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 bullying?
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 sexual bullying. So how
to address sexual harassment at work and what sexual harassment policy 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 address sexual harassment at work. The prevention strategies
will minimize your 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 sexual 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 outside of work—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 address
sexual harassment at work.
WHO WILL BENEFIT
- Human resources professionals
- Supervisors
- Managers
- Team Leads
- All Employees
SPEAKER
Years of Experience: 52+ years
Areas of Expertise: Workplace Harassment, Organization Development, and
Management/Leadership Development
Dr.
Susan Strauss RN Ed.D. is a national and international speaker,
trainer and consultant. Her specialty areas include education and workplace
harassment, discrimination and bullying; organization development, and
management/leadership development. Her clients are from healthcare, education,
business, law, and government organizations from both the public and private
sector. Susan conducts bullying
and harassment investigations, works as an expert witness for education and
workplace harassment and bullying lawsuits, and coaches those managers and
employees that need assistance in stopping their harassing or bullying
behavior.
Use Promo Code 2AN20 and get flat 20% discount on all purchases.
Hurry! Offer valid only till October 31st 2019.
To Register (or) for more details 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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