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Quizzes > Quizzes for Business > Human Resources

Take the Sexual Harassment Training Quiz

Measure Your Understanding of Harassment Prevention

Difficulty: Moderate
Questions: 20
Learning OutcomesStudy Material
Colorful paper art representing a quiz on sexual harassment training

This Sexual Harassment Training Quiz is ideal for HR professionals, managers, and team members seeking to strengthen workplace training knowledge. Joanna Weib's interactive format guides participants through 15 multiple-choice questions to deepen understanding of harassment prevention policies. Learners will apply legal best practices, reporting procedures, and safe conduct strategies in realistic scenarios. Every question can be freely modified in our editor to create customized quizzes. For further practice, try the Workplace Sexual Harassment Compliance Quiz or the Sexual Consent Awareness Quiz after completing this one.

Which of the following best defines workplace sexual harassment?
Friendly workplace banter that everyone enjoys
Any conversation about personal lives
Unwelcome sexual advances or conduct of a sexual nature that affects job performance or work environment
Voluntary social interactions among consenting adults
Sexual harassment is legally defined as unwelcome sexual advances or conduct that affects an individual's employment or creates a hostile work environment. This answer captures both the unwelcome nature and workplace effect. The other options describe consensual or nonsexual interactions.
Which scenario illustrates quid pro quo sexual harassment?
An employee compliments a coworker's attire
A manager offers a promotion in exchange for a date
Two employees agree to date outside work
A coworker tells sexual jokes in the break room
Quid pro quo harassment involves trading work benefits for sexual favors, such as a manager offering a promotion for a date. The other scenarios describe either consensual behavior or a hostile environment rather than quid pro quo.
Which example best represents a hostile work environment?
Repeated sexual jokes that make employees uncomfortable
Complimenting someone's professional skills
Providing a job reference after resignation
Asking a coworker once about their weekend plans
A hostile work environment arises when repeated offensive conduct, such as sexual jokes, creates an intimidating or offensive workplace. Occasional friendly conversation or professional references are not harassment. Compliments on skills are neither offensive nor sexual.
Which behavior is NOT considered sexual harassment?
Repeated unsolicited sexual comments
Unwelcome kissing
Organizing a consensual group lunch
Displaying explicit images
Organizing a group lunch is a neutral workplace activity without sexual content. The other options involve unwanted sexual behavior or content that can create hostility or discomfort, fitting harassment definitions.
When should an employee report suspected sexual harassment?
Never, if it's just a rumor
When they feel like it, even years later
Only at the end of the year
As soon as possible after it occurs
Timely reporting allows prompt investigation and corrective action. Delaying undermines evidence preservation and resolution. Reporting only rumors or waiting indefinitely can prevent proper handling of harassment.
A coworker sends explicit sexual jokes via email repeatedly despite requests to stop. What is the appropriate action?
Reply with similar jokes
Publicly shame them on social media
Ignore and let it continue
Report the behavior to HR or a supervisor
Employees should report unwelcome, repeated sexual content to HR or management to ensure investigation. Retaliation, ignoring, or social media shaming can escalate rather than resolve the situation. Formal channels protect everyone's rights.
A coworker intentionally touches another employee's butt without consent. Which type of harassment is this?
Nonsexual workplace misconduct
Physical sexual harassment creating a hostile environment
Verbal sexual harassment
Quid pro quo harassment
Unwanted physical contact of a sexual nature is physical sexual harassment and contributes to a hostile work environment. Verbal harassment involves spoken or written words, quid pro quo involves trading favors, and nonsexual misconduct excludes sexual contact.
A supervisor offers an employee a raise if they go on a date with them. What form of harassment is this and what should the employee do?
Hostile environment; ignore the comment
Nonwork issue; keep it confidential
Quid pro quo harassment; report to HR immediately
Age discrimination; file an age claim
Offering job benefits in exchange for a date is quid pro quo harassment. The employee should report to HR to trigger an investigation. It is not a hostile environment scenario or age discrimination issue.
Under Title VII of the Civil Rights Act, sexual harassment is prohibited on the basis of which characteristic?
Sex
Hometown
Height
Marital status
Title VII prohibits discrimination and harassment based on sex, including sexual harassment. Height, hometown, and marital status are not protected under Title VII. Other statutes may cover those characteristics separately.
According to best practices, how often should mandatory sexual harassment prevention training occur?
Never, it's optional
At least annually
Only when a complaint is filed
Once every five years
Annual training ensures employees remain aware of policies and prevention strategies. Infrequent or reactive training leaves gaps in awareness. Regular, proactive training helps maintain a respectful environment.
Which of the following is an employee responsibility in preventing workplace harassment?
Remaining silent to avoid conflict
Encouraging others to ignore issues
Posting details on social media
Reporting inappropriate behavior promptly
Employees must report harassment to enable corrective action. Remaining silent or publicizing on social media can worsen situations or breach confidentiality. Ignoring issues perpetuates harassment.
What is an employer's primary responsibility under sexual harassment laws?
Promote only senior staff
Maintain a workplace free from harassment
Maximize profits at all costs
Encourage informal handling of complaints exclusively
Employers must prevent and correct harassment and ensure a safe work environment. Profit goals and promotion practices do not override legal obligations. Complaints should follow formal procedures as well as informal options.
Which action constitutes prohibited retaliation?
Thanking an employee for reporting misconduct
Offering reassignment to improve safety
Firing an employee after they file a harassment complaint
Conducting a neutral investigation
Retaliation includes adverse actions like firing or demotion for reporting harassment. Positive or neutral actions, such as thanking or investigating, do not constitute retaliation. Protecting reporters is legally required.
Which of these practices helps maintain confidentiality during a harassment investigation?
Discussing details with all department staff
Posting summaries on the intranet
Encouraging parties to share gossip
Limiting information to only those involved in the process
Confidential investigations restrict information to those who need to know to protect privacy and integrity. Broad disclosure or gossip undermines trust and legal compliance. Public posting is inappropriate.
A third-party vendor's employee harasses your staff member on site. Who is responsible?
The host employer can be liable under the law
The guest staff member holds liability
Only the vendor's employer is responsible
No one, because the vendor is third-party
Employers can be liable for third-party harassment if they knew or should have known and did not take action. Responsibility is not limited to the vendor alone. Workers cannot hold liability for being harassed.
A manager learns of harassment but takes no action. Under vicarious liability, when is the employer liable?
When the employer fails to take prompt corrective measures
Only if the manager acted alone
Never, liability is personal to the manager
Only if the employee sues individually
Employers are vicariously liable if they know of harassment and do not act promptly to correct it. Liability is not avoided by blaming individual managers or requiring separate lawsuits. Prompt corrective measures are key.
An employee experiences unwanted comments during a virtual meeting from a remote coworker. Does this count as workplace harassment?
Only if witnessed by a manager
No, only in-person behavior applies
Only if recorded on company servers
Yes, remote interactions fall under harassment policies
Harassment policies cover all work-related interactions, including remote and virtual settings. Whether recorded or witnessed is irrelevant to defining harassment. Location does not exempt offensive conduct.
To prove a hostile work environment legally, harassment must be:
Complimentary and consensual
Severe or pervasive enough to alter working conditions
Occasional and mild
Restricted to a single offhand comment
Legal standards require that harassment be severe or pervasive, creating an environment that a reasonable person would find hostile. Mild, isolated, or consensual remarks do not meet this threshold. Severity or frequency is crucial.
Which distinction correctly separates criminal sexual assault from civil workplace harassment?
Criminal assault violates penal codes; workplace harassment is governed by civil employment laws
Civil harassment always results in jail time
Both are exclusively federal crimes
Criminal assault has no effect on employment policy
Criminal sexual assault is prosecuted under criminal law, while workplace harassment is addressed through civil and employment regulations. Harassment claims do not automatically involve jail time. Criminal acts can inform policy but are separate.
A company's policy requires multiple reporting channels and external review options. How does this align with EEOC guidelines?
It violates guidelines by involving external parties
It conflicts by being too complex
It meets or exceeds EEOC recommendations for effective complaint systems
It only complies if approved by local managers
The EEOC recommends accessible, varied reporting channels and third-party reviews to ensure impartiality. Complex internal-only systems can deter reporting. External options strengthen compliance rather than violate it.
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Learning Outcomes

