Sexual Harassment: Actions Needed to Improve Prevention Training for Federal Civilian Employees
GAO-24-106589
Published: Feb 26, 2024. Publicly Released: Feb 26, 2024.
Fast Facts
Sexual harassment remains an issue in federal agencies. In a 2021 survey of federal employees, 12% reported that they had experienced sexual harassment in the prior 2 years.
All the agencies we reviewed require their federal employees to complete some sexual harassment prevention training. However, they could take steps to make their training more effective—such as clearly describing how to report misconduct in their training materials.
Additionally, DOD doesn't routinely review if its components are meeting sexual harassment prevention training requirements.
We made 14 recommendations to DOD and other agencies to address these issues.
Highlights
What GAO Found
Selected Department of Defense (DOD) components and other federal agencies vary in the extent to which they have incorporated management practices to enhance the effectiveness of the sexual harassment prevention training they require their federal civilian employees to complete. All seven DOD components and six other federal agencies in this review require their employees to complete some sexual harassment prevention training. However, none of them have fully incorporated GAO and U.S. Equal Employment Opportunity Commission management practices to enhance the effectiveness of their training content and the implementation of such training (see figure). They also do not know if their training needs improvements because they have not developed and implemented plans to evaluate its effectiveness. Without training evaluation plans to identify needed improvements, they may be missing opportunities to foster a climate free from harassment.
Number of Management Practices Selected DOD Components and Federal Agencies Incorporated to Enhance Sexual Harassment Prevention Training Implementation as of October 2023
DOD conducts limited oversight of required sexual harassment prevention training for federal civilian employees. For example, DOD's Office for Diversity, Equity, and Inclusion requested that components self-assess their compliance with anti-harassment training programs. However, it does not routinely review civilian sexual harassment prevention training, as required by DOD policy, or have plans to do so. Developing and implementing a plan to oversee sexual harassment prevention training could help DOD to better ensure that it is consistent with DOD's requirements.
Why GAO Did This Study
Safety from sexual harassment and other harmful behaviors such as sexual assault helps ensure the effectiveness, retention, and morale of the federal workforce, according to federal government research. DOD and other federal agencies have taken steps to address such behaviors, but data show that sexual harassment persists and is underreported.
The James M. Inhofe National Defense Authorization Act for Fiscal Year 2023 includes a provision for GAO to review sexual harassment prevention training at DOD and other federal agencies. This report examines (1) the extent to which selected DOD components and federal agencies have incorporated management practices to enhance the effectiveness of their required sexual harassment prevention training for federal civilian employees, and (2) the extent to which DOD conducted oversight of such training. GAO selected seven DOD components and six federal agencies and assessed their training, reviewed guidance, and interviewed relevant officials.
Recommendations
GAO is making 14 recommendations, including that selected DOD components and federal agencies develop and implement training evaluation plans and DOD develop and implement a plan to conduct oversight of training. DOD and other federal agencies generally concurred with the recommendations and noted actions that they planned to take.
Recommendations for Executive Action
| Agency Affected | Recommendation | Status |
|---|---|---|
| Department of the Interior | The Secretary of the Interior should develop and implement a plan to evaluate the department's required sexual harassment prevention training to identify needed improvements. The evaluation plan should include an assessment of training content and implementation to determine whether revisions are needed to better align with management practices to enhance the effectiveness of sexual harassment prevention training. (Recommendation 1) |
The Department of the Interior concurred with this recommendation. We have not yet received information on their efforts to address the recommendation and we will update its status once information is received.
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| Department of State | The Secretary of State should implement the department's plan to evaluate its required sexual harassment prevention training to identify needed improvements. The evaluation should also include an assessment of training content and implementation to determine whether revisions are needed to better align with management practices to enhance the effectiveness of sexual harassment prevention training. (Recommendation 2) |
Department of State concurred with this recommendation. In March 2025, a Department of State official told us that the Office of Civil Rights is developing an evaluation plan for the Department's required sexual harassment prevention training. They said that the effort includes reviewing training content to assess effectiveness and identify alignment with management practices identified in GAO-24-106589. Department of State did not provide an estimated timeframe for taking these actions. We will continue to monitor the department's efforts and update the recommendation's status as more information becomes available.
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| Environmental Protection Agency | The Administrator of the Environmental Protection Agency should develop and implement a plan to evaluate the agency's required sexual harassment prevention training to identify needed improvements. The evaluation plan should include an assessment of training content and implementation to determine whether revisions are needed to better align with management practices to enhance the effectiveness of sexual harassment prevention training. (Recommendation 3) |
The Environmental Protection Agency concurred with this recommendation. In January 2025, the Environmental Protection Agency provided us with a memorandum indicating the agency had plans to add additional content to their sexual harassment prevention training to align with more management practices. However, they did not provide a timeline for taking such action. We will continue to monitor the Agency's efforts and will update the recommendation's status as more information becomes available.
