Learn why, despite the fact that nearly every organization has a policy and provides training, harassment is still pervasive. In this video, you are persuaded to focus more on culture in conjunction with your policy and training. Explore examples of how culture minimizes harassment. The bottom line is that people have to feel comfortable to say when they are uncomfortable.
- 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, they are telling the workforce that behavior doesn't matter. So employees won't trust HR. In a positive culture, however, employees will feel comfortable and empowered to speak up when they see inappropriate behaviors occurring around them, because a positive culture is about open and honest communication. But for some reason, training has become synonymous with harassment prevention. We're relying on it too much. And while it is important, it doesn't create a culture that prevents harassment unless it includes respect, implicit bias, empathy, living the core values, coaching employees in behavior, and other topics. But no matter how many times you train employees on the ins and outs of sexual harassment, it will still happen if the culture warrants it. End of story. So do your training, but don't fool yourself that it's harassment prevention. Create a culture that actually prevents harassment.
- 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.