Preventing Sexual Harassment for Managers Course Overview
Sexual harassment remains a pervasive and persistent problem in our society and workplaces. In the wake of the #MeToo movement and the resulting nationwide conversation about sexual harassment, it is more important than ever to ensure supervisory and management staff have the knowledge to recognize why preventing sexual harassment is critical. Unlike general employees, managers and supervisors face heightened responsibility and liability because they exercise authority over others, represent the organization in their actions, and serve as the first line of defense in preventing and addressing workplace sexual harassment.
This course provides supervisors and managers with comprehensive knowledge to recognize harassing behaviors and stop them before they escalate. Through text, audio, scenarios, and knowledge checks, managers learn the costs and consequences of sexual harassment on victims and the workplace, their specific responsibilities for responding to sexual harassment complaints, how to prevent retaliation against those who report harassment, and their own critical role in developing strategies to prevent and correct sexual harassment while creating harassment-free workplaces.
Preventing Sexual Harassment for Managers Course Content
Lesson 1: Introduction and Objectives
Why managers need specialized sexual harassment training beyond employee-level training, heightened manager responsibilities and liabilities, #MeToo movement impact on workplace culture and legal landscape, importance of proactive prevention
Lesson 2: Laws and Liability
Federal sexual harassment laws (Title VII), EEOC enforcement, state laws, protected characteristics, quid pro quo vs. hostile environment harassment, employer liability (automatic for supervisor quid pro quo, vicarious for hostile environment with Faragher-Ellerth defense), individual manager liability risks
Lesson 3: The Cost of Harassment
Financial costs (litigation, settlements, attorney fees, turnover, recruitment), organizational costs (damaged reputation, decreased morale, loss of talent), human costs (emotional distress, career impact, health effects), costs of inaction vs. costs of prevention
Lesson 4: Defining Harassment
Legal definition of sexual harassment, unwelcome sexual conduct, severe or pervasive standard, examples (advances, requests for favors, explicit comments, physical contact, visual harassment), gender-based harassment, reasonable person standard
Lesson 5: Is it Harassment?
Scenario-based learning applying harassment definitions, analyzing fact patterns, identifying harassing conduct, distinguishing harassment from legitimate management actions, addressing gray areas and close calls
Lesson 6: Handling Harassment Complaints
Manager’s duty to act upon receiving complaint, immediate response requirements (listen, document, reassure against retaliation), escalation to HR, interim protective measures, what managers should NOT do (investigate independently, dismiss complaint, delay reporting)
Lesson 7: Retaliation
Definition of retaliation, prohibited retaliatory actions, subtle forms of retaliation, preventing retaliation (clear policies, monitoring, immediate correction), manager liability for retaliation, retaliation claims exceed harassment claims in frequency
Lesson 8: Prevention and Culture
Creating harassment-free culture starts with managers, leading by example, setting clear expectations, addressing inappropriate conduct promptly, zero tolerance with proportional discipline, fostering inclusion, open door policy, recognizing positive behaviors
