Why sexual harassment prevention training matters more than ever

Across every session I've delivered, I've been encouraged by how seriously people take this topic once they're given the opportunity to discuss it openly. Managers want to support their teams well, leaders want to create a positive culture and employees want to treat colleagues with respect. Yet by the end of the session it is common to hear comments such as, “I hadn't thought about it that way before,” or “I didn't realise that could create a problem.”

That is why this training matters. 

In my experience, the biggest risks rarely come from people deliberately trying to do the wrong thing. More often, they come from uncertainty, assumptions and inconsistent understanding of boundaries or how concerns should be handled. Creating a safe and respectful workplace is about building awareness and confidence before issues arise.

Prevention is always better than reaction

Across commercial organisations, charities and faith-based settings, I've seen leaders who genuinely care about getting this right. I've also seen how quickly uncertainty can create risk. By the time an issue reaches the point of a formal complaint or investigation, relationships may already have been damaged, trust may have been affected, and significant time and energy may be needed to resolve the situation.

The organisations that navigate these issues best are rarely those reacting after something has gone wrong. They are the ones investing in prevention, setting clear expectations and creating an environment where respectful behaviour is understood from the outset.

The organisational case is compelling

It's easy to think about sexual harassment prevention purely through the lens of legal compliance, but the business case goes much further. Concerns that are not recognised or handled appropriately can affect wellbeing, engagement, retention and reputation. They can also lead to lengthy investigations, consume significant management time and undermine confidence in leadership, even where organisations are acting with good intentions.

By contrast, organisations that invest proactively strengthen trust, improve leadership confidence and reinforce that dignity and respect are everyone's responsibility. They create cultures where people feel safe to speak up early, rather than waiting until issues become more serious. Ultimately, this isn't just about reducing legal risk. It's about protecting your people and creating the kind of workplace where they can thrive.

The legal landscape has changed

The Worker Protection (Amendment of Equality Act 2010) Act 2023 has increased the focus on what employers are doing to help prevent sexual harassment, rather than simply how they respond after an incident has occurred.

The Equality and Human Rights Commission's technical guidance identifies training as one of the measures employers should consider when taking reasonable steps to prevent sexual harassment. It also highlights the importance of wider organisational measures, including effective policies, appropriate reporting mechanisms and a culture where concerns are taken seriously.

Exactly what amounts to "reasonable steps" will depend on each organisation's circumstances and continue to develop over time. However, many employment law specialists anticipate that employers will need to demonstrate a proactive approach to prevention rather than relying solely on historic or generic e-learning and policies that sit unread on an intranet.

This isn't about creating fear

One concern I occasionally hear is that discussing sexual harassment might make people uncomfortable or encourage difficult conversations.

My experience has been the opposite.

When sessions are facilitated well, people engage thoughtfully, ask sensible questions and leave feeling more confident than when they arrived.

The feedback we receive reflects that. One participant described the workshop as “a very helpful opener to this topic” that got the team thinking practically about communication and culture. Another said the most valuable part was simply “having an opportunity to discuss the subject with time to discuss and reflect.”

Perhaps my favourite comment came from someone who shared that the session created “a safe space right from the start, allowing us to learn about and discuss this sensitive topic openly and with clarity.”

For me, that's exactly what good training should do.

Practical, supportive and discussion based

Our approach is intentionally practical and supportive. We do not use graphic descriptions or ask participants to revisit or share personal experiences. Participants are encouraged to look after themselves throughout the session and are welcome to step away briefly if they need to.

Our aim is not to make people feel judged or uncomfortable. It is to help them leave with greater confidence and practical knowledge that they can apply immediately.

Participants regularly tell us that they appreciate this approach. One attendee commented that “the legal framework was interesting and applicable where it could easily have become dull and weighty,” while another valued learning about third party harassment because it was entirely new to them.

Rather than overwhelming people with legal terminology, we focus on helping them understand what respectful behaviour looks like in everyday workplace situations.

Different audiences need different conversations

Employees benefit from understanding expectations, recognising when boundaries may be crossed and knowing how concerns can be raised appropriately.

Managers and leaders need to go further. They are often the first people employees turn to when something doesn't feel right. Their response can shape whether concerns are addressed early, escalated appropriately or missed altogether.

They need confidence in responding appropriately, navigating situations that are not always straightforward, understanding their responsibilities and creating environments where people feel safe to speak up. 

That's why we offer dedicated sessions for both audiences and often recommend that leaders attend each. Shared understanding across the workforce, combined with informed and confident leadership, creates a much stronger foundation than treating prevention as an HR issue alone.

The conversations are often the most valuable part

Some of the best moments happen when teams start asking practical questions.

Are we creating a culture where people genuinely feel safe to raise concerns?

Are managers responding consistently? What small changes could make a meaningful difference?

Participants often tell us that having these conversations together is one of the biggest benefits of the session. One person reflected that “getting together as a team to acknowledge things as a whole” meant everyone would be focused on improving the workplace together. Another valued “having space to share thoughts in breakout sessions and practically think about how we can do better.”

The learning also stays with people. Participants have highlighted taking away the importance of “being careful with banter and taking what could be perceived as low level concerns seriously,” while others reflected on “thinking about how this applies to our workplace specifically and what small changes we could make to make a difference.”

Investing in prevention

If your organisation has not reviewed its approach recently, now is a good time.

Not because you expect problems, but because prevention is almost always more effective than reaction.

One piece of feedback has stayed with me in particular:

“Knowing that my workplace is concerned about everyone's safety and treats everyone with dignity and respect.”

Ultimately, that's what this training is about. Not creating fear. Not ticking a compliance box. And not catching people out.

It's about giving organisations and their people the confidence to create workplaces where respect, dignity and psychological safety are part of everyday culture.

Our Creating Safe and Respectful Workplaces programme includes dedicated sessions for all staff, specialist development for managers and leaders, and bespoke training tailored to your organisation's context. Every session is designed to be practical, engaging and supportive, helping participants leave with greater clarity, confidence and a shared commitment to building workplaces where everyone can thrive.