active defensive process described above, two different sources of data provide some indirect evidence for such a process. This evidence is admittedly very weak, and it is hoped that subsequent studies will allow a more exact specification of the mechanisms involved.

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The purpose of this article is to inform instructional design and development specialists on the importance of harassment prevention training in organizations. The review includes a summary of relevant case law, a review of litigation costs associated with harassment litigation, and the value of return on investment for such instruction. Good‐faith effort as a strategy to avoid litigation and punitive damages is emphasized. Recommendations for designing and implementing harassment prevention instruction are proposed.

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