One reason employers give for not conducting sexual harassment training is the fear that the training will give employees ideas that they may not have or give them instructions about suing the company. But a recent study shows that this concern is groundless. Caren Goldberg, a management professor at American University's Kogod School of Business, conducted a study of 234 white-collar professionals from a variety of industries. The subjects completed a questionnaire about how they would respond to situations involving sexual harassing behavior. Their responses could be verbal confrontation, filing a formal report, seeking legal counsel or quitting. Thereafter, about half received sexual harassment training and half did not. Around three months later, both groups completed follow- up questionnaires with the same questions. The results showed no difference in the number of respondents that said they would seek legal counsel. Ms. Goldberg concludes, "[I]f an employer is sued, proof that sexual harassment training was offered may be one of the best defenses. This study indicates that the presumed downside is much ado about nothing.”