Team meeting · 10:00 am
The same old joke.
A colleague makes another joke about a teammate’s appearance. Some laugh, she stays quiet. Do you let it slide or interrupt and check in with her afterwards?
Mission 01Harassment prevention
Harassment prevention that starts with whoever is in the room.
There is almost always someone watching, whether in a meeting or at the company party. The program prepares that person, and their manager, to step in. Your policy sets the rules; the missions make them usable.
Quick answer
Is harassment prevention training mandatory?
In Brazil, Law 14,457/2022 requires companies that must have an internal accident and harassment prevention committee (CIPA) to train all levels at least every 12 months, in formats of maximum effectiveness. Other countries have their own rules. qlture spreads this training across the year, with bystander dilemmas, scripts for managers and campaigns for internal committees.
Where harassment prevention fails
- 01
Bystanders don’t know what to do.
Many situations happen in front of colleagues. Without practice, witnesses stay silent, even when they disagree.
- 02
The channel exists, but feels risky.
If nobody trusts the reporting path, it stays empty. People have to see the anonymity and the follow-up; a written policy alone won’t show them.
- 03
It all runs through leaders.
How a manager pushes, corrects and responds to a complaint defines what is acceptable on the team.
- 04
Toxic culture costs people.
MIT Sloan Management Review found toxic culture to be 10.4 times more powerful than compensation in predicting employee attrition.
Mission examples
Situations we might write for this topic. In your program, they come from your own policies.
Leadership · 6:45 pm
A hallway complaint.
Someone on your team says a colleague keeps sending insistent messages after hours. Do you tell her not to take it seriously, or explain the channel and commit to act?
Mission 02Company party · 9:30 pm
The offer that won’t stop.
At a company event, you see a manager insisting on driving an intern home, and she looks uncomfortable. Do you step in and offer her a way out or pretend you didn’t see?
Mission 03What goes into the respect program
01
Policy and channel in plain language
We start from your conduct rules and reporting procedure and show, with examples, what is acceptable and what to do.
02
Bystander and leader dilemmas
Missions follow the people around the situation: the colleague who hears the joke, the manager who gets the complaint. No scene puts the victim at the center.
03
Tracks by level
Leaders get their own management situations and conversation scripts for their teams.
04
Campaigns for internal committees
Committees and HR receive ready-made campaigns to keep the topic going between formal training sessions.
05
Records for audits
Reports on participation by department and level, with dates, to show frequency and format.
What we track
- Participation by department and level
- Bystander choices
- Leader engagement
- Awareness of the reporting channel
- Committee actions completed
- Progress per cycle
Legal basis (Brazil)
- Brazil’s Law 14,457/2022, art. 23 ↗
- For companies required to have a CIPA: conduct rules widely shared, an anonymous reporting procedure, the topic in the committee’s activities and training for all levels at least every 12 months.
- Formats of “maximum effectiveness” ↗
- The same article asks for actions in accessible, appropriate formats with maximum effectiveness. Attendance at a video session doesn’t show that.
Frequently asked questions
01Which companies does Brazil’s Law 14,457 apply to?
Article 23 ties the measures to companies required to set up a CIPA under Brazil’s NR-5 standard. Some sources say “all companies”, but the legal text refers to companies with a CIPA. If in doubt, check with your legal team.
02How often should harassment prevention training happen?
Under Brazil’s Law 14,457, at least every 12 months, for all levels. The law also asks for formats of maximum effectiveness, so qlture spreads the topic across the year instead of concentrating it in one day.
03We operate outside Brazil. Does the program apply?
Yes. The legal references here are Brazilian, and each country has its own rules. The program adapts to the requirements and policies your company follows, and your team validates the content.
04What is the difference between psychological and sexual harassment?
Psychological harassment (called “assédio moral” in Brazil) is exposure to abusive conduct, usually repeated, such as humiliation, isolation or intimidation. Sexual harassment is unwanted conduct of a sexual nature. Both harm dignity and appear in the program in different situations.
05Do harassment missions have a scoreboard?
Not an individual one. The game records what the people around a situation decide, as a witness, colleague or leader, and scenes are written with care: humiliation is never shown in detail.
Other topics
Shall we put this
into practice?
Tell us which policy people sign and then ignore. We design the program with you.
Let’s talk