Is your organization providing sexual harassment and discrimination training? By doing so, you are creating a safer, more inclusive work environment. Additionally, it is important you are taking an important step towards stronger risk management, better compliance, and mitigation of the costly distractions of potential legal issues.
Building a respectful workplace starts with awareness. We help companies educate their workforce and bring awareness around sexual harassment and discrimination issues, providing engaging, interactive training systems.
Why Choose EEO Training?
Unlike large, cafeteria-style training, EEO focuses on State-specific anti-harassment and anti-discrimination training. This is all we do! We don’t offer hundreds of training courses, we specialize in anti-harassment and anti-discrimination training. We monitor new changes in the law around the United States to help ensure your employees receive the most relevant and up-to-date information.
EEO Training offers courses in both English and Spanish.
Our training course covers these topics and more:
What to Expect
Is Online Sexual Harassment and Discrimination Training Right for your Team?
Our training is comprehensive and easy to use. The platform covers various examples of sexual harassment and other forms of discrimination to educate employees and teach best practices. This training not only meets compliance needs - but also prevents conduct that could lead to legal situations, employee turnover, and much more. We make compliance and administration easy so you can focus on the many other responsibilities you have.
50-State Sexual Harassment Training Requirements
State Requirements Legend: Private/All | Public Sector Only | NA
About EEO Training
EEO Training is co-founded by two individuals.
One of our founders is admitted to practice law in multiple states and has advanced education in human resources. He has been a Chief Human Resources Officer for a company named in Fortune Magazine's 100 Best Places to Work in America – performing countless investigations around various EEO types of matters. Part of this co-founder's other business includes providing this training live to companies around the country, and has been engaged as an expert in the field.
Our other founder has a technology business providing managed services operations and has been part of several start-up projects. Part of this founder's capabilities includes creating customer-friendly content delivery and dashboard reporting.
Frequently Asked Questions
Our recommended best practice for employers is to provide our training to all new hires as part of their onboarding process into your organization and every year thereafter. Decisions around training such as ours often have legal ramifications, and we recommend you consult with your attorney to ensure you are doing what is right for your organization. Additionally, some jurisdictions legislate you must provide this to your employees on some form of regular cadence (e.g., every year, upon hire, etc.). Note, it is also a good idea to provide Supervisor training when a staff member is promoted to a supervisory role.
Some United States jurisdictions mandate you do this type of training within a certain number of days once they join your organization; this requirement varies from State to State. As a general principle, it is important to understand each day someone in your organization is untrained, you run an increased risk of issues that could impact your business.
Communicating to your employees that your organization does not permit workplace harassment has a lot of benefits. Further, the United States Supreme Court noted in their past rulings that employers who do not have a policy would not have certain affirmative defenses against a claim available to them.
You should check with your attorney. That said, a best practice is to report it according to your organization's complaint procedures. If you do not know your organization's policies or have access to them, report them to either your supervisor, a member of senior management, or a member of human resources.
There is an endless list of reasons discrimination should be prevented. For starters, it is the right thing to do. Some other reasons include sound risk management, better workplace productivity, increased employee retention, fewer negative distractions in the workplace, lower legal costs, fewer time distractions, etc.
This is a highly subjective question. At a minimum, anti-discrimination laws encourage employers to do what they can to eliminate discrimination in the workplace and provide an avenue for people who have been wronged to seek justice.
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