Training and Consulting

Get training for staff and community members in preventing and responding to sexual misconduct and harassment, and get help drafting solid policies and responding to reports of misconduct.

At DP Law, the depth and breadth of our legal experience as well as our experience teaching at the college and graduate level results in lively, interactive, practical trainings with examples that encourage open discussion. Our trainings, customized for each client, enable participants to fully understand and appreciate the complex issues involved in sexual misconduct and discrimination cases and to act on complaints with confidence. Participants receive a complimentary guide to asking questions and evaluating evidence.

“I am pleased to offer my highest recommendation for Djuna Perkins for your [Title IX] training needs. [Djuna] successfully engage[s] faculty, administrators and students with thoughtful discussion, practical examples and interactive exercises. Beyond the compliance issues of Title IX, she recognizes the need to care for all parties involved.”

— Associate Dean of Students, central Massachusetts college

Djuna Perkins of DP Law’s vast experience as a litigator and in leading professional, trauma-informed and unbiased investigations has given her unique insight into the training needs of schools and workplaces. Djuna provides investigator training and sexual misconduct and discrimination prevention training for staff and administrators. She also provides advice about conducting investigations and minimizing risk, and conducts policy reviews.

Trainees may include school administrators, business executives, nonprofit board members, HR coordinators, university boards, school psychologists and other professionals who would be tasked with handling internal investigations.

Sexual Misconduct and Discrimination Investigator Training uses scenarios customized for each institution and includes:

  • Investigation planning
  • Notices of allegation
  • Confidentiality, amnesty and retaliation
  • Avoiding bias
  • Developing rapport
  • What questions to ask and how to ask them
  • Evaluating credibility and other types of evidence
  • Analyzing consent, coercion and incapacitation

Get more information about training and consulting

Schedule a consultation with our team.


In addition to identifying sexual misconduct and discrimination, we cover best practices for making an investigation plan, drafting notices of allegations, communicating with parties and witnesses, collecting and analyzing evidence, evaluating credibility, avoiding bias, developing rapport with witnesses, and confidentiality and retaliation policies.

Many organizations conduct their own internal investigations without hiring a third party to lead the process. If litigation is anticipated, internal investigations must withstand judicial scrutiny.  They may also have to withstand media attention.  And of course, the investigation shouldn’t make the work environment worse because of bias on the part of the investigator or failure to identify or appreciate important information.

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