Recognize concerns earlier
Help people identify harassment, discrimination, and conduct that calls for attention.
Clear expectations. Practical prevention. A more respectful workplace.
Help employees recognize harmful behavior, understand their responsibilities, and respond with greater confidence. Holistic combines interactive scenarios and discussion with training scoped to your audience and applicable requirements.
What This Makes Possible
Know how to respond
Build understanding of reporting pathways, intervention options, and the responsibilities of employees and managers.
Connect expectations to everyday behavior
Practice applying workplace standards to realistic situations, with respect and accountability at the center.
The Right Training for Your People
Manager and all-staff formats are available. We’ll confirm the content and delivery approach for the responsibilities, locations, and needs of your workforce.
For employees
Recognize concerns, understand expectations, and know how to seek help.
For managers
Understand role-specific responsibilities and work through situations that call for a thoughtful response.
For your organization
Build shared expectations across your workforce, with training shaped around your locations, policies, and workplace needs.
01 • Recognize. Report. Prevent.
Sexual Harassment Prevention
Recognize sexual harassment, understand reporting responsibilities, and practice prevention through clear expectations and proactive leadership.
Manager and all-staff formats
Ask About This Training →What participants can practice
Recognize concerning behavior
Explore how harassment can appear in everyday workplace interactions.
Understand reporting responsibilities
Connect reporting pathways and role-specific responsibilities to realistic situations.
Practice prevention
Consider how clear expectations and proactive leadership support a respectful workplace.
02 • Notice. Choose. Support.
Bystander Intervention Training
Recognize harmful behavior, consider safe intervention options, and support colleagues affected by harassment or discrimination.
Manager and all-staff formats
Ask About This Training →What participants can practice
Notice harmful behavior
Recognize situations where someone may need support.
Choose a safe response
Explore intervention options and common barriers to taking action.
Support colleagues
Practice responding with care to someone affected by harassment or discrimination.
03 • Understand. Respond. Build respect.
Discrimination & Harassment Prevention
Address discrimination and harassment across protected characteristics, recognize exclusionary conduct, and connect everyday workplace expectations to dignity and respect.
Manager and all-staff formats
Ask About This Training →What participants can practice
Recognize problematic conduct
Build awareness of workplace discrimination and harassment.
Know the pathways for help
Understand the policies and reporting routes covered in your organization’s session.
Apply expectations in practice
Work through situations that connect dignity, safety, inclusion, and accountability.
How We Build Your Training Plan
You don’t need to arrive with every requirement figured out. We’ll help translate your workforce’s needs and applicable state and local requirements into a clear training plan.
Start with your people
Tell us about your team, where they work, and what you want to strengthen. We’ll help identify the right topics and audiences.
Let us connect the details
We’ll work with you to align the training content, session length, and delivery approach with applicable requirements—including manager responsibilities, reporting pathways, and accessibility needs.
Bring learning into practice
Your team works through realistic scenarios and practical responses. Before delivery, we’ll clarify the materials, attendance tracking, and completion documentation included in your engagement.
Plan for your locations
Training That Supports Your People Wherever They Work
Requirements vary by location, but respectful workplace practices matter everywhere. We’ll help you understand applicable state and local requirements and choose training that gives employees and managers practical ways to recognize, prevent, and respond to harmful behavior.
State requirements
California
Who: Employers with 5+ employees; covered California employees and supervisors.
Timing & length: Interactive training every 2 years—1 hour for employees and 2 hours for supervisors; generally within 6 months of hire or assuming a supervisory role. Special rules apply to temporary and seasonal workers.
What your training should address
Qualified trainer, legally required harassment and remedies content, abusive conduct, gender identity/expression and sexual orientation, reporting responsibilities, and interactive examples.
Official guidance: California →State requirements
Illinois
Who: Employers with 1+ employee, including covered part-time, temporary and seasonal employees working in Illinois.
Timing: Sexual harassment prevention training annually, by December 31.
What your training should address
Content meeting or exceeding IDHR standards—explanation and examples of harassment, relevant laws and remedies, and employer prevention, investigation and corrective responsibilities. Maintain completion records. Restaurants and bars have additional training obligations.
