Learn why, despite the fact that nearly every organization has a policy and provides training, harassment is still pervasive. Policy and training are about compliance with the law. We need to focus more on culture in conjunction with policy and training. People have to feel comfortable to say when they are uncomfortable. This video shows examples of how culture minimizes harassment.
- Culture is the ultimate harassment prevention.…In other words, having a positive corporate culture…creates an environment where harassment…won't be allowed to flourish.…and that's harassment prevention.…A positive culture creates peer pressure…to act respectfully.…When someone goes against the culture,…the community will shut it down collectively.…So, if Jenna sends out an email…with an inappropriate joke, for example,…instead of getting offended and keeping it to themselves,…her coworkers would speak to her directly.…
Not only that, if it's the status quo to act positively,…Jenna would take the response seriously…and think twice before sending another email like that.…In contrast, if there's a negative environment,…and behaviors like sending offensive jokes…to colleagues goes unchecked,…employees won't speak up when it occurs.…Jenna will continue offending people until someone files…a hostile work environment complaint with HR,…or maybe they'll go to a lawyer.…That's right, a lawyer.…Because when HR lets incivility and bullying happen,…
- Explain why you should always think of sexual harassment in terms of power.
- Recognize how to justify discipline without abusing the rights of the person you are disciplining.
- Recall how to address the values of your workplace culture without challenging or creating negativity.
- Identify the benefits of paying attention to the body language of coworkers.
- Name the default position companies should take on managers dating subordinates.