; (B) appropriate employee consequences to be imposed as a result of an inquiry or investigation into a substantiated allegation of a sex-related offense or sexual harassment; (C) appropriate career path protection for all employees involved in an incident resulting in a reported allegation of a sex-related offense or sexual harassment while an investigation or review of the allegation is pending; and (D) mitigation measures to protect employees and mission execution while such allegations are being addressed. (4) Articulating and enforcing norms, expectations, practices, and policies, including with respect to employee promotions and assignments, that are published for the workforce and designed to promote a healthy workplace culture that is inhospitable to sex-related offenses and sexual harassment. (5) Developing and issuing workforce messaging to inform Agency employees of policies, procedures, resources, and points of contact to obtain information related to, or to report, sex-related offenses or sexual harassment globally. (6) Developing and implementing sex-related offense and sexual harassment training for all Agency employees that— (A) is designed to strengthen individual knowledge, skills, and capacity to prevent and respond to sex-related offenses and sexual harassment; (B) includes initial entry and accession programs, annual refresher training, and specialized leadership training; and (C) includes details of the definitions of sex-related offense and sexual harassment, the distinction between such terms, and what does or does not constitute each. (7) Developing and implementing processes and procedures applicable to personnel involved in providing the training referred to in paragraph (6) that— (A) are designed to ensure seamless policy consistency and reporting mechanisms in all training environments