; (C) appropriate career path protection for all employees involved in an incident resulting in a reported allegation of sexual assault or sexual harassment while an administrative or criminal 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 sexual assault 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, sexual assault or sexual harassment globally. (6) Developing and implementing sexual assault and sexual harassment training for all Agency employees that— (A) is designed to strengthen individual knowledge, skills, and capacity to prevent and respond to sexual assault and sexual harassment; (B) includes onboarding programs, annual refresher training, and specialized leadership training; and (C) includes details of the definitions of sexual assault 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 mechanisms for submitting reports of sexual assault and sexual harassment in all training environments; and (B) include requirements for in-person training that— (i) covers the reporting processes for sexual assault and sexual harassment that are specific to training environments for students and trainers