A Leer, A Pat, A Joke, A Gesture, An Innuendo, A Kiss: Are You Prepared To Be the Next Social Media Blitz, Identified on #MeToo, or a Headline in the Newspaper?
OVERVIEW
Harvey
Weinstein, Matt Lauer, Charlie Rose, Al Franken, Garrison Keillor, members of Congress,
and various State law makers have been accused of sexual harassment and/or
sexual assault. But there is a difference between pulling one’s pants down in
front of a female colleague at work and touching a woman on her buttocks during
a photo op—isn’t there? What is that difference? Are both examples considered
sexual harassment? What is sexual harassment? Sexual assault? Questions and
confusion abound with the current seismic national—and international—tsunami of
women coming forward to disclose their victimization. The #MeToo movement is
providing a platform for women’s voices to be shared as they tell their
stories.
But it is not only famous powerful men, such as celebrities and law makers, who sexually harass women (and sometimes men), powerful men (and occasionally women) in every industry may find they either have in the past, or are currently guilty of aggressive propositioning, touching, or telling off-color jokes. National statistics on sexual violence shows that sexual harassment exists at every level from universities, to workplaces, to healthcare and even in law firms. Antics or bad behavior such as this are unacceptable in the workplace and against company policy, but do these behaviors rise to the very high standard of illegal sexual harassment?
No matter one’s gender, everyone has the legal and ethical right to be free from sexual harassment and assault. So how to prevent harassment in the workplace and what intervention strategies your organization should create and implement to address the epidemic of sexual harassment at workplace? Are your strategies working? According to the 2016 EEOC report on sexual harassment at workplace, 90% of those who say they were harassed never reported it or took formal action. Considering this sobering statistic, what will you do differently? Do you or your employer tolerate or ignore any employee who has a reputation for sexually inappropriate behavior. Perhaps he gets excused with comments such as “Oh, that’s just George, he doesn’t mean anything by it.” The EEOC also found that sexual harassment complaints are continuing to increase despite some organizations conducting sexual harassment training. They determined the type and format of training is largely ineffective.
But it is not only famous powerful men, such as celebrities and law makers, who sexually harass women (and sometimes men), powerful men (and occasionally women) in every industry may find they either have in the past, or are currently guilty of aggressive propositioning, touching, or telling off-color jokes. National statistics on sexual violence shows that sexual harassment exists at every level from universities, to workplaces, to healthcare and even in law firms. Antics or bad behavior such as this are unacceptable in the workplace and against company policy, but do these behaviors rise to the very high standard of illegal sexual harassment?
No matter one’s gender, everyone has the legal and ethical right to be free from sexual harassment and assault. So how to prevent harassment in the workplace and what intervention strategies your organization should create and implement to address the epidemic of sexual harassment at workplace? Are your strategies working? According to the 2016 EEOC report on sexual harassment at workplace, 90% of those who say they were harassed never reported it or took formal action. Considering this sobering statistic, what will you do differently? Do you or your employer tolerate or ignore any employee who has a reputation for sexually inappropriate behavior. Perhaps he gets excused with comments such as “Oh, that’s just George, he doesn’t mean anything by it.” The EEOC also found that sexual harassment complaints are continuing to increase despite some organizations conducting sexual harassment training. They determined the type and format of training is largely ineffective.
WHY
SHOULD YOU ATTEND
The
U. S. Supreme Court has stated that organizations must prevent sexual
harassment at workplace. This webinar will outline how to prevent
harassment in the workplace. The prevention strategies will minimize you
liability. Workplaces should be based on equality, respect and
dignity. What is your workplace’s values regarding these three elements
of equality, respect, and dignity? Supervisors are often the first line
of defense in confronting sexual harassment; the webinar will outline who is a
supervisor, which will surprise many attendees.
AREAS
COVERED
- Differentiate
between flirting and sexual harassment; illegal harassment versus
psychological harassment; and bullying versus sexual harassment.
- Discuss
the effective elements in your organization’s prevention strategy
- Review
complaint procedures that must be incorporated into your harassment policy
- List
the critical elements of sexual harassment training
- Identify
the effects of sexual harassment on the target, the work unit, and the
organization
- Discuss
retaliation
- Identify
the steps to take if you are targeted by a sexual harasser
- Explain
management’s legal and ethical responsibility in the prevention and
intervention of sexual harassment
- Explain
what a supervisor “really” is
- Discuss
whether sexual harassment can exist outside of work
- Examine
Men’s concerns regarding sexual harassment at workplace
- Discuss
the steps to take if an employee complains about an “old” incident of
sexual harassment
LEARNING
OBJECTIVES
It
is critical for every workplace to recognize what is sexual harassment. Are
there actual times when an employer is responsible for sexual harassment that
occurs outside the workplace—the webinar will discuss those
possibilities. This webinar will provide men (and women) guidelines on
how to determine if their workplace behavior is appropriate and how to prevent
harassment in the workplace.
WHO
WILL BENEFIT
- This
webinar is appropriate for any industry or profession.
- Human
resources professionals, supervisors, managers, team leads, and all
employees would benefit from this information
For more detail please click on this below
link:
Email: support@trainingdoyens.com
Toll Free: +1-888-300-8494
Tel: +1-720-996-1616
Fax: +1-888-909-1882
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