Official guidance: Illinois →Additional local requirementsChicago
Who: Employees of employers covered by Chicago’s ordinance, with additional time for supervisors and managers.
Timing & length: Annually, at least 1 hour of sexual harassment prevention for employees, or 2 hours for supervisors/managers, PLUS 1 hour of bystander training for everyone.
Plan to confirm: Both training components and applicable Illinois standards. Retain policy and training records at least 5 years, or longer while a claim is pending. Written policies and workplace posters are separate employer obligations.
Official guidance: Chicago →State requirements
New York State
Who: Every employer must train employees covered by New York’s requirements.
Timing & format: Annual interactive sexual harassment prevention training; the state does not prescribe a minimum number of hours. Train new employees as soon as possible.
What your training should address
Explanation and examples of sexual harassment, federal and state protections and remedies, complaint forums, and supervisors’ additional responsibilities. Provide the required policy and training information; check NYC rules separately where applicable.
Official guidance: New York State →Additional local requirementsNew York City
Who: Employers meeting NYC’s 15-person threshold, or employing at least one domestic worker. Covered employees, interns and contractors generally work more than 80 hours and at least 90 days; counting and remote-work rules also matter.
Timing: Annual training.
Plan to confirm: NYC, state and federal protections; examples; internal and agency complaint processes; retaliation; bystander intervention; and manager responsibilities. Training must be accessible. Retain training records for at least 3 years.
Official guidance: New York City →State requirements
Connecticut
Who: Employers with 3+ employees must train all employees. Smaller employers must train supervisors.
Timing & length: 2 hours, generally within 6 months of hire or assuming a covered supervisory role. Supplemental training must be provided at least every 10 years.
What your training should address
State and federal sexual harassment provisions and available remedies, role-specific responsibilities, and evidence of completion. Required notices and employee information are separate from the training session.
Official guidance: Connecticut →State requirements
Delaware
Who: Employers with 50+ employees in Delaware, subject to statutory counting rules and exemptions. Applicants, independent contractors and employees employed less than 6 months continuously are exempt from this training requirement.
Timing & format: Interactive training within 1 year of hire and every 2 years thereafter. Supervisors require additional interactive training within 1 year of starting that role, then every 2 years.
What your training should address
Harassment definitions and examples, illegality, remedies, complaint process, Department of Labor contacts, retaliation, and supervisor prevention/correction duties.
Official guidance: Delaware →State requirements
Maine
Who: Workplaces with 15+ employees.
Timing: Train new employees within 1 year; supervisors and managers need additional training within 1 year of starting the role.
What your training should address
State and federal definitions and examples, illegality, internal complaints, Maine Human Rights Commission remedies and contacts, retaliation, and supervisor corrective responsibilities. Use the state’s compliance checklist and retain training records at least 3 years. Annual written employee notice is a separate obligation.
Official guidance: Maine →Training Scoped to Your Organization
Your quote reflects the topics, audience groups, workforce locations, delivery format, customization, and agreed follow-up. We’ll confirm the details and investment before scheduling.
Frequently Asked Questions
Which training is right for our organization?
Choose Sexual Harassment Prevention for conduct, reporting and prevention focused on sexual harassment; Bystander Intervention for safe ways to respond when witnessing harm; and Discrimination & Harassment Prevention for a broader range of discriminatory and harassing conduct. Topics may be combined, but required hours and jurisdiction-specific content must be confirmed.
Are there different options for managers and employees?
The training menu includes manager and all-staff formats. We’ll confirm the responsibilities and scenarios relevant to each audience.
Does one session cover every location?
A shared core may be possible, with local additions or separate audience sessions. Requirements differ by location, employer size and role. Confirm the agenda, required hours, interaction, trainer qualifications and completion records for every covered group; do not assume a generic session satisfies all locations.
Will participants receive completion documentation?
We’ll confirm what completion documentation and attendance records are included before scheduling.
Can the training reflect our own policies?
We can discuss incorporating your policies, reporting pathways, and relevant workplace scenarios into the session.
Build a training plan your people can use.
Share your locations, audience, and timing. We’ll help scope training that connects clear expectations to practical action.
Discuss Your Training Needs →