Section 5:

Education & Training


Most organizations have legally mandated discrimination and harassment trainings, but much is available that goes above and beyond the legal requirements. You should provide training to all employees, tailored to their role and level within the organization. This section of the toolkit will help you identify what topics may be most relevant to your organization, and where the gaps in your current training plan are.


Review the standards and resources below on Reporting and Response Procedures. Review the relevant checklist.

Using the standards on Reporting and Response, design a written discrimination and harassment reporting system.

Designate multiple points of access for reporting (i.e. through CEO, direct supervisor, other manager, and/or HR department).

Design a written investigation process that the organization will follow to investigate reports of discrimination and harassment. Ensure that your investigators are trained in conducting investigations of this nature. Ensure you are familiar with outside investigators that you may choose to utilize for these investigations.

Design a written process that the organization will follow in responding to reports of discrimination and harassment. Consider responses that warrant investigations and those that do not.

Communicate the reporting and investigations procedures to staff and make a plan to do so regularly.


Education and Training about Discrimination: Follow these tips on training employees and managers on discrimination. You can also check out the EEOC Training Institute.

Education and Training about Harassment: In addition to the EEOC checklist below, you can also review pages 44-53 of the EEOC Report on Compliance Training as well as pages 54-60 on Workplace Civility and Bystander Intervention Training.

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