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At a glance

Course Types
Adaptive Learning
Employment Law
Anti-Harrassment Law
All Learners
Sexual Harrassment
Bystander Intervention
Adaptive Learning

Adaptive learning course icon

Sexual harassment can happen at any organization – and it should never be tolerated. And while there is no one, single correct way to be an ally to targets of harassment, with proper bystander intervention training, employees can respond effectively. And when they do, they can help prevent and stop sexual harassment before it escalates. 

 NAVEX’s Bystander Intervention course was designed as a solution for the City of Chicago’s bystander intervention training requirement, but it can be used by employees everywhere. After establishing how to recognize the various forms of harassment, employees will learn best practices for responding – both in the moment and afterward – to sexual harassment they witness, as well as supporting targets and reporting inappropriate behavior. There is also a module dedicated to bystander intervention in digital environments. The course concludes with a series of real-world exercises that apply the information contained in the course.

Employees are in a position to stop to sexual harassment. However, they need the tools to do that. Bystander intervention training can lead to a safer, more professional workplace for everyone.

Course Details

All Learners

  • Organizational resources, including policy, internal resources and investigation procedures
  • The definition and examples of sexual harassment
  • Quid pro quo and hostile work environment
  • Who can be a bystander
  • Avoiding indifference
  • Bullying and abusive conduct, and why bystander intervention matters in those situations
  • Ways to respond directly and indirectly to harassers, with phrases they can use
  • Tips for responding to harassment in the moment
  • Offering supporting during and after an incident
  • The role of support in empowering harassment targets
  • Key phrases to use to help offer support
  • The importance of reporting quickly
  • Internal resources that can receive complaints
  • A manager’s role in the complaint process
  • What to expect during a sexual harassment investigation
  • Confidentiality
  • Non-retaliation
  • Questions to ask yourself before commenting on an offensive post or replying to an inappropriate message
  • How to provide an online distraction
  • Supporting and reporting in a digital context
  • The responsibility of everyone to help keep the workplace healthy, safe and productive
  • The value of responding, supporting and reporting when it comes to sexual harassment