In this video, learn how to articulate the value of creating a "see something, say something" culture, and how to push this initiative forward in the organization.
- At the airport, the intercom announcer often tells us … that if we see something, say something, … when it comes to suspicious baggage. … The same goes for behavior. … You want your employees to speak up for themselves … and others when they're uncomfortable. … So it's important to create a culture … that encourages people to do just that. … Let's say Aman is a director of sales, … and his team is all men, … with the exception of Gabby, a female. … Gabby is the sales manager, … so the team reports directly to her and she reports to Aman. … Gabby notices Aman and the guys … go out for beers after work sometimes, … and she can see that they're bonding. … Sometimes they invite her … but feeling it might not be the best idea … to be the only woman when there's alcohol involved, … she usually declines. … Is this harassment or a hostile work environment? … No, but it is an example of excluding someone. … It's an example of inappropriate behavior … because, if left unchecked, … it's leading to a negative work environment. …
- 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.