LAUSR

In their focal article, Medeiros and Griffith (2019) advance a number of important recommendations for designing workplace training programs that reduce sexual misconduct. We agree there is a critical need for sexual misconduct training that produces the desired long-lasting behavioral changes that have yet remained elusive. However, in addition to their recommendations, we believe it is also imperative for organizations to carefully consider the perspective of employees who have experienced sexual harassment and/or assault when designing and implementing such training programs. Indeed, given that one-third of women and one out of six men have experienced sexual assault in the United States, and some estimates of sexual harassment are even higher (National Academies of Science, Engineering, and Medicine, 2018; Smith et al., 2017), it is all but inevitable that organizations will deliver training to employees with prior experiences of assault and/or harassment. By considering the perspective of these survivors,1 organizations can carefully design training that does not unnecessarily exacerbate their prior trauma. To elucidate the importance of this perspective, we first detail the potential harmful effects of sexual misconduct training for survivors and then provide recommendations for designing survivor supportive training.