In this Sexual Harassment for Managers and Supervisors course, you’ll understand how to recognize sexual harassment and respond appropriately as a…
In this Sexual Harassment for Managers and Supervisors course, you’ll understand how to recognize sexual harassment and respond appropriately as a leader. We’ll also examine risk factors that increase the likelihood of harassment and review the process for handling complaints. This knowledge helps you protect employees and reduce organizational liability. With these responsibilities in mind, we’ll take a closer look at the specific actions and procedures that support a lawful and effective response.
We’ll examine employer and management responsibilities while outlining appropriate responses to complaints and demonstrating how to conduct prompt investigations. You’ll develop the ability to respond quickly to concerns and build confidence in escalating issues through the proper channels. We’ll also cover employee training principles, identify workplace risk factors, and EEOC complaint procedures to give you a complete understanding of sexual harassment prevention and response. By the end of this course, you’ll be able to identify sexual harassment risks and take appropriate action when concerns arise.
Learning Objectives:
- Identify behaviors that constitute workplace sexual harassment
- Understand managerial responsibilities under sexual harassment policies
- Recognize workplace risk factors that increase the likelihood of sexual harassment
- Outline steps in the EEOC complaint-filing process
- Apply appropriate responses to reported sexual harassment incidents
Skills you’ll gain
AccountabilityComplaint InvestigationsSexual Harassment AwarenessWhat You'll Learn
- Identify behaviors that constitute workplace sexual harassment
- Recognize workplace risk factors that increase the likelihood of sexual harassment
- Outline the steps in the EEOC complaint-filing process
- Apply appropriate responses to reported sexual harassment incidents
- Understand managerial and employer responsibilities under sexual harassment policies
- Conduct prompt investigations when a complaint is filed
Key Takeaways
- Managers and supervisors are responsible for recognizing sexual harassment and responding appropriately as leaders.
- Understanding harassment helps protect employees and reduce organizational liability.
- Certain workplace risk factors increase the likelihood of sexual harassment occurring.
- Employers and management have specific responsibilities for responding to complaints and conducting prompt investigations.
- The course covers EEOC complaint procedures and principles for training employees on prevention.
Frequently Asked Questions
Who is this course designed for?
This course is designed for managers and supervisors, helping them recognize sexual harassment and respond appropriately as leaders.
What topics does this course cover?
It covers how to recognize sexual harassment, workplace risk factors, employer and management responsibilities, handling complaints, conducting prompt investigations, employee training principles, and EEOC complaint procedures.
What skills will I gain from this course?
You will develop skills in accountability, complaint investigations, and sexual harassment awareness, including the ability to respond quickly to concerns and escalate issues through the proper channels.
What will I be able to do after completing the course?
By the end of the course, you will be able to identify sexual harassment risks and take appropriate action when concerns arise.
How is the course structured?
The course includes lessons on training employees, risk factors for sexual harassment, what happens when a complaint is filed, and employer and management responsibilities, along with Test Your Knowledge checks and a conclusion.
Transcript
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The EEOC put together a select task force on the study of harassment in the workplace, which examined the problem of harassment in the workplace in all its forms, to identify new and creative ways to prevent and eliminate harassment from the workplace. Its findings concluded that a holistic harassment prevention effort provides training to employees regarding an employer's policy reporting systems and investigations based on its research. Here are some suggestions on how to implement discrimination and harassment training in your organization. Ensure there are structural principles in place. This means that the anti-discrimination and harassment policies and training are supported at the highest level. Training on the organization's discrimination and harassment policies should be provided to employees at every level of the organization and should be repeated and reinforced on a regular basis. Training should also be evaluated and modified as laws and culture dictate. The training content should describe what is considered a legal harassment and educate employees on their rights and responsibilities. It should clearly outline the consequences of engaging in unacceptable conduct, as well as how to file a complaint or report harassment for both victims or witnesses. The training should empower managers and supervisors with easy to understand methods for dealing with harassment in the workplace. It should also include sanctions for failing to keep employees safe from harassment they observe that is reported to them, or for which they have knowledge or information. Manager and supervisor training should include how to escalate a report up the chain of command. Managers and supervisors should also be encouraged to practice situational awareness to assess their team and recognize risk factors for harassment.
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