In our Sexual Harassment Awareness training seminars your employees will learn and apply the important skills of handling sexual harassment issues and complaints. This hands on seminar thoroughly addresses the elements of how to prevent unacceptable behavior. The seminar includes a detailed overview of what sexual harassment is, explains legal definitions, discusses sexual harassment prevention, and shows how to handle sexual harassment complaints and maintain a positive work environment.
For more information about individual sexual harassment training seminars please complete this form. Once the form is received one of our consultants will provide you with a confidential proposal that will include a detailed description of the training seminar and the costs for conducting it.
Bullying is a phenomenon comparable to sex harassment," says Noa Davenport, Ph.D., co-author of the book "Mobbing: Emotional Abuse in the American Workplace" (Civil Society Publishing, 1999). "Before it had a name, no one knew what to do about it. Now that people are aware of what it is, many can speak up and take actions like providing workplace harassment training classes. Employees are more proactive now because they know the law is on their side. So HR needs to be educated and aware to deal with these workplace harassment situations effectively."
Gary Namie, Ph.D., hostile work environment expert and co-author of "BullyProof Yourself at Work" (Sourcebooks, 2000), comments, "HR should be a model of courage in setting no-tolerance policies and harassment training program workshops or courses for this kind of behavior. Don't postpone positive adjustments in corporate culture, such as provide a harassment training class because it's just too expensive. The No. 1 characteristic of bullies' targets is they're non-confrontational, and aggressors want an easy target. Many times the only resolution is when the harassed employee leaves the company. It adds up to a lot of talent flight."
Namie recommends several do's and don'ts for HR confronted with bullies and their targets:
Do:
1. Separate (not necessarily terminating or transferring) bully from the target while investigating.
2. Conduct an investigation by querying witnesses in a way that prevents retaliation for their information.
3. Consider evidence of the effects on the targeted person (emotional, physical, social, economic). Ask for documentation.
4. Consider bringing in a third party to mediate particularly heated conflicts.
5. Provide sexual harassment seminars or a course to employees and managers
Don't:
1. Automatically defend the accused bully just because they're a supervisor or manager.
2. Deny there's something the employer might be responsible for. Remember recent sexual harassment rulings which indicate the employer is responsible for a hostile environment. Employers set corporate cultures and have the power to change them.
3. Discount' the situation by brushing it off as a personality conflict. Recognize that most bullying situations require intervention. Namie explains, "The target of bullying behavior typically has less power-- 81 percent of targets are outranked by the bully."
Says Davenport, "We know so much about good management now--that nurturing creativity and teamwork, and providing a harassment training course or workshop not intimidation, really is the key to productivity. Some companies may have to exert more control than others, but work should never be degrading to employees."
Namie adds, "The goal in confronting bullying behavior is to restore those targeted by bullies to full function and get them back to work. This type of problem really is an opportunity for HR to provide positive solutions such as sexual harassment training courses."
Impact: Workplace bullying can negatively affect your company's bottom line. Encourage open communication and harassment training workshops and thoroughly investigate employee complaints.
Source: Kelly Dunn Link
