What type of training does EEOC guidance suggest can help build a culture where coworkers step in when they witness concerning behavior?
A. Civility or bystander intervention training
B. Advanced spreadsheet training
C. Sales negotiation training
D. Equipment maintenance training
Source: EEOC Promising Practices for Preventing Harassment (2017)
A coworker overhears a colleague making repeated unwelcome comments about another employee's appearance and privately encourages the colleague to stop while offering to help the affected employee find support resources. What does this represent, in terms of prevention culture?
A. Bystander intervention, the kind of behavior civility and bystander training is meant to encourage
B. Retaliation against the person who made the comments
C. A violation of the observing coworker's own duties, since they should have ignored it entirely
D. Quid pro quo harassment carried out by the observing coworker
Source: EEOC Promising Practices for Preventing Harassment (2017)
Besides formal complaint data, what other tool does EEOC guidance recommend for gauging whether a prevention culture is actually working?
A. Anonymous climate surveys that can surface concerns employees have not formally reported
B. A weekly companywide trivia contest
C. A mandatory dress code audit
D. A review of employees' personal social media accounts on their own time
Source: EEOC Promising Practices for Preventing Harassment (2017)
How does EEOC guidance treat a workplace where employees interact heavily with outside customers or clients, with limited direct oversight?
A. As a setting that can carry elevated risk factors worth specifically assessing
B. As a setting that is automatically lower risk because customers are not employees
C. As a setting exempt from any harassment-prevention obligation
D. As relevant only to wage claims, not to harassment prevention
Source: EEOC Promising Practices for Preventing Harassment (2017)
Is one-time compliance training, delivered once and never revisited, treated by EEOC guidance as sufficient for effective harassment prevention?
A. No; guidance frames effective training as regular and reinforced, not a single compliance event
B. Yes; guidance treats a single training session as fully sufficient on its own
C. Yes, as long as employees sign an acknowledgment form
D. The guidance takes no position on training frequency
Source: EEOC Promising Practices for Preventing Harassment (2017)
