Topics inside this course
Awareness and induction depth — not an accredited occupational qualification.
- Definitions staff can apply without legal jargon overload
- Informal and formal reporting routes
- Manager duties when a concern is raised
- Protection against retaliation
- Where to find your organisation’s named contacts
Built for the people who take the training
All employees and managers; especially people who receive complaints or supervise others.
What learners leave able to do
- Recognise conduct that may constitute sexual harassment
- Know how to report and what protection complainants can expect
- Understand manager responsibilities when a concern is raised
- Complete an assessment suitable for induction records
Modules you can expect
Structure may tighten when you localise from your own source pack in Kre8AI — this is the shape of the library title.
- 1What the Code expects
Behaviour that may constitute harassment.
- 2Reporting paths
Informal options, formal complaints and external routes.
- 3If you supervise others
What managers must do when they hear about a problem.
- 4After a report
Confidentiality, non-retaliation and process ownership.
- 5Knowledge check
Assessment suitable for induction records.
Scored assessment for induction. Coach defaults off on quizzes; keep it there for sensitive checks.
Written for the workplace, not for the statute book alone
Harassment training must be clear, careful and actionable. This course focuses on definitions people can apply, reporting paths that match South African practice, and what managers must do when they hear about a problem — without turning the module into trauma theatre.
Staff learn what behaviour is out of bounds, how informal and formal routes differ, and why retaliation is itself a serious issue. Managers learn that ignoring a comment in the tea room is a decision, not neutrality, and that investigations belong to the process your policy names.
Always review the draft against your policy and legal advice before you assign it. Localise examples and contacts when you generate from your own documents in Kre8AI so learners are not sent to a generic inbox that does not exist.
Ship as SCORM or HTML for your LMS. Keep the AI coach off sensitive assessment items if you prefer; the product defaults coach off on quizzes and final assessments. Use the coach only where it helps clarify approved policy language after learning, not during scoring.
Induction records matter when the Commission for Conciliation, Mediation and Arbitration or an internal investigation asks what people were told. A short, completed awareness course with a clear assessment is easier to defend than a slide deck that nobody finished. Keep contacts current so learners are never sent to a closed mailbox.
Play the library demo, or build the same course from your Code of Good Practice pack and dignity-at-work policy in Kre8AI today.
What you would upload in Kre8AI
Code of Good Practice, harassment policy, reporting channels
- Code of Good Practice on the Prevention and Elimination of Harassment in the Workplace
- Your sexual harassment / dignity at work policy and complaint procedure
- Contact details for internal and external reporting channels
Formats, coach and provenance
- Standalone HTML to play in the browser; SCORM 2004 for your LMS.
- Optional AI course coach on Growth and Scale — grounded in approved material; off on quizzes and final assessment by default. Course plays offline; coach needs a network.
- Built in Kre8AI and reviewed before we published it. Not a substitute for your organisation's own policy — review before you make it mandatory.
Get the SCORM package while you are here.
Same course, SCORM 2004. Load it to settle the tracking question — and keep it as a course your people can take after you review it.
Request the package
SCORM 2004 zip. We ask for an email so we know which LMS you are testing — and so we can send the download.