The impact of sexual harassment training on workplace culture – a look at the evidence

Training plays a key role in reducing the prevalence of workplace sexual harassment. Evidence suggests that some approaches to workplace sexual harassment training are more effective than others in engaging and motivating workers to learn, and in influencing greater knowledge and attitudinal change more broadly.

In 2022, an Australian Human Rights Commission survey of Australian workers revealed that only 38% had attended training on sexual harassment organised by their organisation.

An exploration of the evidence reveals that…

Diverse training content leads to more engagement and motivation among training participants

Workplace sexual harassment training leads to improvements in overall knowledge and attitudes of workers. Training which is not simply focused on compliance, rules, and regulation, but also incorporates less traditional topics like diversity and bystander intervention, is considered to have effective outcomes. When employees feel that training is being conducted out of genuine concern, they will generally be more motivated to participate, and trainers may be less likely to face backlash.

In-person training is not always more effective

Contrary to popular belief, in-person training is not considered more effective than remote training in either building knowledge or influencing attitudinal change – the most important factor is how engaging training delivery is! Action-based learning incorporated into both online and in-person training, such as through role play and demonstration, leads to higher levels of engagement and interest among attendees.

Bystander training creates a low-tolerance work environment for harassers

Bystander intervention skill-building communicates a strong, organisation-wide standard of behaviour. By equipping all workers with knowledge about sexual harassment and the skills to act against sexual harassment, perpetrators of sexual harassment can perceive a heightened risk of consequences like social isolation and backlash, which can further challenge and discourage unwanted sexual behaviour in the workplace.

Workplace sexual harassment training does work

Worker’s declarative knowledge is most likely to be improved because of sexual harassment training – this declarative knowledge includes the ability to define sexual harassment, knowledge of the law, familiarity with their organisation’s policies, and causal factors of sexual harassment in the workplace. Their attitudes are also influenced by sexual harassment training, such as their tolerance for sexual harassment, and acceptance of sexual harassment myths. Importantly, training is said to positively impact a worker’s capacity to more accurately determine what behaviour constitutes sexual harassment, and regulate their own behaviour accordingly. This also increases the likelihood of bystander intervention in practice.

Culture is key to the long-term prevention of workplace sexual harassment

There will not be immediate results after one training session, particularly if workplace culture is poor. Culture is created and modelled by leaders. Training only works if an employer also consistently and effectively holds perpetrators of sexual harassment to account and offers strong managerial support to improve workplace culture and support staff targeted by sexual harassment.

A great first step to take is exploring the resources available to employers as part of the Respect@Work website’s resource hub, which includes legislative guidance for employers, information on organisational leadership, and a downloadable staff survey tool to establish your needs and guide strategy development.

If you’re interested in engaging with the Workplace Respect Project team to inquire about our training topics for workers and discuss your workplace training needs, check out our training page. We offer training to workers, and young people entering the workforce, WA-wide.

Disclaimer: Please be aware that this resource provides general information only. It is not legal advice. If you have a question about how the law applies to your specific situation, you can click here to request free legal assistance.