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With teams operating across geographic regions, countries, or even internationally, the workplace is becoming more diverse in nationalities, languages spoken and ethnicities. Additionally, significant numbers of employees of different ages, genders, (dis) abilities, and education are entering the workplace.  While this is a highly positive trend, often resulting in more creative, innovative, and productive work, it can also bring issues of bias and discrimination to the surface. Well-intentioned employees may benefit from learning how to work empathetically and communicate effectively with diverse groups of coworkers, vendors, and clients.

What is sensitivity training?

Sensitivity training, or cultural sensitivity training, teaches employees to treat others with respect inclusive of differences in race, gender, sexuality, and other identities. Through group discussions, one on one training, and self-guided online courses, this type of training teaches participants how to identify and avoid unconscious bias and microaggressions while improving the overall culture of an organization. This page outlines what sensitivity training is, how it differs from general diversity training (including recognizing and avoiding harassment), training benefits, and the characteristics of effective sensitivity training.

Workplace Sensitivity Course List

  • Diversity, Equity, and Inclusion in the Workplace (DE&I)
  • Harassment & Discrimination Prevention
  • Respect in the Workplace (combines DE&I with Harassment Prevention)
  • Resolving Unconscious Bias
  • Gender Sensitivity
  • Emotional Intelligence
  • Fostering Effective Communication
  • Having Difficult Conversations/Crucial Conversations

Systemic and Institutional Anti-Racism

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How does sensitivity training differ from diversity training, and where does harassment fit in?

Some sources use “diversity training” and “sensitivity training” interchangeably, and there is a great deal of overlap. A major goal for both types of training is to improve inclusivity and support for diverse workers in an organization. This is done through explaining and addressing problematic behaviors, fostering open discussions and exploration, and encouraging employees to proactively address their own actions and to hold others accountable in case of bias or discrimination.

Sensitivity training helps employees develop an awareness of their own attitudes, biases, and behaviors and an understanding of how these impact others in the workplace. Also referred to as “diversity training” or “inclusion training,” it encourages employees to develop respect and empathy for others, creating a positive work environment.1

Furthermore, some describe sensitivity training as a more specific type of diversity training. Introductory DEI (diversity, equity, and inclusion) courses might outline basic issues around race, gender, etc. while setting expectations for employees. Sensitivity training, however, often covers awareness, learning about the different cultural, racial, and other identities of employees in an organization.2

While individual employees might not spend a lot of time thinking about culture, it affects almost every aspect of how people relate to one another.


[1] Stacey, K. (2023, May 31). The full guide to sensitivity training in the workplace (+ best tool to use). 
[2] Nichols, R. (n.d.). A comprehensive guide to DEI training.


Examining these issues can illuminate the experiences and challenges that others face, preparing employees to make more informed decisions in relating to and supporting coworkers, direct reports, managers, and others.

While sensitivity training incorporates many of the same elements as diversity training, there is additional focus on addressing or preventing harassment with the former. Harassment often refers to sexual harassment, or inappropriate and unwelcome sexual advances, remarks, or attention. It also refers more broadly to other types of harassment based on protected identities such as race, religion, as examples.

The U.S. Equal Employment Opportunity Commission (EEOC) notes that harassment is unwelcome conduct based on any of the following characteristics:

EEOC Protected Characteristics for Harassment & Discrimination

  • Race
  • Color
  • Religion
  • Sex (including sexual orientation, gender identity, or pregnancy)
  • National origin
  • Age (40+)
  • Disability
  • Genetic information (including family medical history)3

Note that harassment is illegal if tolerating the behavior is necessary to remain employed or the behavior is severe enough to be considered “intimidating, hostile, or abusive.” Harassment can take many forms but often includes jokes, intimidation, physical threats, name-calling, objectionable pictures, or actions that interfere with carrying out one’s work.4 Confirming that employees recognize workplace harassment and issues of bias and discrimination will lessen the odds of problematic behavior being dismissed while protecting employees with marginalized identities within organizations.

Benefits of Sensitivity Training

There are many benefits to sensitivity training, including improving trust and relationships among employees, increased transparency and communication between managers and employees, and decreased chances of harassment or discrimination in the organization.5 Employees genuinely value


[3] U.S. Equal Employment Opportunity Commission. (n.d.). Harassment. https://www.eeoc.gov/harassment
[4] U.S. Equal Employment Opportunity Commission. (n.d.). Harassment. https://www.eeoc.gov/harassment
[5] Stacey, K. (2023, May 31). The full guide to sensitivity training in the workplace (+ best tool to use).


workplaces that prioritize and uplift diversity. Research shows that the vast majority of workers prefer working for a DEI-supportive company, especially those who fall in the Millennial or Generation Z categories.6

Rise in Social Justice Efforts

The last few years have seen greater awareness of social issues giving rise to social justice initiatives. Racial discrimination and bias is a concern for many, especially after the widespread protests of racial injustices including the increase of hate crimes against Asian Americans since the COVID-19 pandemic. Both inside and outside the workplace, Americans of color continue to face unacceptable hostility such as pressures to assimilate, scrutiny of their appearance and behavior, and different expectations compared to their white counterparts. A recent nationwide poll showed that 32% of employees of color don’t feel empowered to speak out about discriminatory behavior that they have observed or experienced themselves.7 It is imperative for organizations to be proactive in changing these dynamics and to show solidarity with their diverse employees. Sensitivity training that elevates employee awareness is a good first step.

