Compliance Project - Presentation 3

Hi

Welcome to the Drive Me sexual harassment training video

Drive Me strives to ensure that it fosters a safe,

friendly and inclusive environment for all of its employees.

To this end.

We have created this sexual harassment training video

to help employees identify and prevent sexual harassment

as well as to provide an understanding of the basic steps and employees

should take if they do in fact encounter sexual harassment in the workplace.

At the end of the video,

we will go through a few frequently asked questions

to make sure that you understand how to identify,

prevent

and report sexual harassment.

The first hurdles for us to understand what sexual harassment actually is

sexual harassment is.

Any unwelcome verbal, visual or physical conduct of a sexual nature

that is severe or pervasive and affects working

conditions or creates a hostile working environment.

Now when identifying sexual harassment communication is essential.

Remember conduct is not sexual harassment if it is welcome

for this reason, it is extremely important that you communicate to the harasser

either in writing or verbally

that the conduct makes you uncomfortable

and that you wanted to stop

this will help clear up any ambiguity as to the welcome nous of the conduct.

it is helpful to understand that there are

different forms that sexual harassment can take.

People often don't realize that sexual harassment

does not have to be overtly sexual.

It can also be teasing intimidating or offensive comments based on stereotypes.

Here's some examples of sexual harassment that you may want to be on the lookout for.

Among these examples are someone making

unwanted requests for sexual favors or dates

making inappropriate comments about someone's body or appearance,

saying bad things about,

or making fun of someone or a group of

people based on their gender or sexual orientation.

And finally using gender based or sexual orientation based slurs or

making vulgar offensive or explicit jokes about sex or sexual acts

in order for the previously mentioned conduct to be considered sexual harassment,

it must be severe or pervasive.

For example,

while a single unwanted invitation to go on a date or

one sexually suggestive comment might offend you and or be inappropriate,

it may not be considered sexual harassment.

Conversely,

while many relatively minor incidents may not be sexual harassment individually,

collectively,

they may constitute sexual harassment if they affect your workplace environment.

Mhm.

Another step in identifying potential sexual harassment

is that it is essential to understand that verbal harassment is not the

only kind of harassment that exists as

nonverbal actions can also constitute sexual harassment

below you have examples of both.

Some examples of inappropriate verbal conduct include

whistling at someone or making catcalls,

making sexual comments about a person's body,

asking someone personal questions about their social or sexual life,

making sexual comments about a person's clothing anatomy. Or looks

now we can move forward to some of the non verbal

examples and see that they can also constitute sexual harassment.

For example,

checking out a person by looking them up and down,

staring at someone

or making sexual gestures with your hands or throughout your bodily movements.

Now that we've gone through how to identify sexual harassment.

We will next focus on how to prevent sexual harassment.

Here are a few questions you can ask yourself to prevent potential

sexual harassment.

Is there a power balance between me and the person I'm interacting with?

Is there equal initiation an interaction between

me and the person I'm interacting with,

what I behave the same way If the person I'm in a relationship,

we're standing right next to me,

what I want someone else to act this way towards someone I am in a relationship with

all of these questions are good indicators that point you

towards the right way to act in any given situation.

And there are questions that you always want to ask yourself

in preventing or assessing whether or not sexual harassment is occurring.

Finally, when aiming to prevent potential sexual harassment.

It is essential to be aware of your environment.

Being aware of your environment includes becoming familiar

with DR meets policies on sexual harassment,

paying attention to the responses of others to avoid unintentional offense

and examining one's feelings,

attitudes and behaviors in relation to sexual harassment.

Lastly,

now that you know how to identify and prevent sexual harassment,

what should you do if you experience sexual harassment and drive me?

Well, if you experience sexual harassment,

you should first of all reported to the proper drive me authorities such

as our human resources director or of course HR Director for short.

Our HR director will then initiate an investigation to determine whether

there is a reasonable basis for believing that the alleged violation occurred

during this investigation.

Our HR director in conjunction with our legal department

and other management employees will interview the complainant,

the respondent and any other witnesses

determine whether the alleged conduct occurred

next.

Our HR director or other person conducting an investigation will submit

a written report of his or her findings to drive me.

And finally,

if it is determined that the conduct constituted a

violation of drives me drives me sexual harassment policy.

Our HR director will recommend appropriate disciplinary action.

Finally,

before we move on to some hypothetical scenarios

to review what we've learned here today.

We wanted to ensure all drive me employees will be safe from retaliation,

retaliation occurs when an employee punishes

an employee for filing complaints regarding sexual

harassment or discrimination in the workplace.

Some examples of this include demotion,

less desirable duties

and a denial of promotion.

These are all examples of when employers punish employees and we wanted to make sure

that all drive me employees can be sure that this will never happen here.

Now let's go over some scenarios,

think about the following scenarios and decide

what would be the best course of action

steven Adam thought they were having a private conversation

and wrote some inappropriate and hurtful things about you.

It turns out the email was also sent to you and others in the office,

what should you do next?

Yeah.

Mhm.

A was the correct answer

raising a concern about sexual harassment to your manager

or any other manager is always unacceptable response.

All supervisors and managers are obligated to report any incidents of sexual

harassment to the human resources department

or other appropriate company resources.

Let's move on to the next one.

Sarah has been upset lately because her supervisor

dan has been making inappropriate statements about Sarah's looks

at first Sarah brushed them off

but recently

dan has been making comments way too frequently.

Sarah went to dan's office and explained how she has been feeling about the comments

but dan brushed them off

Sarah's concerns

and began speaking of something else.

What should Sarah do?

Mhm

cnd here, correct.

Sarah can either speak in person with another manager,

human resources or call the anonymous hotline And she

is protected by both law and company policy.

Now let's move to the last hypothetical scenario.

Yeah.

Sarah ends of filing a complaint and HR

takes appropriate action as it pertains to dance.

Sarah is protected from retaliation from supervisors and peers

as is anyone who files a sexual harassment complaint.

What are some examples of retaliation?

Yeah,

that's right. All of the above are correct.

In any of the answers that you saw previously retaliation has occurred

and you are protected from that that drive me on all accounts.

Now that concludes this sexual harassment training video,

Should you have any further questions?

Please refer them to your local HR department and they will be happy to answer you.

Compliance Project - Presentation 3

Chapters

Audio TranscriptAuto-generated