The #MeToo movement raised awareness of sexual harassment and sparked changes inside and outside of the workplace. Among the significant changes for employers are stronger anti-harassment laws. Currently, New York, California, Illinois, Connecticut, Maine, Delaware and certain industries in Washington State require employers to provide sexual harassment training to address this persistent problem.

While some states require it, sexual harassment training isn’t just a compliance checkbox — it’s an essential tool for building safer workplaces. Unfortunately, some employers still believe that if they’re not in California, New York, or another state with a mandate, they’re off the hook. 

Not true. 

Federal and state court rulings across the country have made one thing crystal clear: if employers don’t provide periodic sexual harassment training to all employees, in all states, they risk losing key legal defenses — like avoiding punitive damages — in the event of a harassment lawsuit. 

But this isn’t just about legal protection. Training done right reinforces company values and promotes a workplace culture where people respected and empowered to speak up. 

Here are 7 strategies for a creating an effective online sexual harassment training program:

1. Align training with your organization’s values 

Training isn’t one-size-fits-all. It’s most effective when it reflects your company’s values, priorities, and tone. That starts at the top — when leaders endorse and participate in training, it sends a powerful message: respect and accountability matter here. 

2. Tailor content to your workplace reality 

Whether your team is remote, hybrid, in retail, healthcare, manufacturing or tech — make the training feel relevant. Realistic video scenarios, industry-specific examples, and brief, interactive episodes help employees connect the dots between training and their daily experiences. 

3. Use the power of storytelling 

People remember stories. Well-told stories bring complex topics to life, show the gray areas, and make employees think: “What would I do in that situation?” This approach builds empathy, understanding and a stronger commitment to respectful behavior. 

4. Empower employees to intervene 

It’s not enough to tell people what not to do. Today’s training should show employees how to safely and effectively intervene when they witness inappropriate behavior. Bystander intervention gives employees practical tools and confidence to support one another and help stop misconduct before it escalates. 

5. Make reporting clear, accessible and stigma-free 

Even the best training falls short if employees don’t know how — or feel too afraid — to report harassment. Make sure training clearly explains all the available reporting options, from anonymous hotlines to direct manager or HR conversations. Reinforce that speaking up is encouraged and protected, and that the organization takes all concerns seriously. When employees trust the process, they’re more likely to use it. 

6. Address retaliation head-on 

Fear of retaliation is one of the most common reasons employees stay silent. That’s why effective training should clearly explain that retaliation is illegal — and that the organization has a zero-tolerance policy. Make sure employees know what retaliation can look like, what to do if they experience or witness it and how the company will respond. Reinforcing this message builds trust and helps create a culture where people feel safe coming forward. 

7. Ask for feedback and act on it 

After training ends, the conversation shouldn’t. Use post-training surveys to gather insights and identify gaps. This helps you continuously improve your training and signals to employees that their input matters. 

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