This number points to a deeper truth. When people in positions of power behave poorly and face no consequences, trust and safety disappear. Employees start believing that bad behavior is part of the culture, not the exception.

Sexual harassment often exists in organizations where leaders protect high performers, downplay complaints, or avoid difficult conversations. A written policy cannot stop this on its own.

Harassment prevention requires active leadership. But leaders will only set the right tone if they are trained to do so, clearly, consistently, and with confidence.

This blog outlines the key behaviors leaders must be trained to adopt to prevent harassment before it escalates and to create a workplace where people feel respected and safe.

What Every Leader Must Be Trained to Prevent Workplace Harassment

Understanding the problem is only the first step. To create lasting change in workplace culture, leaders must know how to take consistent action. This includes speaking up, recognizing concerns early, and leading with clarity and fairness.

Here are the leadership behaviors your training should focus on to make harassment prevention effective and sustainable.

1. Respond to Inappropriate Behavior Right Away

Leaders should never ignore remarks or actions that cross the line. If something is not appropriate, they must speak up immediately. A simple statement like “That’s not appropriate” or “Let’s keep this respectful” sets a clear boundary.

Many leaders hesitate because they are unsure of what to say. But silence can be seen as agreement. Training should include role-play and real examples to help leaders develop calm and confident responses they can use in real moments.

2. Recognize Early Warning Signs

Harassment often begins in subtle ways. It can show up through repeated jokes, exclusion from conversations, or discomfort that is never reported. Leaders need to identify these signs before they become bigger problems.

Encourage them to observe patterns in team behavior. Who avoids meetings? Who gets interrupted frequently? Who seems withdrawn? Leaders should document what they notice and raise concerns with HR when needed.

Even subtle patterns can have a lasting effect on team dynamics and employee trust. We explore these deeper cultural consequences in our blog, How Sexual Harassment Affects Employee Well-Being and Organizational Culture.

3. Reinforce Respect in Daily Interactions

Respectful behavior should not be limited to policies or training sessions. It should be part of how teams communicate every day. Leaders play a central role by reinforcing shared values and setting expectations during meetings, feedback, and casual conversations.

Simple reminders help. Saying “Let’s make sure everyone has a chance to speak” at the start of a meeting promotes inclusion. When leaders talk about respect regularly, it becomes part of the team’s everyday routine.

4. Build Trust Through Consistent Behavior

Employees speak up when they believe their concerns will be taken seriously. If they expect to be ignored or dismissed, they will stay silent. Trust is built when leaders respond with care and fairness.

Teach leaders to listen without judgment. When someone raises a concern, they should thank them for coming forward, avoid making assumptions, and clearly explain what happens next. Trust grows when employees know they are heard and respected.

5. Follow the Correct Process Every Time

Leaders should not try to resolve harassment on their own. They need to know when to involve HR and how to follow the steps correctly. Handling things privately or skipping procedures increases the risk for the entire organization.

Training should guide leaders through what to do when someone reports a concern. This includes who to talk to, how to document the conversation, and how to ensure the right process is followed from start to finish.

6. Apply Consistent Standards Across the Team

Leaders must hold everyone accountable, no matter their position or performance level. One of the most damaging leadership mistakes is ignoring misconduct by high performers or senior staff.

Training must reinforce that all employees should be treated equally when it comes to behavior and accountability. When teams see that standards are applied fairly, trust in leadership increases.

7. Include Behavior and Culture in Performance Reviews

To show that respectful leadership matters, it must be part of how leaders are evaluated. Reviews should include how they handle team concerns, support a positive work culture, and maintain safe environments.

Work with HR to build these expectations into the review process. When leaders understand that behavior affects their growth, they are more likely to take their role seriously.

8. Reflect on Leadership Habits and Impact

Leaders do not always realize when their actions make others uncomfortable. Tone, posture, or staying silent during key moments can create distance. That is why reflection is an important part of leadership.

Include time for personal reflection in your training. Ask questions that encourage leaders to think about how they communicate, how they respond to feedback, and how others experience their leadership. Offer feedback tools and coaching to support this growth.

9. Take Ownership of Workplace Culture

Harassment prevention is not the responsibility of HR alone. Leaders shape how people experience work every day. When they avoid issues or stay quiet, harmful behavior is more likely to continue.

Make it clear in your training that leaders are responsible for more than just results. They are responsible for protecting their team, upholding values, and creating a culture where people feel safe, supported, and heard.

10 Clues Leaders Should Never Ignore

The way leaders handle a joke, a complaint, or a moment of silence tells employees everything they need to know about your culture. That’s why leadership training must go deeper than definitions and policies.

The Standard You Set for Leaders Becomes the Culture You Live With

Preventing harassment is more than one policy or one course. It takes leaders who know how to listen, speak up, apply standards fairly, and lead with emotional intelligence, every single day.

KnowledgeCity offers a complete learning platform to support that. From sexual harassment prevention and compliance to leadership development, communication, and empathy training, our courses help leaders build the mindset and skills needed to create a culture where respect, fairness, and action are non-negotiable.

Whether you’re addressing high-risk behaviors or strengthening daily habits, our courses give leaders the skills to prevent issues before they escalate.

Trust is built by leaders who act early and lead consistently. We give them the training to do both. Book a demo today.