Regulators are tightening guidance on harassment prevention and training, pushing firms to prove not just policy existence but actual effectiveness. Companies are auditing training content, reporting workflows, and leadership accountability, while integrating prevention with broader D&I efforts. The trend emphasizes measurable cultural improvements, stronger analytics, and cross-functional collaboration. However, resource constraints for smaller firms pose challenges, underscoring the need for scalable, impact-focused programs that deliver both compliance and sustainable cultural change.