Sexual Harassment Training Classes
In our Sexual Harassment Awareness
training classes your employees will learn and apply
the important skills of handling sexual harassment issues
and complaints. This hands on class thoroughly addresses
the elements of how to
prevent unacceptable
behavior. The class includes a detailed
overview of what sexual
harassment is, explains legal definitions, discusses sexual
harassment prevention, and shows how to handle sexual
harassment complaints and maintain a positive work
environment.
For more information about individual sexual harassment
training classes please complete
this form. Once the form is received one of our
consultants will provide you with a confidential proposal
that will include a detailed description of the training
class and the costs for conducting it.
Sexual Harassment Training:
Sexual Harassment Classes in the Workplace
Sexual harassment is more than just an unacceptable behavior, it is a repulsive behavior that primarily discriminates against someone based on their gender. Yet, sexual harassment actually extends farther than just being male or female. It also extends to someone's sexual orientation and does happen primarily in the workplace despite the policies in place to prevent such behavior.
Who can sexually harass?
Anyone can sexually harass, but that answer is too simple because there are people in certain roles that you may find are more prevalent to harass. It takes a certain type of person to have the nerve to make another human being feel so uncomfortable and violated. Also, sexual harassment doesn't necessarily have to be by someone of the opposite sex.
These people tend to be:
-Your supervisor
-Someone contracted by the supervisor/company
-A fellow employee
-A supervisor who isn't even over your area
-Even non-employees can sexually harass you in your workplace.
What is Sexual Harassment?
Sexual harassment is any unwelcome behavior such as sexual advances (not limited to inappropriate touching or purposely bumping into a person), requests sexual favors (quid pro quo: this for that), or verbal or physical conduct of a sexual nature (offensive jokes, verbal advances, demeaning comments about appearance, questions about a person's sex life). These behaviors can interfere with your work and cause a hostile environment. You don't even have to be the person being harassed. You can be someone who has observed the harassment and find offense with the behavior.
How should the employee handle the harassment?
As the harassed employee, you want to tell the harasser to stop because their behavior is unwelcome. At this point you can take the necessary steps (varies per company) in reporting the harassment and make it known that you did make that person aware that their behavior was making you uncomfortable. At this point, your company should take control of the situation.
Yes, it is difficult to make a complaint, but too many put up with the behavior for a while before complaining and some never complain at all. Lack of reporting is common due to fear of making everything worse, but retaliation is rare. If retaliation takes place, then there are also reporting processes in that instance to bring back peace to your job.
You've reported it. Now What?
-The employer should look at the entire record. They should see if there is any prior incidents with the harasser indicating any type of sexual harassment, the nature of the advances, and should keep a written record of this investigation.
-The employer should also keep all parties involved informed of what is going on in the investigation.
-Any and all witnesses need to be identified and interviewed and all statements verified.
-Detailed and accurate reports need to be kept on record regarding the incident in the case of future incidents.
-Provide support for the victim emotionally and in integrating them back into their work environment without any retaliation from anyone despite the outcome of the investigation.
Yes, there are policies in place at all companies regarding sexual harassment, but unfortunately the employer cannot control the behavior of each and every employee. They can educate and inform, but someone gets the nerve to do it anyway. It is through stricter penalties that sexual harassment can be prevented. Instead of disciplinary action that can hurt for a few minutes, employers need to implement tougher penalties, including or up to termination of the one who is harassing.
Employers who do nothing about complaints can be held responsible for the harassment despite their lack of control of the employee doing the harassment. In making sure that all employed understands the policies in place (complaint, resolution, and disciplinary), by treating the issue as a health and safety issue (affects the mental health and possible safety of the harassed), and monitoring that the policy is being followed (anonymous employee surveys), the employer is being proactive in making sure sexual harassment is reduced in their workplace. In turn, a proactive employer makes for happier employees.
Source: Ginger Gillenwater
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