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| Federal Deposit Insurance Corporation | The Chairman of the Federal Deposit Insurance Corporation should develop and implement a plan to evaluate the agency's required sexual harassment prevention training to identify needed improvements. The evaluation plan should include an assessment of training content and implementation to determine whether revisions are needed to better align with management practices to enhance the effectiveness of sexual harassment prevention training. (Recommendation 4) |
The Federal Deposit Insurance Corporation concurred with this recommendation. In November 2024, we reviewed documentation provided by FDIC that showed that, in response to the recommendation, they developed and implemented a plan to evaluate their required sexual harassment prevention training. The documentation consisted of an evaluation plan, anti-harassment curriculum course list, audit corrective action, and their decisions to incorporate additional management practices into their training. For example, they established a curriculum review board to guide course content and evaluation on a regular basis. This meets the intent of the recommendation for FDIC to develop and implement a plan to evaluate the agency's required sexual harassment prevention training to identify needed improvements. As a result of FDIC taking this action, the agency is better positioned to improve its training effectiveness and help facilitate the cultural change needed to achieve meaningful progress in reducing the incidence of sexual harassment.
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| General Services Administration | The Administrator of the General Services Administration should develop and implement a plan to evaluate the agency's required sexual harassment prevention training to identify needed improvements. The evaluation plan should include an assessment of training content and implementation to determine whether revisions are needed to better align with management practices to enhance the effectiveness of sexual harassment prevention training. (Recommendation 5) |
The General Services Administration concurred with this recommendation. In May 2025, we reviewed documentation provided by General Services Administration that showed they developed and implemented a plan to evaluate their required sexual harassment prevention training. The documentation consisted of edits to their evaluation of the training, sexual harassment prevention training materials, and analysis the agency did on harassment trends. For example, the agency updated the evaluative questions used to solicit participant feedback on the training. In addition, the agency told us that they intend to launch a more comprehensive stand-alone sexual harassment prevention training in fiscal year 2025. This meets the intent of the recommendation for the General Services Administration to develop and implement a plan to evaluate the agency's required sexual harassment prevention training to identify needed improvements. As a result of the agency taking this action, it is better positioned to improve its training effectiveness and help facilitate the cultural change needed to achieve meaningful progress in reducing the incidence of sexual harassment.
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| United States Securities and Exchange Commission | The Chair of the Securities and Exchange Commission should develop and implement a plan to evaluate the agency's required sexual harassment prevention training to identify needed improvements. The evaluation plan should include an assessment of training content and implementation to determine whether revisions are needed to better align with management practices to enhance the effectiveness of sexual harassment prevention training. (Recommendation 6) |
The Security and Exchange Commission (SEC) concurred with our recommendation. In September 2024, the SEC provided documentation that it had evaluated its agency's sexual harassment prevention training and that it was taking steps to incorporate leading practices related to the content and implementation of such training. To identify needed improvements, the SEC created a rubric using the leading practices and required elements for sexual harassment training and implementation identified in our report. Next, it utilized that rubric to incorporate our leading practices and required elements for sexual harassment training and implementation into the development of mandatory, comprehensive harassment prevention and response training. As a result of these steps, the SEC has implemented our recommendation.
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| Department of the Army | The Secretary of the Army should develop and implement a plan to evaluate the department's required sexual harassment prevention training for federal civilian employees to identify needed improvements. The evaluation plan should include an assessment of training implementation to determine whether revisions are needed to better align with management practices to enhance the effectiveness of sexual harassment prevention training. (Recommendation 7) |
DOD concurred with this recommendation. We have not yet received information on DOD's efforts to address the recommendation and we will update its status once information is received.
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| Department of the Navy | The Secretary of the Navy should develop and implement a plan to evaluate the department's required sexual harassment prevention training for federal civilian employees to identify needed improvements. The evaluation plan should include an assessment of training implementation to determine whether revisions are needed to better align with management practices to enhance the effectiveness of sexual harassment prevention training. (Recommendation 8) |
DOD concurred with this recommendation. In June 2025, we reviewed documentation provided by the Department of the Navy that showed they developed and implemented a plan to evaluate their required sexual harassment prevention training. The documentation consisted of an evaluation plan and sexual harassment prevention training materials. For example, the department updated training materials by adding content and editing the training script. This meets the intent of the recommendation for the department to develop and implement a plan to evaluate the agency's required sexual harassment prevention training to identify needed improvements. As a result of the department taking this action, it is better positioned to improve its training effectiveness and help facilitate the cultural change needed to achieve meaningful progress in reducing the incidence of sexual harassment.
