Harassment Training Practices | 56.3% of Companies Do Not Differentiate Target Audiences: Employee Training by Reskill Corp.

In a survey of human resources professionals, the most common response regarding the participants targeted by harassment training was “no particular difference by position,” at 56.3%. Approximately 30% of companies divide participants by organisational level, indicating that company-wide training is more common. The survey also found that “comprehensive, regardless of type” was the most highly prioritised approach to training, at 38.7%.

The most common current training formats were “e-learning (video viewing and tests)” and “regular awareness reminders and follow-ups,” tied at 23.8%. This highlighted the importance of ongoing, day-to-day initiatives. These were followed by “practical training (in-person group training)” at 19.5%, distribution of materials and manuals at 10.6%, and online training in a live format at 5.0%. The subject requires continued practical efforts at a minimum.

“Comprehensive, regardless of type” was the most common response both for current and future priorities, rising from 38.7% currently to 43.7% in the future. Among specific types, power harassment was the most common at 33.6%, while customer harassment is expected to rise to 9.9% in the future.

Regarding the participants targeted by harassment training, “no particular difference by position” accounted for a majority at 56.3%. Companies prioritising managers accounted for 22.1%, while those prioritising general employees accounted for 12.3%, together totalling only 34.4%. Approximately one-third of companies divide training content by organisational level.

The main purposes were “to prevent problems from occurring,” at 35.3%, and “as part of efforts to strengthen compliance and governance,” at 33.8%. Responding to statutory obligations to implement preventive measures and preventing recurrence of past incidents were less common purposes.