The question assumes you provide training, at least for supervisory level employees, on how to comply with their various obligations under federal and state anti-discrimination laws. If you haven’t done so in the past couple of years, it’s time to roll out some training.
The agencies and courts expect employers to have harassment and discrimination prevention plans, and an essential part of such plans is training. There are all kinds of training programs available. Employers can find all kinds of internet-based training sessions online.Video trainings abound as well. But in my opinion, live training is the way to go.
Several states have statutory requirements for harassment training. Those that do (e.g., California, Connecticut) require that training sessions be live. So does the EEOC, which requires live training in many of its settlements (see here for a recent example; a Florida hospital settled a disability discrimination claim and agreed to provide live training to its management personnel).
Why is live training better?
For starters, participants are more likely to pay attention. They are far more likely to retain the information received. And a good trainer knows how to make sessions interactive, so the learning experience is more personal for participants.
The best platform for training is where an employer really seeks to inform, educate and empower its workforce, to make its culture as positive and productive as possible. Live training aligns with this goal in a way that watching people on a screen simply cannot do.