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| Department of the Air Force | The Secretary of the Air Force should develop and implement a plan to evaluate the department's required sexual harassment prevention training for federal civilian employees to identify needed improvements. The evaluation plan should include an assessment of training implementation to determine whether revisions are needed to better align with management practices to enhance the effectiveness of sexual harassment prevention training. (Recommendation 9) |
DOD concurred with this recommendation. In April 2025, we reviewed documentation provided by Department of the Air Force that showed that, in response to the recommendation, they developed and implemented a plan to evaluate their required sexual harassment prevention training. The documentation consisted of an evaluation plan and training performance dashboard. As a result of their actions, they receive quarterly updates on training participants pre-training knowledge assessments, post-training improvements, and evaluations of training content and trainers. This meets the intent of the recommendation for the Department of the Air Force to develop and implement a plan to evaluate the agency's required sexual harassment prevention training and to identify needed improvements. As a result of taking this action, the agency is better positioned to improve its training effectiveness and help facilitate the cultural change needed to achieve meaningful progress in reducing the incidence of sexual harassment.
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| Department of Defense | The Secretary of Defense should ensure that the Director of the Defense Commissary Agency develops and implements a plan to evaluate the agency's required sexual harassment prevention training for federal civilian employees to identify needed improvements. The evaluation plan should include an assessment of training implementation to determine whether revisions are needed to better align with management practices to enhance the effectiveness of sexual harassment prevention training. (Recommendation 10) |
DOD concurred with this recommendation. In April 2025, we reviewed documentation provided by DeCA that showed, in response to the recommendation, they developed and implemented a plan to evaluate their required sexual harassment prevention training. The documentation consisted of steps DeCA took to review and revise the training, sexual harassment prevention training material, and a feedback survey. The revision of their training materials now includes, for example, incorporation of the management principles to provide a short video from senior leadership and solicitation of feedback from participants. This meets the intent of the recommendation for DeCA to develop and implement a plan to evaluate the agency's required sexual harassment prevention training to identify needed improvements. As a result of DeCA taking this action, the agency is better positioned to improve its training effectiveness and help facilitate the cultural change needed to achieve meaningful progress in reducing the incidence of sexual harassment.
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| Department of Defense | The Secretary of Defense should ensure that the Director of the Defense Contract Audit Agency develops and implements a plan to evaluate the agency's required sexual harassment prevention training for federal civilian employees to identify needed improvements. The evaluation plan should include an assessment of training implementation to determine whether revisions are needed to better align with management practices to enhance the effectiveness of sexual harassment prevention training. (Recommendation 11) |
DOD concurred with this recommendation. We have not yet received information on DOD's efforts to address the recommendation and we will update its status once information is received.
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| Department of Defense | The Secretary of Defense should ensure that the Director of the Defense Intelligence Agency develops and implements a plan to evaluate the agency's required sexual harassment prevention training for federal civilian employees to identify needed improvements. The evaluation plan should include an assessment of training implementation to determine whether revisions are needed to better align with management practices to enhance the effectiveness of sexual harassment prevention training. (Recommendation 12) |
DOD concurred with this recommendation. In January 2025, the Defense Intelligence Agency told us that they were evaluating the agency's sexual harassment prevention training and intended to make updates per the management practices. The agency anticipated completing these actions by May 2025. However, as of July 2025, we have not received information on the status of these efforts. We will continue to monitor the Defense Intelligence Agency's efforts and will update the recommendation's status as more information becomes available.
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| Department of Defense | The Secretary of Defense should ensure that the Director of the Defense Logistics Agency develops and implements a plan to evaluate the agency's required sexual harassment prevention training for federal civilian employees to identify needed improvements. The evaluation plan should include an assessment of training implementation to determine whether revisions are needed to better align with management practices to enhance the effectiveness of sexual harassment prevention training. (Recommendation 13) |
DOD concurred with this recommendation. In November 2024, we reviewed documentation provided by DLA that showed, in response to the recommendation, they developed and implemented a plan to evaluate their required sexual harassment prevention training. The documentation consisted of an evaluation plan, sexual harassment prevention training materials, and feedback on the training materials DLA received from the U.S. Equal Employment Opportunity Commission. The revision of their training materials now includes, for example, incorporation of the management principle to provide a short video from senior leadership. This meets the intent of the recommendation for DLA to develop and implement a plan to evaluate the agency's required sexual harassment prevention training to identify needed improvements. As a result of DLA taking this action, the agency is better positioned to improve its training effectiveness and help facilitate the cultural change needed to achieve meaningful progress in reducing the incidence of sexual harassment.
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| Department of Defense | The Secretary of Defense should ensure that the Under Secretary of Defense for Personnel and Readiness, in collaboration with the Director of the Office for Diversity, Equity, and Inclusion, develops and implements a plan for the Office for Diversity, Equity, and Inclusion to perform its responsibilities for overseeing DOD component sexual harassment prevention training. The plan should include clear goals, objectives, performance measures, and required resources for gauging its progress, identifying weaknesses, and taking appropriate action. (Recommendation 14) |
DOD partially concurred with this recommendation. We have not yet received information on DOD's efforts to address the recommendation and we will update its status once information is received.
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Civilian employeesColleges and universitiesCompliance oversightEmployment discriminationEqual employment opportunityFederal agenciesFederal employeesFederal workforceSexual assaultsSexual harassmentSexual harassment complaintsSexual harassment prevention