Loading presentation...

Present Remotely

Send the link below via email or IM

Copy

Present to your audience

Start remote presentation

  • Invited audience members will follow you as you navigate and present
  • People invited to a presentation do not need a Prezi account
  • This link expires 10 minutes after you close the presentation
  • A maximum of 30 users can follow your presentation
  • Learn more about this feature in our knowledge base article

Do you really want to delete this prezi?

Neither you, nor the coeditors you shared it with will be able to recover it again.

DeleteCancel

DIVERSITY IN THE WORKPLACE AND WORKPLACE HARASSMENT PREVENTION

ONLINE LEARNING -DIVERSITY IN THE WORKPLACE AND WORKPLACE HARASSMENT PREVENTION
by

Amy Etheridge

on 14 September 2018

Comments (0)

Please log in to add your comment.

Report abuse

Transcript of DIVERSITY IN THE WORKPLACE AND WORKPLACE HARASSMENT PREVENTION


If unwanted behavior by another employee is directed towards you...

Do not keep it to yourself, be sure to take action:

Speak to the offender about his/her behavior. State firmly that you do not like it.

If the behavior persists, speak to your supervisor.

If the offender is your supervisor and continues to harass you, speak to the next supervisor in the organizational chain of command.

If preferred, employees may go outside the chain of command and notify the Director of Human Resources, or any department director.

Document any incident of harassment in writing: Where, When, What and Who was present.


Maintain a Harassment-Free Work Environment
Know the Policy and Guidelines
Communicate the Policy and Your Position Relative to Harassment
Take Immediate Action on Complaints

Your subordinate may not be comfortable in notifying you that they feel offended or harassed.

The attitude a supervisor exhibits towards their employees will determine whether they find it easy or difficult to speak up
regarding their treatment.

Be aware of how other people respond to what you say and do. If someone objects to your behavior toward them, listen and
heed their objections. What is acceptable behavior to some people is not always considered acceptable to others.

REMEMBER: A COMPLAINT OF HARASSMENT CAN RESULT IN A LAWSUIT BEING FILED AGAINST THE EMPLOYER, AS WELL AS THE HARASSER.


AMERICANS WITH DISABILITIES ACT






DISABILITY (def.)

Physical or mental impairment that substancially limits one or more major
"life activities", or has a record of such impairment, or is regarded as having
such an impairment.


Learn the names of your co-workers and those you conduct business with; use their names frequently
to show you recognize their individuality.

When time permits, show interest in learning about your co-workers cultural celebrations or traditions.

Never assume stereotypes about specific groups of people.

Avoid personal comments of a derogatory nature. Supervisor need to address any personal attacks they witness, or have
reported to them.

Avoid sexist comments to either gender; make sure you are treating males and females equally and give them equal
opportunities.

Use acceptable terms, such as "people with disabilities" instead of "handicapped."

Don't assume the identity or racial affiliation of any individual. This includes categorizing people according to their skin tone,
or hair type - don't "categorize" at all!

According to the most recent U.S. Census

1/3 of the workforce is made up of minorities
10% is made up of people aged 55 or over
Almost 1/2 is made up of women






U.S. Bureau of Labor Statistics projects that by 2050

Minorities will approach 50% of the workforce
The number of workers aged 55 and older will be almost 20%

Sexual harassment can occur in a variety of circumstances, including but not limited to the following:

The victim as well as the harasser may be a woman or a man. The victim does not have to be of the opposite sex.

The harasser can be the victim's supervisor, an agent of the employer, a supervisor in another area, a co-worker, or a non-employee.

The victim does not have to be the person harassed but could be anyone affected by the offensive conduct.

Unlawful sexual harassment may occur without economic injury to or discharge of the victim.

The harasser's conduct must be unwelcome.


It is helpful for the victim to inform the harasser directly that the conduct is unwelcome and must stop.

The victim should use any employer complaint mechanism or grievance system available.

Employers are encouraged to clearly communicate to employees that sexual harassment
will not be tolerated.

It is also unlawful to retaliate against an individual for opposing employment practices that discriminate based on
sex or for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or
litigation under Title VII.


Employees may:

Initiate a complaint on any matter that is believed to be in violation of this policy.

Report a violation or bring a complaint in person, by phone, or in writing.

Complain to their immediate supervisor, or in the event the immediate supervisor is the source of the complaint,
to the next supervisor in the organizational chain of command.

If preferred, employees may go outside the chain of command and notify the Director of Human Resources or
any department director.

If the complaint is brought anonymously, the County will have the matter investigated but may be limited in its
ability to investigate the matter fully.

The County reserves the right to have the matter investigated by persons external to the organization.

DIVERSITY IN THE WORKPLACE
AND
WORKPLACE HARASSMENT
PREVENTION


1) Learn and appreciate what diversity is.

