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Diversity- Respecting Differences
Transcript of Diversity- Respecting Differences
Hope this doesn't come as a
Raise Awareness of Diversity and Harassment
Define Harassment and Diversity
Promote healthy work environment
Answer questions regarding diversity or harassment
What to do???
Diversity and Harassment:
People are Different
Diversity: the art of thinking
- Malcolm Forbes
Diversity and Harassment in the Workplace
Presented by the City of Farmington
Human Resources Department
TItle VII of the Civil Rights Act of 1964 Prohibits:
Unwelcome verbal or physical conduct based on a persons:
Sex or Gender
Age (40 and over)
Disability (Mental or Physical)
Others (as protected by federal, state or local law)
Severe, pervasive and persistent conduct that unreasonably interferes with an employee's work performance or creates an intimidating, hostile or offensive work environment.- Hostile work environment
An occurrence where an employee's status or benefits are directly affected by the harassing conduct of a manager or person of authority
Adverse employment actions (retaliation) against employees who complained in good faith of harassment or discrimination or who participate in the complaint procedure.
Is it Illegal? - Employees often say they are being harassed, when, however they are subjected to inappropriate conduct or behavior which is not illegal but unacceptable in the workplace. "Workplace bullying"
Repeated Mistreatment using:
belittling comment of performance
Social bantering or teasing
verbal abuse and profanity
Stealing credit for work performed
aggressive e-mails or notes
Grounds for Disciplinary Action:
Section 21-7-1 (22) Harassment.
What to do???
Speak up! Communication is key!
Discuss with individual -Perhaps they have no idea that what they are doing is offensive, often this is the case.
Not Comfortable with that?
Higher Level Supervisor
EEO Administrator - HR Director
Personnel Administrator - HR Director
Each situation is unique:
All complaints will be taken seriously and thoroughly investigated.
Investigation will be treated to the extent possible as confidential
NO retaliation against victims or witnesses
NO retaliation against victims or witnesses!!!
Such Action will be the cause for Disciplinary Action.
Investigation will be conducted by Management, Human Resources and/or City Manager and/or Police.
Upon completion of investigation, findings shall be submitted to Dept. Head, who shall be responsible for taking appropriate action.
SHHHHH! Here is a Secret:
You are a part of your work environment!
So often employees may think of their work environment as an external thing, something they have little control or involvement in.
What am I thinking right now???
You probably don't know because you most likely cannot read minds.
Again, communication is key in preventing and solving most situations.
Respecting others when they offer their opinions to you, even if you don't agree.
Remember: we are held to a higher standard at work
There is always someone to talk to.
“Nothing is more contagious than example, and no man does any exceeding good or exceeding ill but it spawns new deeds of the same kind"
-François Duc De La Rochefoucauld (1613-1680)
Circumstances can remain the same and our perspectives change, opening up a whole new world.
Harassment can occur when it is:
I once was flat!
Well, I actually wasn't but people thought I was.
Now the Wrap-UP
Harassment is prohibited under the Title VII Civil Rights act of 1964 and City of Farmington Policy
If you feel you have been harassed or witnessed harassment, there is always someone to talk to
Harassment or unprofessional behavior may lead to disciplinary action
Communication is Key!
We are apart of our work environment
Respect towards one another
Higher standard at work
Golden Rule: Treat others the way you would want to be treated
If you have any questions feel free to contact Human Resources
We care more about where you are going than where you've been.
"The significant problems we face cannot be solved at the same level of thinking we were at when we created them"
To come away with an appreciation and respect for our current situations, whatever they may be.
Quid Pro Quo- "This for that"- submission/rejection of sexual advances or conduct is used as a basis for tangible employment action.
What if it's you!
How to know if your behavior is unwelcome
Perspective of the alleged victim, intentions don't count.
If you are not sure of the reaction to something you might say or do, then ask if it's okay- or just don't do it.
What about when you're just not thinking?
Most of us have had the experience of accidentally saying or doing something that offends another person. How do you know? Pay attention if you see others turning away, not smiling, or otherwise showing by their comments or body language that they do not appreciate what's going on. If this happens to you, don't wait- apologize right away. Let them know that your behavior will change and you'll do your best not to let it happen again.
Over time, continued respectful behavior will eventually heal most differences, and restore harmony between yourself and your coworkers.
APPLY, APPLY, APPLY !!!!!!!
We must apply these principles in our work environments