"In my experience working with organizations on workplace safety, one thing is clear: harassment prevention isn't just a course you tick off a checklist. It's a capability that must be built, practiced, and reinforced over time. The goal isn't simply to know the definitions or policies; it's about knowing what to do when a situation arises, feeling confident to act, and creating an environment where everyone feels safe."
"Effective programs focus on three critical areas: Practical scenarios. Employees need repeated practice making decisions they are likely to encounter. Role-specific guidance. Managers, individual contributors, and high-contact employees each face different challenges. Tailored guidance ensures relevance. Ongoing reinforcement. Skills don't stick after a single session. They need to be applied, revisited, and reinforced over time. When these elements are combined, employees gain confidence and judgment, and organizations develop real accountability and trust."
Harassment prevention must be built as an applied capability through repeated practice and ongoing reinforcement rather than treated as a one-time compliance exercise. Knowing policies alone is insufficient; employees need to know what to do when situations arise, feel confident to act, and help create safe environments. Training should combine structured learning with manager check-ins, team discussions, and HR Q&A sessions to translate awareness into action. Effective programs emphasize practical scenarios, role-specific guidance for managers and high-contact employees, and continuous reinforcement so skills are applied, revisited, and retained, producing judgment, accountability, and trust.
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