Catherine will define a variety of these behaviors including bullying, harassment, and violence as well as discuss the importance of using culture to drive behavior, so that harassment doesn't occur, and if it does people feel comfortable speaking out.
Objectives of the Presentation
Why Should you Attend
- Understanding stark similarities between incivility, conflict, harassment, bullying, and violence
- Developing a stronger understanding of the subtleties of sexual harassment
- Understanding aggression and harassment as a social phenomenon, and why addressing it as a social problem is more powerful and sustainable than any one-time-training can offer
- Identifying the risks of allowing negative behaviors to thrive
- Steps for creating a culture that does not tolerate harassment or bullying
- Identifying the three steps of intervention to address behavior that goes against your core values
- Discovering a simple tool for coaching those engaging in any behavior that goes against your core values, including harassment and bullying
SHRM CEO's recent testimony at the CA legislature echoed what the EEOC said in 2016 - culture is the key to harassment prevention, and in fact culture trumps compliance. So your training allows you to check the compliance box, but why are you stopping there? Your best defense is creating a positive culture that leaves no room for harassment, because speaking up is comfortable. That is, your best defense is inviting employees to resolve the issue internally.
Businesses who allow legal, negative behaviors to happen (e.g., bullying) are inviting employees to tell an attorney when illegal harassment happens. Employees can see behavior and culture are irrelevant to management, so why speak up? Stop inviting your employees to keep silent on harassment, and starts helping them thrive. As SHRM's Taylor says, "With a healthy workplace culture, when sexual harassment is observed or experienced, the community takes over and shuts it down collectively, with a message that this behavior will not be tolerated here, by anyone at any level."
Who will Benefit
- HR Managers
- HR Directors
- HR Administrators
- VP's of Human Resources
- Business Owners
- Leaders, Directors, Managers and Supervisors
- Employee Relations