🧭 Introduction

Every employee deserves to work in an environment that is respectful, safe, and inclusive.

This training is about more than compliance — it’s about protecting dignity, building trust, and ensuring that all people, regardless of background or role, are treated with professionalism and fairness. Workplace harassment, discrimination, and inappropriate conduct undermine morale, team performance, and employee wellbeing.

By the end of this training, you will understand:

• What constitutes harassment and misconduct
• The difference between intent and impact
• How to speak up or intervene appropriately
• What support and reporting options are available
• Your role in contributing to a positive workplace culture

🧱 Section 1: What Is Workplace Harassment?

Harassment is any unwelcome behavior — verbal, physical, visual, or digital — that makes someone feel intimidated, degraded, humiliated, or offended.

It can be:

• Sexual: Unwanted advances, comments, jokes, or inappropriate messages
• Verbal: Slurs, insults, threats, or mocking language
• Physical: Intimidation, unwanted contact, blocking someone’s path
• Psychological: Gaslighting, exclusion, passive-aggressive tactics
• Digital: Offensive emails, texts, or social media interactions

Harassment is determined not by intent, but by impact on the recipient.

✅ Acceptable conduct is respectful, inclusive, and professional, regardless of personal feelings or informal relationships.

🚫 Section 2: Examples of Inappropriate Conduct

TypeExamplesSexual HarassmentUnwanted touching, jokes about appearance, suggestive messagesVerbal AbuseYelling, name-calling, spreading rumors, sarcastic put-downsDiscriminationBiased comments based on race, gender, age, religion, disability, etc.BullyingIntimidation, isolating someone socially, undermining work repeatedlyMicroaggressionsSubtle but harmful comments or assumptions (e.g., “You’re very articulate”)RetaliationPunishing someone for speaking up or filing a complaint

✏️ [Add additional examples relevant to your work environment or industry]

👥 Section 3: Respectful Workplace Behaviors

Creating a positive culture isn’t just about avoiding bad behavior — it’s about choosing the right one.

Respectful behaviors include:

• Listening without interrupting
• Using inclusive language
• Giving feedback constructively and privately
• Respecting personal space and boundaries
• Avoiding gossip, sarcasm, or mocking tones
• Celebrating diversity of thought and background
• Asking for consent in professional or social contexts (e.g., before taking photos or touching someone)

Culture is not just top-down — everyone contributes.

📍 Section 4: Understanding Power Dynamics

Harassment often involves a power imbalance, which may be formal (e.g., manager to direct report) or informal (e.g., senior team member to junior staff).

Common power imbalances:

• Role-based (e.g., supervisor → employee)
• Social (e.g., majority group → minority group)
• Network-based (e.g., well-connected → newcomer)

Those in positions of influence have a greater responsibility to set the tone, hold space for feedback, and intervene early when they witness misconduct.

🧠 Section 5: Intent vs. Impact

You may not mean to offend someone — but that doesn’t mean the behavior was okay.

Consider:

• Intent: What you meant
• Impact: How it landed

Always focus on the impact, especially when someone gives you feedback about how your behavior affected them.

Example:

“I didn’t mean it that way” is not the same as “I hear you, and I’ll do better.”

Being open to correction is part of professional maturity.

🛑 Section 6: Bystander Intervention

If you witness inappropriate behavior, you have several options — even if you’re not directly involved.

Bystander Intervention Options:

1. Direct: Address the issue calmly in the moment (“That comment felt off — can we not?”)
2. Distract: Change the subject or redirect the energy to break the moment
3. Delegate: Talk to a manager or HR contact privately
4. Delay: Check in with the affected person later (“Hey, are you okay after that meeting?”)

Your silence can be interpreted as approval — your presence can make a difference.

🗣 Section 7: Giving and Receiving Feedback

Sometimes we unintentionally cross a line. In those moments, we rely on feedback to realign.

If someone gives you feedback:

• Don’t interrupt or get defensive
• Acknowledge and reflect: “Thanks for pointing that out — I didn’t realize how it came across”
• Adjust your behavior moving forward

If you need to give feedback:

• Focus on the behavior, not the person
• Use “I” statements: “I felt uncomfortable when…”
• Do it privately and respectfully

Feedback is a gift — it keeps teams healthy.

🧾 Section 8: Reporting Options & Support

No one should experience harassment or misconduct without a path for resolution.

If you experience or witness inappropriate behavior, you can:

• Speak to your manager or supervisor
• Report directly to [HR Contact Name / Email / Tool]
• Submit a confidential report via [Ethics hotline or third-party tool]
• Request mediation or informal resolution (if appropriate)

All reports are handled seriously and respectfully. Retaliation against anyone who speaks up is strictly prohibited.

✏️ [Insert your company’s actual reporting channels and escalation points]

🛡 Section 9: Confidentiality & Non-Retaliation

If you file or support a report, your identity will be protected to the extent possible during any investigation.

Retaliation includes:

• Demotion, exclusion, or loss of work opportunities
• Social pressure, gossip, or public shaming
• Hostility from teammates or managers

Retaliation is often subtle — and always unacceptable. If you experience it, report it immediately.

📚 Section 10: Training Recap & Acknowledgment

Key Takeaways:

• Harassment includes unwanted comments, actions, or behaviors that offend or exclude
• Respectful conduct includes listening, inclusive communication, and positive collaboration
• Power dynamics and impact matter, even when intent is good
• Feedback and intervention help maintain a respectful culture
• Everyone has a voice — and a responsibility — in speaking up

✅ Acknowledgment

I confirm that I have reviewed and understood the Anti-Harassment and Workplace Conduct training. I understand how to recognize, avoid, and report inappropriate behavior and commit to contributing to a respectful and inclusive work environment.

Signature: ____________________ Date: _____________