MeToo Movement and Harassment Prevention at Work

Similarly, the meteoric spread of the #MeToo movement in 2017 sparked nationwide discussion of the prevalence of sexual harassment and abuse. The Equal Employment Opportunity Commission reported over 98,000 instances of any kind of harassment between 2018 and 2021, signaling a crisis in the American workplace. Moreover, sexual harassment charges often accompany charges of racial discrimination and disproportionately affect Black or African American and Hispanic individuals, further impeding already marginalized groups.8 Workplace harassment is unfortunately extremely underreported, with some estimates showing that 75% of people who experience workplace harassment don’t report it.9 When harassment originates with company leadership, this can further compound the problem by signaling its acceptability to the rest of the organization.10

Taken together, these issues demand that workplaces address bias, discrimination, and harassment for the well-being of their employees. Diversity Builder offers training sessions that cover sensitivity training, including a general Diversity, Equity, and Inclusion in the Workplace course, a Respect in the Workplace course, which combines DEI and training on harassment, and Resolving Unconscious Bias. These courses enable employees to discuss sensitive issues within a psychologically safe environment, ultimately strengthening professional connections and cultivating a welcoming and inclusive culture for diverse employees.


[6] Nichols, R. (n.d.). A comprehensive guide to DEI training.
[7] The Harris Poll. (2022, February 24). Hue x Harris poll: State of inequity report 2022.
[8] EEOC Data Highlight. (2022, April). Sexual harassment in our nation’s workplaces. https://www.eeoc.gov/data/sexual-harassment-our-nations-workplaces#:~:text=Combatting%20Sexual%20Harassment%20in%20the%20Workplace&text=In%20FY%202021%2C%20EEOC%20resolutions,resolved%20favorably%20to%20the%20worker
[9] Nagele-Piazza, L. (2018, March 13). How to revamp your harassment prevention program. https://www.shrm.org/ResourcesAndTools/legal-and-compliance/employment-law/Pages/How-to-Revamp-Your-Harassment-Prevention-Program.aspx
[10] Nagele-Piazza, L. (2018, March 13). How to revamp your harassment prevention program.


How to Ensure Sensitivity Training is Effective

In order to ensure sensitivity training is effective, there are specific steps organizations can take before and after the workshop. Consider conducting a diversity audit before the training, clarifying course objectives or outcomes and gathering information via focus groups, surveys, or formal assessment.11 Understanding any strengths and shortcomings for your organization based on detailed employee feedback will allow training to be customized around key areas of concern.

Ideally, sensitivity training will take place proactively instead of in reaction to specific incidents in order to provide a safe environment for your employees and to protect your organization from liability.12 Leadership teams will decide whether the training will be mandatory or voluntary. Being direct about the purpose of the training, and how it can benefit morale and diversity, will improve employee buy-in. Outlining expectations for participants (for example, listening non-judgmentally during the session) will ensure the session runs smoothly.13 Along the same lines, having a comprehensive policy on harassment that outlines consequences for unacceptable behavior before the organization is handling an incident will be beneficial for everyone.

Programs that are engaging and interactive work best. Diversity Builder trainers will customize the course to make it relative to the work the employees perform and the core values of the organization.  Diversity Builder trainers will review the internal harassment policies during Respect in the Workplace and Harassment Prevention workshops (if applicable) to further reinforce the organization’s position and expectations. Engagement activities include open discussion, case studies, role-playing with real-life examples, pairing and sharing, breakout sessions, self-reflection exercises, and gamification. The more relatable the content, the better long-term impact of the workshop.

Describing specific behaviors that are not allowed, both in the official harassment policy and in the training, is optimal.14 This will reduce uncertainty about what types of words or actions are considered harassment for targeted employees and bystanders, empowering them to speak up. Be clear that those facing harassment or discrimination are fully authorized to tell the other party to stop. Relatedly, training should emphasize that bystanders have the power and the responsibility to intervene when harassment takes place. Providing scripts or examples for how to step in and intervene when observing harmful behaviors, along with role-playing exercises or case studies to practice these methods, are invaluable in positioning people to intercede in difficult situations.


[11] Nichols, R. (n.d.). A comprehensive guide to DEI training.
[12] Nagele-Piazza, L. (2018, March 13). How to revamp your harassment prevention program.
[13] Stacey, K. (2023, May 31). The full guide to sensitivity training in the workplace (+ best tool to use). 
[14] Nagele-Piazza, L. (2018, March 13). How to revamp your harassment prevention program. https://www.shrm.org/ResourcesAndTools/legal-and-compliance/employment-law/Pages/How-to-Revamp-Your-Harassment-Prevention-Program.aspx


To streamline the process, make it easy for employees to report what they have experienced or observed. Provide multiple methods of reporting so that they aren’t obligated to go through one person. Additionally, explain that retaliation against those documenting harassment or discrimination will not be tolerated; moreover, anti-discrimination laws forbid retaliation against those who report harassment or take part in an investigation.15 These steps will reassure employees that the organization welcomes information provided in good faith.

Managers should also take the lead in sensitivity training initiatives, vocally supporting the importance of classes as well as modeling positive and respectful behavior. Treating reports of discrimination or harassment seriously, and handling them in a supportive and timely manner, is crucial. This will emphasize to employees at all levels that leadership prioritizes these issues and that exclusionary actions aren’t permitted.

Further Reading: Articles on Sensitivity Education

Interested in learning more? Take a look at the following resources cited in this article on sensitivity in  the workplace.

EEOC Data Highlight. (2022, April). Sexual harassment in our nation’s workplaces.

The Harris Poll. (2022, February 24). Hue x Harris poll: State of inequity report 2022.

Nagele-Piazza, L. (2018, March 13). How to revamp your harassment prevention program.

Nichols, R. (n.d.). A comprehensive guide to DEI training.

Stacey, K. (2023, May 31). The full guide to sensitivity training in the workplace (+ best tool to use).


[15] U.S. Equal Employment Opportunity Commission. (n.d.). Harassment. https://www.eeoc.gov/harassment