Sexual harassment prevention matters more than ever when explicit material is easy to receive and view on phones, computers and social media. This 90-minute workshop examines what contributes to sexual harassment and sex discrimination at work and the harm that sexually explicit information or images cause to victims, coworkers and employers.
You'll review definitions, Title VII of the Civil Rights Act of 1964, state laws, court decisions and company policy. The session shows how to tell whether an employee, client or customer has been harassed, how to prevent or stop harassment, and how to respond when it happens. Exercises help employees work together toward a positive, productive workplace.
WHY SHOULD YOU ATTEND?
Employers and employees alike need to prevent sexual harassment. This session gives an overview of harassment and sex discrimination and the laws that prohibit them, makes company expectations and consequences clear, and helps you plan how to roll out training afterward.
It suits business owners, executives, directors, managers, supervisors, HR professionals and training managers, consultants and investigative officers.
AREA COVERED
- Factors that contribute to sexual harassment and sex discrimination
- Definitions and descriptions of sexual harassment
- Title VII of the Civil Rights Act of 1964
- State laws
- Court decisions
- Company policy, expectations and consequences
- The impact of sexually explicit information and images
- Determining whether an employee, client or customer has been harassed
- Conducting a company-wide environmental assessment
- Effective orientation that sets employees up for success
- Evaluating the effectiveness of job training
- Exercises for a positive work environment free from gender-related conflict
LEARNING OBJECTIVES
- Define sexual harassment and explain how it affects the work environment
- Explain Title VII, state laws and key court decisions on harassment
- Communicate company expectations and the consequences of breaking the rules
- Determine whether an employee, client or customer has been harassed
- Conduct a company-wide environmental assessment
- Prevent, stop and respond to sexual harassment
- Evaluate orientation and training to sustain a harassment-free workplace
WHO WILL BENEFIT?
- Business owners
- Supervisors
- Managers
- General managers
- HR directors
- HR managers
- HR generalists
- Vice Presidents
- CEOs
- COOs
- CFOs
- Directors
- Human Resources professionals
- Consultants
- Managers
- Supervisors
- HR training manager
- Investigative officers
Employers and employees alike need to prevent sexual harassment. This session gives an overview of harassment and sex discrimination and the laws that prohibit them, makes company expectations and consequences clear, and helps you plan how to roll out training afterward.
It suits business owners, executives, directors, managers, supervisors, HR professionals and training managers, consultants and investigative officers.
- Factors that contribute to sexual harassment and sex discrimination
- Definitions and descriptions of sexual harassment
- Title VII of the Civil Rights Act of 1964
- State laws
- Court decisions
- Company policy, expectations and consequences
- The impact of sexually explicit information and images
- Determining whether an employee, client or customer has been harassed
- Conducting a company-wide environmental assessment
- Effective orientation that sets employees up for success
- Evaluating the effectiveness of job training
- Exercises for a positive work environment free from gender-related conflict
- Define sexual harassment and explain how it affects the work environment
- Explain Title VII, state laws and key court decisions on harassment
- Communicate company expectations and the consequences of breaking the rules
- Determine whether an employee, client or customer has been harassed
- Conduct a company-wide environmental assessment
- Prevent, stop and respond to sexual harassment
- Evaluate orientation and training to sustain a harassment-free workplace
- Business owners
- Supervisors
- Managers
- General managers
- HR directors
- HR managers
- HR generalists
- Vice Presidents
- CEOs
- COOs
- CFOs
- Directors
- Human Resources professionals
- Consultants
- Managers
- Supervisors
- HR training manager
- Investigative officers