A Leer, A Pat, A Joke, A Gesture, An Innuendo, A Kiss: Are You Prepared To Be the Next Social Media Blitz, Identified on #MeToo, or a Headline in the Newspaper?
Dr. Susan Strauss RN Ed.D. is a national and international speaker, trainer and consultant. Her specialty areas include education and workplace harassment, discrimination and bullying; organization development, and management/leadership development. Her clients are from healthcare, education, business, law, and government organizations from both the public and the private sector. Susan conducts bullying and harassment investigations, works as an expert witness for education and workplace harassment and bullying lawsuits, and coaches those managers and employees that need assistance in stopping their harassing or bullying behavior.
Dr. Strauss has authored over 30 books, book chapters, and articles. Susan has been featured on 20/20, CBS Evening News, and other national and international television and radio programs as well as interviewed for newspaper and journal articles such as the Times of London, Lawyers Weekly, and Harvard Education Newsletter.
Susan has presented at international conferences in Botswana, Egypt, Thailand, Israel, Palestine, Bali, Lebanon, and the U.S., and conducted sex discrimination research in Poland. She has consulted with professionals from other countries such as Israel, England, Australia, Canada, and St. Maartin. In addition to nursing education, she has her masters in community health and holds a doctorate in organizational leadership.
This webinar has been approved for 1.50 HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org or contact firstname.lastname@example.org
Harvey Weinstein, Matt Lauer, Charlie Rose, Al Franken, Garrison Keillor, members of Congress, and various State lawmakers have been accused of sexual harassment and/or sexual assault. But there is a difference between pulling one’s pants down in front of a female colleague at work and touching a woman on her buttocks during a photo op—isn’t there? What is that difference? Are both examples considered sexual harassment? What exactly is sexual harassment? Sexual assault? Questions and confusion abound with the current seismic national—and international—tsunami of women coming forward to disclose their victimization. The #MeToo movement is providing a platform for women’s voices to be shared as they tell their stories.
But it is not only famous powerful men, such as celebrities and lawmakers, who sexually harass women (and sometimes men), powerful men (and occasionally women) in every industry may find they either have in the past, or are currently guilty of aggressive propositioning, touching, or telling off-color jokes. Sexual harassment exists at every level from universities, to workplaces, to healthcare and even in law firms. Antics or bad behavior such as this are unacceptable in the workplace and against company policy, but do these behaviors rise to the very high standard of illegal sexual harassment?
No matter one’s gender, everyone has the legal and ethical right to be free from sexual harassment and assault. So what prevention and intervention strategies have your organization created and implemented to address the epidemic of sexual harassment? Are those strategies working? According to the 2016 EEOC report on harassment in the workplace, 90% of those who say they were harassed never reported it or took formal action. Considering this sobering statistic, what will you do differently? Do you or your employer tolerate or ignore any employee who has a reputation for sexually inappropriate behavior? Perhaps he gets excused with comments such as “Oh, that’s just George, he doesn’t mean anything by it.” The EEOC also found that sexual harassment complaints are continuing to increase despite some organizations conducting sexual harassment training. They determined the type and format of training is largely ineffective.
- Differentiate between flirting and sexual harassment; illegal harassment versus psychological harassment; and bullying versus sexual harassment
- Discuss the effective elements in your organization’s prevention strategy
- Review complaint procedures that must be incorporated into your harassment policy
- To list the critical elements of sexual harassment training
- Identify the effects of sexual harassment on the target, the work unit, and the organization
- To discuss retaliation
- To list the steps to take if you are targeted by a sexual harasser
- To explain management’s legal and ethical responsibility in the prevention and intervention of sexual harassment
- Discuss the steps to take if an employee complains about an “old” incident of sexual harassment
Who Should Attend
- This webinar is appropriate for any industry or profession
- Human resources professionals, supervisors, managers, team leads, and all employees would benefit from this information
Why Should Attend
The U. S. Supreme Court has stated that organizations must prevent sexual harassment from occurring in their workplaces. This webinar will outline prevention strategies. The prevention strategies will minimize your liability. Workplaces should be based on equality, respect, and dignity. What is your workplace’s values regarding these three elements of equality, respect, and dignity? Supervisors are often the first line of defense in confronting sexual harassment, the webinar will outline who is a supervisor, which will surprise many attendees. It is critical for every workplace to recognize what good sexual harassment entails – it is not a 20-30 on-line course, so what is it then? Are there actual times when an employer is responsible for sexual harassment that occurs outside the workplace—the webinar will discuss those possibilities. This webinar will provide men (and women) guidelines on how to determine if their workplace behavior is appropriate.