CISA
1 point
1 module
NOTE
The course can be customised to incorporate your approved anti-harassment policy, reporting channels, internal contacts and workplace examples. Your policy can also be linked to the course content so the organisation has a record of its distribution.
overview
A policy is not employee awareness
The Code of Good Practice on the Prevention and Elimination of Harassment in the Workplace was issued under the Employment Equity Act and treats harassment as a form of unfair discrimination.
It applies to all employers and employees and reaches beyond the physical office to work-related communications, remote work, travel, training and events. Its protection also extends broadly to people who encounter the organisation through work, including applicants, interns, contractors, clients and suppliers.
The Employment Equity Act requires an employer to act when alleged harassment is brought to its attention. If the employer fails to take adequate steps, it may be held vicariously liable for the employee’s conduct. The Code also expects employers to take proactive and remedial steps, communicate their harassment policy and provide awareness training at all levels. A policy stored on an intranet is not enough if employees cannot recognise harassment or do not know how to report it.
The course
Recognise harassment and respond correctly
The course introduces the Anti-Harassment Code, who must comply with it, who it protects and where it applies.
Learners examine unwanted and discriminatory conduct, hostile work environments, sexual harassment, racial harassment and bullying. They also consider why harassment is wrong, the employer’s obligations and what an employee should do if they are harassed.
Scenario-based examples help employees distinguish unacceptable conduct from ordinary workplace interaction and connect recognition to the correct reporting route.
Why it matters
A policy cannot help an employee who does not recognise harassment or know where to report it.
Course level
Awareness is not investigation training
This is an employee awareness course for people at all levels. It provides a shared baseline on the Code, workplace conduct and reporting. It does not train managers, HR teams or investigators to conduct a formal investigation, make findings, select sanctions or manage evidence. People with those responsibilities may need role-specific training and procedures.
The course can help an organisation show that relevant employees received an explanation of the Code and, where customised, its approved policy and reporting route, and the resulting completion record supports the organisation’s response.
Make the Code recognisable in everyday workplace situations.
Got questions? Start here.
Why should organisations provide Anti-Harassment Code training?
The Harassment Code expects employers to take proactive and remedial steps to prevent and eliminate harassment. It also expects harassment policies to be communicated and awareness training to reach employees at all levels.
Training helps employees recognise prohibited conduct, understand their responsibilities and use the correct reporting route. It can also give the organisation a record of who received and completed the awareness.
Who should complete anti-harassment training?
The course is relevant to employees, supervisors and managers at all levels. The Code also recognises that harassment can involve applicants, interns, apprentices, volunteers, contractors, clients, suppliers and others who deal with the organisation. The right audience should therefore be based on workplace exposure, not job title alone.
Does this course train managers to investigate harassment complaints?
No. The standard course provides a common awareness baseline: what harassment can look like, where the Code applies and what employees should do. It does not teach formal complaint intake, investigation, evidence handling, findings or sanctions. Managers, HR teams and investigators with those duties may need additional role-specific training and procedures.
Is anti-harassment training a legal requirement in South Africa?
The Code expects employers, where applicable together with trade unions, to implement awareness training for employees at all levels.
Training can form part of the employer’s response under the Employment Equity Act, but it is not the whole response. An appropriate policy, reporting process, prompt action on allegations and wider management practices remain necessary.
Can the course incorporate our anti-harassment policy?
Yes. The course can be customised to incorporate the organisation’s approved policy, definitions, reporting channels, internal contacts, escalation steps and relevant workplace examples.
Does training prevent workplace harassment?
No course can guarantee that harassment will not occur, but awareness can help employees recognise conduct, understand the Code and know how to report concerns.
Whether harassment is prevented or addressed also depends on leadership, policy, supervision, reporting safety and how the organisation responds when concerns are raised.
e-learning library
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