A key component of this support is providing employees with regular, strategic training programs that not only improve performance but also protect the company from legal risks.

Unsure where to start? Here are three essential trainings to include in your company curriculum.

1. Harassment training: Regular harassment training will foster a respectful and inclusive environment, but it’s also a legal obligation. Many states also require regular training on sexual harassment. Nonetheless, employers frequently let harassment training slip through the cracks.

Harassment training should take place approximately once a year, with separate components for non-management and management employees. Non-management employees need to know what behavior is prohibited by the policy, the consequences for violating the policy, how to report harassment, and that the company will not retaliate against any employee who makes a complaint in good faith (in other words, based on an honest – even if mistaken – belief that harassment in violation of the policy is taking place). Management training should cover these points, but also what to do if a manager observes harassment taking place or if an employee makes a complaint.

2. Diversity and inclusion training: Federal laws prohibit discrimination based on race, sex, religion, age, disability, and other protected characteristics. A diverse and inclusive workplace fosters innovation, boosts employee morale, and attracts top talent. Educating employees about bias, different cultures, and “where their co-workers are coming from” will help in that regard.

3. Cybersecurity training: With the increasing threat of data breaches, cybersecurity training has become an absolute necessity for organizations of all sizes. Every employee, from entry-level to executive, plays a critical role in safeguarding company systems, as it only takes one careless click to expose an organization to threat actors.

HR professionals can help empower employees by facilitating regular cybersecurity training that covers phishing scams and other common threats, best practices for protecting data and systems, and identifying and reporting suspicious activity swiftly. Incorporating simulated incident response exercises, such as tabletop exercises, can also help ensure that your team is prepared to respond effectively in the event of a breach.

With cybercriminals constantly updating and refining their tactics, it's also crucial to update your training regularly so that it stays current. HR would normally have to collaborate with IT and legal teams in providing this training.

By investing in these three key areas of training, HR professionals can help their organizations stay compliant with the law and create a safer, more productive workplace. Need guidance in developing a tailored training program? Consider consulting with your Constangy employment or cybersecurity attorney to ensure that your efforts are consistent with legal requirements and organizational goals.