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Harassment Prevention Training that Has a Real Impact on Your Workforce

Emtrain’s harassment training course is engaging, interactive, and designed to spot and reduce EEO risk.

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A Respect Score under 40 indicates a segment that is at high risk for a harassment claim.
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Provide U.S. and Global Training with a Consistent Message

Trusted by HR, DEI, and L&D professionals

Did You Know?

STATE/PROVINCE REQUIREMENT

Some States or Provinces Require All Workers to Be Compliant. Take a look at global requirements for your state or province in the US and Canada

All of our content is authored and reviewed by employment lawyers and industry experts from Ogletree Deakins, DLA Piper and other global law firms.  Our content team is also led by our CEO Janine Yancey, a former employment litigator and workplace investigator who is a certified expert witness on harassment training in both state and federal courts.  Janine Yancey was also the expert witness to the California State Senate, who helped author SB 1343 in 2018 – California’s harassment training mandate for all California employees

Emtrain's Harassment Training is always timely, relevant, and poignant.

2024 Topics include:

The Power of Skills-Based Learning

Targeted Behavior

Targeted Behavior Development

Address the specific needs of your workforce, from communication and teamwork to leadership and emotional intelligence

Long Term Impact

Building on human-centric skills provides employees with the tools needed to continually navigate the workplace with grace and understanding.

Shared Language

Provide A Shared Language

Tools like the Workplace Color Spectrum® teach employees to call out behavior, not people; creating space for personal and professional growth, instead of criticism

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Insights for Employers

We measure employees’ responses to workplace scenarios, so you can identify hot spots and hone in on skills that require further development.

What our clients have to say

Frequently Asked Questions

Yes, Emtrain’s course covers all protected characteristics required by the state.

Every year! Our team ensures we hit topical, timely, and relevant issues and cover specific state mandate requirements.

Yes! We have an in-house video team, actors, and producers to create the most compelling workplace scenarios.

Yes. Emtrain’s trainings come equipped with over 60 machine translation options available.

Sexual harassment prevention training is required in 8 U.S. states: California, Connecticut, Deleware, Washington D.C., Illinois, Maine, New York, and Washington. It is also required in every Canadian province, and a number of countries across the globe. For more information on specific training requirements in the US, Canada, and globally, click here.

Bystander intervention training is required in Chicago, IL, but we recommend it regardless of location.

The Workplace Color Spectrum®

Used by thousands of organizations since 2013, Emtrain’s Workplace Color Spectrum® is an easy behavior rating tool to help you and your colleagues communicate more effectively about harassment. 

 

Have you ever heard someone use the term “harassment” incorrectly to mean anything they believe is unfair or bad? Using the Workplace Color Spectrum can reduce undue accusations and emotional responses — and create positive behavioral change.

Download your Workplace Color Spectrum® Infographic and share it with your team.

Emtrain Workplace Color Spectrum

From ‘Ask the Expert’

Emtrain’s Ask the Expert feature enables users to ask questions about compliance, bias, harassment, and diversity & inclusion as they come up. It’s all confidential, and answers are sent straight to their inbox. Search the questions below and see the Experts answers.

Q
There are several female employees in a work group. The male manager makes disparaging remarks about appearance to them individually and also when the women are together. What if one female consider the remarks to be hostile work environment and the other two do not? How do you evaluate the claim?
That's a situation where "the reasonable person standard" applies and the person evaluating the situation needs to determine whether any neutral, third person (if in that situation) would find the situation unwelcome and hostile. By applying this "reasonable person standard," it balances out a more fragile, sensitive person's reactions to situations that may not reflect how the average person would react.
Q
In the scenario where the boss disregards the woman and pays attention to the man (4:25 seconds long), isn't the fact that she shows up at the bar for a drink at all with this guy indicative of her willingness to play his game? She seems to know all about how he treats her. I think scenarios should point out both those responsible for the offensive actions, and those responsible for their own defense that choose not to be responsible for themselves. It's a two way street.
It all depends on the nature of the exercise of the options. If the exercise involves a transaction between you and the company only, and does not involve a sale to the market, then there would not be a risk of insider trading. Here's a helpful article on the topic of whether exercising employee stock options is illegal under insider trading laws: http://media.mofo.com/files/uploads/Images/131205-Is-Exercising-Employee-Stock-Options-Illegal-Insider-Trading.pdf However, if you have specific questions on the topic of exercising your employee stock options, you should direct those questions to your in-house counsel.
Q
The manager texting "millions of texts" begging the woman to get a drink with him is an absolute red on your chart. The CORRECT answer is not 'Orange'. That's extremely inappropriate behavior, before even getting into the rest of the video. How is this your "correct answer"?
Thanks for your feedback and we've actually shot a video explaining the workplace color spectrum in more detail. Given our society's heightened scrutiny over harassment, you may well be right. But 12 months ago, a jury of 12 would analyze the situation as bad behavior over the course of one day. The legal framework requires that conduct be "severe and pervasive" to be unlawful/actionable, and court cases have interpreted "severe and pervasive" to conduct over the course of weeks and/or physical touching if it's a 1 time incident. Bad behavior over 1 or even 2 days does not typically result in a finding of illegal conduct. Which is very different than the company finding harassment and terminating the manager -- which is what happens in orange conduct.
Q
Can employee retaliate against their boss for a bad review? If so how would that be defined?
An employee cannot retaliate against a superior within the legal meaning of retaliation, because an employee does not have power over the superior's job security and benefits. An employee can certainly react to a poor review in a manner that is destructive but that would be viewed as poor performance -- not retaliation.
Q
I've had issues in the past where a co-worker has made comments to others that the only reason I received a promotion or that the reason our GM request my assistance on special projects is because we must be sleeping together. This has been said more than once and I'm not sure what I can do.
Sorry to hear about your experience. If you feel comfortable, you may want to approach the co-worker and let the person know that their comments are demoralizing and disrespectful. If you don't feel comfortable, this is the type of situation that your HR partner can address.

Okay, you got this far. Let’s transform your workplace culture.