This is a monthly electronic magazine for anyone who wants to be a better leader, coach, facilitator, or simply, to tune up their people skills. It is a complimentary publication, devoted to the next evolution of Quality Thinking.
Publisher: © Key Associates, LLC, 2005 ISSN # 1545-8873
“You see what power is – holding someone else’s fear in your hand and showing it to them. "” — Amy Tan
“Some people have so much respect for their superiors they have none left for themselves.” — Peter McArthur
“That you may retain your self-respect, it is better to displease the people by doing what you know is right, than to temporarily please them by doing what is wrong.” — William J. H. Boetcker
“Though force can protect in an emergency, only justice, fairness, consideration, and cooperation can finally lead men to the dawn of eternal peace.” — Dwight D. Eisenhower
Some of the behaviors that enhanced people’s organizational success in the past, are now illegal, inappropriate, offensive, and unsanctioned in the workplace. Chances are good that you have seen or heard of or even conducted some of these behaviors yourself. We are referring to harassment, which is any behavior of an unwelcome nature, often sexual, that is severe enough to affect a person’s employment and create an abusive, hostile working environment for that person and others around them. Moreover, the employer is liable for such acts of disrespect, even if they are not aware of it or are simply condoning it. Commit to a Plan of Action. Establish zero tolerance policies for discrimination and harassment. Develop company-wide behavior standards. Undertake a workplace relationship skills training. And most of all, model the way!
Hostile Work Environment extends the definition beyond sexual advances and favors, to any abusive, intimidating act.
It is probably a more sensible practice to treat all people (employees, vendors, co-workers, customers) as protected, and emphasize our similarities rather than our differences – i.e., promote respect for all people.
It all depends on how the act is perceived. Harassment is in the eyes of the beholder. Even in consenting relationships, romance in the workplace can have a negative effect on other co-workers.
When you ______________ I feel __________________. Please ___ (request)______.
If you say no and the act is repeated, what you have is a “pattern.” A “reasonable person” standard will be applied to your case – which is strengthened by reporting at the time of harassment and in writing. Report the acts to your supervisor, or if the offender is your supervisor, the HR department or someone in upper management. If fear of retaliation is preventing you from speaking up, know that retaliation itself is unlawful and therefore punishable. All of the anti-discrimination statutes enforced by the Equal Employment Opportunity Commission prohibit retaliation for complaining of discrimination or participating in complaint proceedings. Harassment victims also have the right to collect compensatory and punitive damages under the Civil Rights Act of 1991.
Key Associates offers training on Sexual Harassment Awareness and Prevention.
On-line and on-site training: Online Business Training Course Catalog.
On-line interactive training for supervisors on discriminatory harassment: What Supervisors Need to Know About Discriminatory Harassment.
Complete listing on Harassment Prevention Training programs: Harassment, sexual harassment and respectful workplace training programs
Stop bullying now: StopBullying.gov.
Guide to state laws on sexual harassment in plain English: Harassment.
A 911 for women, listing resources and agencies: Sexual Harassment.
EEOC, the federal agency that addresses workplace discrimination: Sexual Harassment.
copyright ©2012 by dr. m. k. key on behalf of key associates
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