Free sample activity · Employees & training teams
Workplace Harassment Prevention Practice
These fictional situations support a workplace discussion. They do not decide whether conduct is unlawful, replace required training, or establish compliance. Use your organization's approved policy and qualified guidance for real situations; rules vary by jurisdiction.
6 questions · No account · No timer · Immediate feedback
Before you begin
How to use this activity
Allow five to ten minutes. Each question states the policy needed to answer. Do not share real names or incident details in a group discussion or enter them into this page.
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Put it into practice
Choose an answer, read the explanation, then move to the next question. Your answers stay in this page and are not saved.
A colleague asks someone to stop repeated jokes about their accent. The fictional policy bans such jokes. What response follows that policy?
The stated policy prohibits these jokes. Treat the concern seriously rather than relying on the audience's reaction.
The fictional policy allows reports to HR or a manager. Your concern involves your manager. Which option follows the policy?
HR is an alternative route expressly allowed by the scenario. You do not need the manager's agreement to use it.
You witness conduct that may breach the fictional policy, which invites witness reports to HR. What is an appropriate next step?
The scenario provides a witness-reporting route. Describe observations accurately and leave fact-finding to the designated process.
A coworker wants to report a concern. Which response avoids promising something you cannot guarantee?
Do not guarantee secrecy or an outcome. Ask the designated contact how information is handled and what the process involves.
The fictional policy prohibits retaliation and says to report concerns to HR. Someone says their shifts were cut because they raised a concern. What follows the policy?
Use the stated route so the concern can be reviewed. The short scenario does not establish the facts or decide whether the action was unlawful.
The fictional training rules require anonymized examples. A participant starts naming people from a real incident. What should the facilitator do?
The scenario requires anonymized discussion. Redirect personal details to the appropriate reporting process instead of conducting a group investigation.
Practice complete
Identify your actual reporting options, including an alternative to your manager, using your organization's current policy. Discuss how to obtain help without disclosing personal incidents to the group.
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All questions, answers & explanations
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Responding to a concern
A colleague asks someone to stop repeated jokes about their accent. The fictional policy bans such jokes. What response follows that policy?
Answer: Stop the jokes and respect the request.
The stated policy prohibits these jokes. Treat the concern seriously rather than relying on the audience's reaction.
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An alternate reporting route
The fictional policy allows reports to HR or a manager. Your concern involves your manager. Which option follows the policy?
Answer: Use the listed HR reporting route.
HR is an alternative route expressly allowed by the scenario. You do not need the manager's agreement to use it.
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A witness's choice
You witness conduct that may breach the fictional policy, which invites witness reports to HR. What is an appropriate next step?
Answer: Use that reporting route and describe what you observed.
The scenario provides a witness-reporting route. Describe observations accurately and leave fact-finding to the designated process.
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Limits of a promise
A coworker wants to report a concern. Which response avoids promising something you cannot guarantee?
Answer: I can help you find the reporting process and ask how information is handled.
Do not guarantee secrecy or an outcome. Ask the designated contact how information is handled and what the process involves.
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Retaliation concerns
The fictional policy prohibits retaliation and says to report concerns to HR. Someone says their shifts were cut because they raised a concern. What follows the policy?
Answer: Pass the concern to the designated HR route for review.
Use the stated route so the concern can be reviewed. The short scenario does not establish the facts or decide whether the action was unlawful.
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Respectful participation
The fictional training rules require anonymized examples. A participant starts naming people from a real incident. What should the facilitator do?
Answer: Pause and direct personal concerns to the designated private reporting route.
The scenario requires anonymized discussion. Redirect personal details to the appropriate reporting process instead of conducting a group investigation.
Take it one step further
Identify your actual reporting options, including an alternative to your manager, using your organization's current policy. Discuss how to obtain help without disclosing personal incidents to the group.
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