That’s just Chris’s personality.”
- “He didn’t mean any harm.”
- “You don’t want to damage your career over this.”
Feeling unheard, Joyce stopped speaking up in meetings; her productivity dropped, and soon she left the company. This is a common scenario in many workplaces. Employees fear retaliation or believe HR will protect the company over them. Workplace harassment is bad—it’s about a system that allows it to continue.
Reasons for Workplace Harassment Training
One thing I have come to realise is that harassment in the workplace is inevitable; hence, the need to train employees on how best to handle it. If the organisation where Joyce worked understood workplace harassment and how it negatively affects both the victim and the company in general, the approach would have been different. Perhaps Chris would have been called to order by HR.
The story of Joyce perfectly illustrates why workplace harassment training is so essential, especially for HR departments and leadership. Here are the key reasons for implementing workplace harassment training:
#1. It Promotes a Respectful Work Environment:
Training helps employees understand the importance of respecting colleagues, regardless of differences in gender, race, sexual orientation, or other personal characteristics. It sets expectations for professional behaviour and helps create a culture of mutual respect. In Joyce’s case, the offhand comments and jokes from her manager, Chris, created a work environment where she felt uncomfortable and disrespected. If harassment training had been in place and well-enforced, it would have set clear boundaries for acceptable behaviour and helped establish a culture of respect.
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Furthermore, Chris would have been questioned about his behaviour to ensure his intentions were harmless and made to apologise to Joyce in a team meeting. This would not only address the immediate situation but also reinforce the importance of respectful communication in the workplace. It would further send a clear message to all employees that inappropriate behaviour is taken seriously and that the organisation is committed to maintaining a respectful work environment. As a result, other employees would feel safer, knowing that any form of harassment would be addressed promptly, promoting a culture of accountability and mutual respect.
#2. To Reduce Legal Risk and Liability
Workplace harassment training is crucial not only for setting clear expectations for behaviour but also for creating a system that effectively addresses and prevents harassment. In Joyce’s case, the lack of proper workplace harassment training contributed to her experience of feeling dismissed and unsupported when she reached out to HR. The comments from her manager, Chris, were not addressed appropriately, and the HR response, too, minimised the severity of the situation, which only compounded Joyce’s discomfort and isolation.
Had there been proper training, both Chris and HR would have been better equipped to handle the situation in a way that acknowledged the harm done to Joyce and took appropriate action. Harassment training helps employees and management understand the seriousness of harassment, ensuring that it’s not trivialised. In this case, if HR had been trained to handle such complaints with empathy and professionalism, Joyce might have felt heard and supported, reducing the likelihood that the situation would have escalated to the point where she had to leave the company.
The clear boundaries set by harassment training would have created a safer environment where employees knew their concerns would be taken seriously, ultimately reducing the risk of legal liability for the company. As an HR, you may want to read this article on HR Compliance & Labour Laws: How to ensure compliance with GDPR in HR data management
#3. To Increase Awareness
It’s quite unbelievable, but many employees may not recognise subtle forms of harassment or may not realise when their behaviour is inappropriate. This sort of training helps employees identify various forms of harassment, ensuring they know what is acceptable and what isn’t. One of the major reasons for workplace harassment training is to increase awareness of what constitutes inappropriate behaviour.
In Joyce’s case, she initially brushed off Chris’s comments, thinking they were just part of his personality or harmless banter. Many employees, like Joyce, might not immediately recognise subtle forms of harassment or understand that such comments can create an uncomfortable work environment. Without proper training, it’s easy to misinterpret what crosses the line between friendly behaviour and harassment.
Furthermore, by increasing awareness through training, employees would be more likely to report inappropriate behaviour when they encounter it, as they would understand that they are entitled to work in an environment free from harassment. This awareness would also help bystanders, like Joyce’s coworker who whispered, “You should report this,” to recognise and intervene when necessary, encouraging a more supportive and inclusive workplace.
#4. Organizational Reputation
More importantly, harassment training enhances organisational reputation. Companies that prioritise workplace harassment training are often seen as more ethical and employee-focused. This can help improve employee retention, attract top talent, and boost the organisation’s reputation in the market, especially among those who value diversity and inclusivity.
Again, in Joyce’s case, the lack of support and proper action taken by HR after she reported the harassment reflects poorly on the company’s commitment to creating a safe and respectful work environment. When employees feel their concerns are dismissed or ignored, it can damage the organisation’s credibility, both internally and externally.
Now, do you think that Joyce would have a good review or ever encourage anyone to work at the same company that disrespected her? Certainly not. That’s a big dent in the company’s reputation, if you ask me. Companies with strong anti-harassment policies and training attract top talent because candidates want to work in an environment where they feel valued and protected. On the other hand, organisations that fail to address harassment risk losing not only employees like Joyce but also their reputation in the marketplace.
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Companies with strong anti-harassment policies and training attract top talent because candidates want to work in an environment where they feel valued and protected. On the other hand, organizations that fail to address harassment risks losing not only employees like Joyce but also their reputation in the marketplace.
Furthermore, a company with a solid harassment training program is more likely to avoid public scandals and legal issues, which can harm its brand image. When harassment is actively addressed, the company builds a reputation for being ethical, fair, and proactive, which helps with employee retention, boosts morale, and strengthens the organization’s standing in the competitive job market. This kind of reputation can ultimately contribute to a more engaged, loyal workforce and greater overall success.
In conclusion, there many other reasons for workplace harassment training but these are the most important. From a professional standpoint, I strongly recommend that every organisation—regardless of size or industry—prioritise structured and continuous workplace harassment training. It’s not just about ticking a compliance box; it’s about safeguarding your people and protecting your brand.
As someone who has studied the long-term effects of poor workplace culture, I can confidently say that prevention is always better than damage control. Establishing clear boundaries, encouraging respectful behaviour, and empowering employees to speak up without fear are investments that will pay off in stronger morale, better retention, and a thriving, inclusive workplace. Don’t wait until an incident occurs—proactive training is your first and most effective line of defence.