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The only HR compliance and harassment prevention training that not only identifies employee relations risk — but shows you exactly where it exists, down to the department, seniority level, tenure, location, etc. — and gives you the tools to fix it.
HR & People Risks are easier to address when you know exactly where they originate. Emtrain’s Intelligence platform categorizes risks into five core areas—making it simple to pinpoint concerns, track trends, and take targeted action.
Identify and address behaviors that undermine respect and inclusivity. Detect patterns of bias, stereotyping, and exclusion before they escalate.
Spot inequities in recruitment, advancement, and employee evaluations. Ensure consistent and fair decision-making at every stage of the employee lifecycle.
Uncover compliance gaps in timekeeping, overtime, and wage practices. Protect your organization from costly legal exposure and reputational harm.
Track safety concerns, threats, and intimidation incidents. Create an environment where every employee feels secure and supported.
Evaluate whether employees trust your reporting process and feel safe speaking up. Reduce the risk of retaliation claims by building a culture of accountability.
Once you’ve identified potential issues across the five HR & People Risk Areas, the real value comes from turning insights into action. Emtrain’s HR & People Risk product guides you through a simple, repeatable process—helping you measure employee behaviors, locate problem areas, and implement targeted interventions that reduce risk and strengthen workplace culture.
Emtrain Intelligence aggregates question-level data from course trainings to uncover warning indicators tied to HR & People Risks
Dive deeper into specific question scores. See how your team compares to industry benchmarks, broken down by key risk indicators. Our proprietary algorithm reveals how healthy your culture is relative to industry norms — a first-of-its-kind benchmark engine for compliance and culture.
Pinpoint which departments, teams, or roles are signaling risk — so you know exactly where to act.
In both the HR & People Risks and Business Compliance Risks tabs, questions flagged with a Warning or Concerning risk level will include a Recommended Actions link for that specific question. Recommendations span a range of formats and functions:
Policy changes: e.g., establishing a no-retaliation clause for self-reported security incidents
System improvements: e.g., embedding escalation instructions into IT tools
Training reinforcements: e.g., using phishing simulations to teach reporting protocols
Communication practices: e.g., recognizing employees who report risks
Visual aids: e.g., creating flowcharts or dashboards to clarify expectations
Micro learning: e.g., a giving and receiving effective feedback lesson
The following are sample employee relations risk assessment questions from Emtrain’s training courses. These questions help surface employee sentiment and behavior patterns at scale—enabling organizations to identify early warning signs, detect culture hot spots, and assess knowledge and skill gaps.
Here are some sample risk questions from Harassment & Discrimination courses. These questions, part of our Respect Pillar, are drawn from key topics in our Culture Skills Framework, including Mitigating Bias, Connecting In- and Out-Groups, Managing Power, and Ensuring Equity.
Mitigating Bias:
Connecting In- & Out-Groups:
Managing Power
Ensuring Equity:
These samples hiring and performance management questions, part of our Inclusion Pillar, are drawn from key topics in our Culture Skills Framework, including Fostering Curiosity, Encouraging Empathy, Advancing Allyship, and Thinking Systemically
These sample questions for Wage and Hour are drawn from our FLSA and Wage & Hour Laws Course. Educating both managers and employees on what the law requires and the importance of reporting problems is the best first step in mitigating risk and protecting your brand and reputation.
With a focus on Workplace Safety in the workplace, these sample questions are drawn from our Workplace Violence Course.
These sample questions are drawn from our Respect and Inclusion pillars courses, which consist of Bystander Intervention, Preventing Workplace Harassment, and Managing Bias
Distinguishing harassment from inappropriate behavior isn’t always clear. Emtrain’s Employee Complaint Decision Tree, powered by the Workplace Color Spectrum®, helps both HR teams and employees characterize harassment or bad behavior with a few simple questions.
On this page, you’ll see a summary of results by risk category (e.g., Harassment & Discrimination, Workplace Safety). Each tile highlights:
If you have not deployed the requisite training for a particular Risk Area, it will not populate.
This gives you a quick sense of which risk areas may require attention and where targeted training could make an impact.
Clicking into any risk category (e.g., Harassment & Discrimination) opens a detailed view of the individual Likert-scale questions that power the category’s score. Note: only clients whose package includes this screen will be able to access it!
For each question, you’ll see:
This level of granularity lets you pinpoint exactly what employees are experiencing—and whether it’s a perception issue or something more systemic.
Coming soon: Comparisons to longitudinal scores (i.e. scores last year) and organizations of similar size.
“% Healthy” refers to the percentage of respondents who selected one of the three positive responses (e.g., Slightly Agree, Agree, or Strongly Agree).
For negatively worded questions (e.g., “I’ve heard people make negative stereotypical comments”), healthy responses come from employees who disagree (e.g., Slightly Disagree, Disagree, or Strongly Disagree) with the statement. In these cases, a high “% Healthy” still reflects a positive outcome—indicating that few people are observing or experiencing the negative behavior described.
A high healthy score means most employees feel positively about the topic, indicating a strong and constructive workplace culture. Lower scores may point to dissatisfaction, mistrust, or emerging risk areas that warrant closer review.
Each question is benchmarked against aggregated industry data from similar organizations. Internal scores show you where your teams stand—but benchmarks reveal how your culture stacks up externally. A score might look “fine” in isolation but could be trailing significantly behind peers.
We use the codes defined by the North American Industry Classification System (NAICS) . For tax and documentation purposes, every organization based in the United States is required to register under one of the following industries within the NAICS, which makes it straightforward to use these reported classifications for our benchmarking:
Important note: In cases where we believed an organization’s reported NAICS code significantly diverged from its actual operations or mission, we manually reclassified it to the most appropriate category based on its core activities.
Are all industries equally represented?
No. Some industries have significantly more client representation than others. This disparity stems from various factors, including how well Emtrain’s content resonates with certain industries and the geographic concentration of those industries.
When we have a sufficient number of clients in a given industry (at least 15), we benchmark your results against the industry average. If we don’t have enough data, we instead compare your results to the global average of all clients.
Can I change my reported industry?
Yes! If you do not feel your organization is tagged with the appropriate industry, just let us know at analytics@emtrain.com and we’ll get that updated.
The icon next to each question summarizes whether it presents a cultural or compliance risk:
These flags help you prioritize where to intervene first, especially when managing multiple risk areas.
Use the filters in the left-hand sidebar to refine your results:
Who is considered a new hire?*
New hires are defined as respondents with less than 1 year of tenure at your organization. Since most training is delivered on an annual cycle, these employees will be flagged as “new hires” when they receive their first training shortly after joining. By the time they complete their second training cycle a year later, their responses will no longer fall into this bucket.
