Harassment Prevention Training in 2026: Respect, Compliance, and Culture

Success in organizations is most often driven by people – people who believe in the organization’s mission and objectives, and in each other. In an increasingly polarized world, organizations need to work harder to build collaborative, respectful, and more productive workplaces. Harassment prevention training can and should be central to this effort.

Focus on Respect

Click-through computer-based trainings may check the compliance box, but they will not build trust or improve workplace culture. And given the great need for that, now is the time for organizations to invest in live training with facilitated discussion of real-world issues, centered on “respect.” The goal is for participants to understand which behaviors are inappropriate and why they may be perceived as offensive, even if not intended that way. Managers and employees should understand how they can impact the overall workplace culture by being mindful of their own behavior and attuned to that of others.

Employees and managers can consider their own perspectives while being exposed to the ideas of others, and an experienced facilitator can guide discussion so that all voices are heard. Using real-world examples helps participants connect concepts to practical situations. It also keeps the discussion objective, so issues feel relevant and familiar without making any individual employee feel targeted or defensive.

No Shaming or Segregating

Not all training programs approach harassment prevention training this way. Some programs use shock and offense to attract employees’ attention – subjecting certain employees to sexual taunts, denouncing specific individuals as “white supremacists” or “racist,” or segregating and comparing employees by race or gender. These approaches may prompt a shock effect that gets people talking, but they can also undermine the very culture the training is supposed to support.

These are the real examples, and the lawsuits they generated, that have been referenced by the Trump administration and federal enforcement agencies when warning that certain harassment prevention training programs constituted “unlawful DEI.”

We do not do that type of workplace training. We never have and never would.

Consider Legal Requirements

Several states - including New York, California, Illinois, and Connecticut - require regular harassment prevention training, and many others have similar requirements depending on employer size or industry. These laws generally require training to address the protected classes recognized in that location, provide examples of inappropriate behavior, and identify avenues for employees to raise concerns. In most cases, the training must also explain employees’ rights and responsibilities, supervisors’ obligations to act, and the consequences for failing to address or prevent harassment.

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Even in respect-focused training, however, there may be some legal and practical tensions to navigate. For example, California and New York specifically require harassment prevention training to address harassment based on gender identity, gender expression, and sexual orientation. At the same time, federal executive orders have disclaimed recognition of gender diversity, and prohibit the use of federal funds for training that promotes gender identity, DEI, and what some federal materials refer to as “gender ideology.”

Because of these shifting and sometimes competing considerations, organizations should carefully assess their obligations and consult legal counsel on how to manage the relative risks and ensure compliance. In this context, live, customized training can be especially valuable because it allows employers to align content with legal advice and focus on the ultimate objective: fostering respectful behavior and collaboration to strengthen workplace culture and productivity.