2) Realize the importance of diversity in the workplace and community.

3) Learn the benefits and challenges of workplace diversity.

4) Understand what constitutes all forms of harassment and what to do when it occurs.

5) Review County policies in regards to workplace harassment.

6) Raise awareness and sensitivity to workplace diversity, workplace harassment and workplace bullying
prevention.

HARASSMENT IN THE WORKPLACE SCENARIO
QUID PRO QUO

This occurs when a demand is made in exchange for something else (promotion, raise, special
treatment). If there is a refusal of this demand, the employee faces an adverse consequence. In the
case of sexual harassment, the demand is always sexual in nature.

HOSTILE WORK ENVIRONMENT

This occurs when there is an offensive or intimidating work environment. In regards to sexual
harassment, this includes obscene jokes, sexual innuendos or displays of inappropriate sexual
images.

TWO TYPES OF HARASSMENT

MOST COMMON
Sexual Harassment
Racial Harassment
Harassment on the basis of National Origin
Harassment on the basis of Religion

LESS COMMON
Genetic Discrimination
Gender Dysphoria Discrimination
Harassment due to Disability


You are very attracted to one of your subordinates. You are determined to at least find out if the feeling is reciprocated.

[Dating between bosses and subordinates is forbidden in most circumstances. Questions?
Talk to HR.]

Your work area is a back office operation that's pretty hectic, and, you have to admit, a little gross. People swear at each other, call each other names, and make catcalls and comments at each other. One of the workers visits a joke website every morning and shouts out the gross joke of the day. Most of the workers participate, but a few seem uncomfortable.

[This is a hostile environment in the making. You’ll have to tone things down.]

Your boss has suggested, but not in so many words, that if you two were to develop a relationship outside of work, promotions, flex schedule opportunities, and other benefits would come your way. You are not interested in the relationship, but worry that you're not going to get a fair chance at promotions and other opportunities.

[This sounds like quid pro quo harassment. Report it.]

One worker checks personal e-mail at work and occasionally opens mail from friends that contains pornographic pictures. He shuts them down quickly and no one has complained of seeing one.

[Eventually someone will see one of these messages and be offended. Furthermore, we don't want these images on our
network. When a lawsuit is filed, there will be proof that one of our employees looked at those types of images on our
County network.]


One person or group of people in a workplace single out another person for unreasonable, embarrassing, or
intimidating treatment.

Usually the bully is a person in a position of authority who feels threatened by the victim, but in some cases
the bully is a co-worker who is insecure or immature.

Can be the result of a single individual acting as a bully or of a culture that allows or even encourages this
kind of negative behavior.

Workplace bullying is repeated, health-harming mistreatment of one or more persons (the targets) by one
or more perpetrators that takes one or more of the following forms:

Verbal abuse.
Offensive conduct/behaviors (including nonverbal) which are threatening, humiliating or intimidating.
Work interference (sabotage) which prevents work from getting done.

WORKPLACE BULLYING

Shouting or swearing at an employee or otherwise verbally abusing him or her.

An employee being singled out for unjustified criticism or blame.

An employee being excluded from work activities or having his or her work or contributions purposefully ignored.

Language or actions that embarrass or humiliate an employee.

Practical jokes, especially if they occur repeatedly to the same person.


A manager who shouts at or criticizes all of his or her employees.

While this is a sign of a bad manager and makes a workplace unpleasant, it is not bullying unless only one
or a few individuals are being unjustifiably singled out.

A co-worker who is critical of everything, always takes credit for successes and passes blame for mistakes,
and/or frequently makes hurtful comments or jokes about others.

Unless these actions are directed at one individual, they represent poor social skills, but not bullying.

YORK COUNTY POLICY: COMPLAINT PROCEDURE
Each of us has a responsibility not only to ourselves, but to others. We must all work to ensure each individual’s work performance is free of interference.

Harassment will always take time and energy away from the task at hand.

If you observe someone being harassed, either verbally or physically, you should ask that individual if the behavior bothers her or him.

DO NOT assume that it is acceptable because the individual you observed being harassed does not speak out.
THE OBSERVER
MANAGER'S/SUPERVISOR'S RESPONSIBILITY
GUIDELINES FOR RESPONSE
BULLYING IN THE WORKPLACE
The EEOC describes Sexual Harassment as:

“A form of gender discrimination that is in violation of Title VII of the 1964 Civil Rights Act.”

Facts About Sexual Harassment
According to the U.S. Equal Employment Opportunity Commission
Facts About Sexual Harassment
According to the U.S. Equal Employment Opportunity Commission
EMPLOYEE ASSISTANCE PROGRAM
- BLINDNESS
- DEAFNESS
- MUSCULAR DYSTROPHY
- CEREBRAL PALSY
- CARDIAC PROBLEMS
- MENTAL OR PSYCHOLOGICAL DISORDERS

Let's take a closer look at diversity in the workplace by defining the key pieces of legislation that protect us.
The Americans with Disabilities Act (ADA) prohibits discrimination against individuals with disabilities
in all areas of public life, including jobs.