  1. Identify different forms and examples of workplace sexual harassment.
  2. Analyse real-life scenarios to determine appropriate reporting actions.
  3. Apply relevant laws and company policies to case studies.
  4. Demonstrate best practices for preventing harassment in teams.
  5. Evaluate employer and employee responsibilities under legal guidelines.

Cheat Sheet

  1. Different Forms of Sexual Harassment - Sexual harassment comes in two flavors: quid pro quo, where job perks are exchanged for unwanted advances, and hostile work environment, where unwelcome behavior turns the office into a minefield. Knowing both helps you keep your workplace fun and fair. NCBI Sexual Harassment Definitions
  2. Spotting Real-World Examples - From inappropriate touching to off-color jokes or explicit posters, harassment can lurk in many forms. Being aware of these red flags empowers you to intervene early and protect your peers. ED.gov OCR Guidance on Harassment Examples
  3. Key Legal Protections: Title IX & VII - Title VII covers workplace discrimination, while Title IX shields students in schools and colleges. Grasping these laws ensures you know when to raise the alarm and what rights you have. ED.gov on Title IX & VII Protections
  4. Reporting Procedures & Coordinators - Every campus has a Title IX coordinator ready to help - think of them as your harassment lifeguard. Prompt reports trigger investigations and keep the environment safe for everyone. ED.gov Reporting & Coordinator Roles
  5. Employer Responsibilities - Employers must craft clear anti-harassment policies, offer regular training, and swiftly address complaints. A proactive company culture means fewer headaches and a happier team. NY.gov Workplace Prevention Model
  6. The Power of Bystanders - You don't have to be a hero - simple steps like checking on a target, speaking up, or reporting incidents can stop harassment in its tracks. Teamwork makes respect work! EEOC Bystander Intervention Training
  7. Impact on Individuals & Organizations - Harassment isn't "just jokes" - it causes stress, drains morale, and slashes productivity. Understanding these effects underscores why prevention isn't optional. NCBI Study on Harassment Consequences
  8. Understanding Retaliation - Retaliation is any punishment for reporting harassment or participating in an investigation. Federal laws forbid it, so you can speak up without fear of losing your gig. USAID on Retaliation Protections
  9. Ongoing Training & Education - One-and-done workshops won't cut it - regular quizzes, scenario drills, and refresher courses keep respect top of mind. Consistent learning builds a culture where harassment can't hide. Coursera Sexual Harassment Course
  10. Resources for Victims - Counseling hotlines, legal aid, and support groups exist to help survivors heal and seek justice. Knowing where to turn can make all the difference in recovery. DOI Victim Support & Resources
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