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Beyond "Best Practices" - Fixing Harassment and Adding Respect to Your Culture


2.0 Credits

This program is a strategic examination of the very current harassment "Perfect Storm," with training advice on meeting the challenge of reducing your risk. 2018 promises to be a year of accusations and resignations - and leaders need to examine how we got here, what we should do now, and what similar challenges are on the horizon once we work through these immediate issues. The current wave of harassment accusations appears to be a fundamental climate change in how our culture handles power and ethics. You have two choices - be reactive and live in fear of it happening to you or your firm, or be proactive and get ahead of it. There is no easy fix, and many of the "best practices" of the past are now "dead batteries" - they never really worked well, and now they have lost even more effectiveness. This is an opportunity for you to evaluate your organizational strategy for dealing with harassment in all forms - sexual, quid pro quo, toxic environment and bullying. Each of these are based on power, and all forms of harassment reduce your organization's productivity and increase your legal risk. This event may be a rebroadcast of a live event, the instructor will be available to answer your questions either during or after the event.


You will learn:

  • What data explains the recent surge in harassment issues, and what trends appear to be on the horizon.
  • What the psychological drivers of harassment behaviors are
  • What risk management and human resource issues should be considered in handling harassment.
  • How to measure your organization's level of harassment risk.
  • What steps can be taken to break down the barriers to reporting harassment behaviors.
  • How building a culture of safety and respect can help build high performing anticipatory organizational cultures.
  • How well-intentioned, traditional training has not changed behaviors, and what advanced training methodologies can produce a better result.
  • How to know if your training is working.

Major Topics

  • It's all about power. Power is often at the heart of harassment and sexual abuse. Power comes in many forms - from the position or title, from relationships, from persuasion, etc.
  • Diversity and inclusion help foster a business culture that respects human dignity and is key to creating sustainable business results.
  • The issue of hidden bias, implicit bias, confirmation bias, and other psychological factors make us all very complex thinkers.
  • Do a cultural audit. You can use modern engagement metrics, or hire outside experts to do a cultural audit. Get a good "read" on your organizational culture.
  • Build trust in Human Resources. Our national culture of retaliation against whistle blowers needs to be examined and remedied, and Human Resources needs to be seen as a trusted ally.
  • Hiring and promoting well rounded, empathetic and smart HR professionals is invaluable in maintaining solid trust with your employees. Improve your training, both in quality and quantity.
  • Existing training materials are mostly legal compliance language, attempting to change behaviors with threats and using fear tactics.
  • Simply put, current policies don't change long-term behaviors.
  • Plan ongoing "Respect in the Workplace" training. The rule of thumb is to hold it every two years, and make it interactive, engaging, and mandatory. Supervisors have additional responsibilities, so there can be some benefit in training them separately.
  • Don't make the training boring or too long, and look at new delivery technologies and techniques that can give it traction. Pay attention to your metrics.
  • Organizational culture varies by department, and warning signs about toxic work environment may already be found in your HR metrics.
  • Look for turnover of high performing people by department - if a supervisor isn't keeping the "good ones," look deeper for the reasons.



Advanced Preparation

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