This piece of legislation is designed to help people with disabilities access the same employment opportunities
available to people without disabilities.

The ADA was signed into law in 1990 and is enforced by the
U.S. Equal Employment Opportunity Commission.
People with disabilities cannot be discriminated against when it comes to:
RECRUITMENT
HIRING
BENEFITS
PAY
PROMOTION
TERMINATION

All people regardless of

GENDER COLOR RACE DISABILITY AGE
MARITAL OR PARENTAL STATUS
SEXUAL PREFERENCE
RELIGIOUS BELIEF

have the right to be given fair consideration for a
job or related benefits.



Employers cannot discriminate in the hiring process, compensation,
or staff development and training opportunities.


The "pros" of working in a culturally diverse workplace include

Increased adaptability
Broader range of services
Creativity and innovation
Increased performance

5 GENERATIONS WORKING TOGETHER

Diversity refers to the variety of differences between people in an organization.

Diversity encompasses race, gender, ethnic group, age,
personality, cognitive style, tenure, organizational function,
education, background and more.

Diversity not only involves how people perceive themselves,
but how they perceive others and those perceptions affect their interactions.

For a wide assortment of employees to function effectively as an organization,
we all need to deal effectively with issues such as communication,
adaptability and change.


OBJECTIVES


AGE DISCRIMINATION IN EMPLOYMENT ACT - 1967
Prohibits employers from discrimination in employment based on age, unless age is a BFOQ. *

AMERICANS WITH DISABILITIES ACT - 1990
Prohibits employers from discrimination based on disability.
Employers must reasonably accommodate any otherwise qualified and disabled person, unless an undue hardship can be demonstrated.

EQUAL PAY ACT (EPA) - 1963
Protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination.

EQUAL EMPLOYMENT OPPORTUNITY ACT - 1972
Provides the right to equal job opportunities, and gives the EEOC the authority to back up
its administrative findings and to increase the jurisdiction and reach of the agency.

TITLE VII OF THE CIVIL RIGHTS ACT - 1964
Prohibits employment discrimination based on race, color, religion, sex, or national origin.

* Bona Fide Occupational Qualification

HOW ARE WE DIVERSE?
Physical Abilities
Race
Cultural
Background
Age
Education
Gender
YOUR DIVERSITY
HISTORY
Parents
Teachers
Peers
Media
User Name/Password:
York County
1-800-899-8174
or
www.optimaeap.com
CHALLENGES
OPPORTUNITIES

Attracts and keeps quality employees
Increases employee morale
Maximizes productivity
Reduces costly discrimination suits
Improves decision making

HARASSMENT AND DIVERSITY

"Slurs" or jokes
Segregation from others
Stereotyping
Unwelcome sexual advances
Derogatory comments regarding a co-worker's culture or religion

MAKING DIVERSITY WORK
Take advantage of the variety of experiences among your co-workers.
Respect differences - any differences.
Look at co-workers abilities, not their disabilities.
Don't go along with insensitive comments. Speak up.
Finally, think "inclusive" never "exclusive."
MAKING DIVERSITY WORK


Organizations like ours must effectively manage diversity in order to attract and retain high-quality employees and create a work environment that is

- More Cooperative
- More Creative
- More Productive


Getting used to differences
Coordinating work styles
Learning to communicate
Developing flexibility
Adapting to change

THIS IS BULLYING:
COURSE REVIEW
KNOWING YOUR RIGHTS:
SEXUAL HARASSMENT IN THE WORKPLACE VIDEO

There are also some things that are usually NOT considered workplace bullying:


NOTE: The U.S Equal Employment Opportunity Commission (EEOC) enforces Title I of the ADA. Title I prohibits private employers, state and local governments, employment agencies and labor unions from discriminating against qualified individuals with disabilities in applying for jobs, hiring, firing and job training. For more information on ADA enforcement agencies and their scope, visit the Dept. of Labor website: https://www.dol.gov/general/topic/disability/ada

Please click the forward arrow to move ahead once the video is viewed.
Otherwise, this slide narration will repeat.
Please click the forward arrow to move ahead once the video is viewed.
Otherwise, this slide narration will repeat.
Please click the forward arrow to move ahead once the video is viewed.
Otherwise, this slide narration will repeat.
Please click the forward arrow to move ahead once the video is viewed.
Otherwise, this slide narration will repeat.
Use the zoom feature on the right hand side for easier viewing.
PROVIDE FEEDBACK ON THE COURSE
http://www.surveymonkey.com/r/YRTS2CJ
https://www.surveymonkey.com/r/FHQZFJK
Full transcript