Seriously? It’s 2025: Retailers Still Need Sexual Harassment Training?

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As a human rights and employment lawyer, I can say with confidence: yes you do!

Below are 3 key reasons why.

1. Compliance With Provincial Laws & Your Own Policies

• It’s the law. Under human rights laws in every province, employes and customers have the right to be free from harassment and discrimination.

• Avoid fines under occupational health and safety laws by providing a safe workplace. Training is mandatory in Ontario, and a best practice in all provinces.

• Take a look: your company’s policies promise regular training to ensure a workplace free from harassment.

2. Avoid Expensive Investigations & Litigation

• Companies may be liable at law if they ignore signs and complaints of harassment, or do not take preventative steps (such as having training and investigations procedures in place).

• Training can limit corporate liability for civil litigation and civil rights claims.

• Investigations and litigation can cost a fortune and zap your people’s time and other resources. No company wants to pay big legal bill and/ or damages awarded by a court.

3. Retaining Talent & Customers, Mitigating Reputation Risk

• Incidents of harassment in your stores or offices tarnishes your brand. Employees and customers will take to social media and “vote with their feet” if harassment and discrimination is not taken seriously by your leadership.

• Employees demand and deserve a safe and inclusive work environment. Discrimination and harassment can lead to high turnover and health-related absences.

• Providing high-quality harassment training demonstrates your commitment to a culture of respect, safety, and employee well-being.

4. But What About the “Anti-DEI-Vibe” These Days?

Headlines abound with US brands (including retailers) from previous commitments to diversity, equity and inclusion (eg. Walmart, PepsiCo, Lowe’s, Apple and more). However:

• Customers, employees and shareholders – regardless of their political views – will be upset about litigation, compliance exposure, and risk to brand reputation.

• Civil and human rights laws in Canada and the US prohibit harassment and discrimination (on the basis of race, sex, sexual orientation, gender identity) and can form the basis of a legal claim

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