Transcript Sensitivity
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The Harassment-Free Work Environment
THE PERFORMANCE GROUP, INC.
We build your people, so your people can build your business!
WARNING
You have options when considering the ideas
and suggestions offered in this workshop.
Option 1: Practice them as part of your everyday
interactions with co-workers and customers
Option 2: Ignore them until you learn the same
principles through much less desirable
methods.
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What is Sensitivity Training?
Sensitivity Training is
designed to help people
become more aware of their
own biases and prejudices. It
also focuses on helping
people become more sensitive
to others.
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Why is this training necessary?
Unfortunately, common sense
isn't so common. It is rare to
find a work environment that is
free from grown-ups who are
immature, insecure, hypersensitive, or who feel that they
can manipulate and/or take
advantage of co-workers.
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Why is this training important?
Sensitivity Training is more than
important. As a federal contractor
with more than 50 employees, and
in compliance with affirmative
action legislation, Casto Technical
is required by law to provide this
training on an annual basis.
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Benefits of this training
Better communication
Improved work relationships
Reduced conflict / stress
More time working
Less time whining
Improved customer service
Greater profitability!
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Perception
Violations are based on the
perception of the victim,
NOT the intention of the
accused
What is funny to you may
be offensive or insulting to
someone else.
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Employee Responsibilities
Understand and comply with all
company policies and procedure
Conduct yourself as a
professional at all times.
Report any incident that happens
to you or that you witness
Cooperate with investigators
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Employer Responsibilities
Clearly communicate to employees that harassing conduct is
unacceptable and will not be tolerated
Strive to create an environment in which employees feel free to
raise concerns and are confident that those concerns will be
addressed
Provide anti-harassment training to their all employees
Establish an effective complaint or grievance process
Take immediate and appropriate action when any questionable
behavior occurs or complaints are made
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Red-Hot Stove Rule
You have been trained to know “right” from “wrong.”
Employees get burned NOT because of who they are but
because they chose to touch the stove.
The BURN will be immediate. Cause and Effect. No excuses.
The result (discipline) will be consistent and impersonal.
Anyone who chooses to touch the stove will get burned.
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Who harasses?
The harasser can be:
The victim's supervisor
A supervisor in another area
An agent of the employer
A co-worker
A non-employee.
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What Qualifies?
(Anything you wouldn’t say (or do) to your grandmother.)
Offensive conduct may include, but is not limited to:
Offensive jokes
Slurs
Name calling
Physical touching, assaults or threats
Intimidation
Insults or put-downs
Offensive objects or pictures
Any interference with work performance.
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Bullying
Aggressive/hostile behavior
Profanity/rude comments
Destruction of property
False rumors/gossip
Withholding information
Physical assault
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Sexual Harassment
Unwelcome advances
Inappropriate behavior
Raunchy language/insults
Demand for sexual favors
Quid Pro Quo (”This for That”)
Hostile Work Environment
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Discrimination
Inappropriate treatment based on:
Race
Color
Religion
Gender (or sexual orientation)
National origin
Disability
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Investigating a Complaint
All supervisors must:
Listen to and objectively discuss any
complaints
Inform the employee that any complaint
must be reported to Human Resources
Advise the employee of his/her rights
Ensure that no form of retaliation takes
place as a result of any complaint
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What is Retaliation?
Any action taken against an
employee because he/she
complained of harassment or
discrimination
Demotion, discipline, poor
performance appraisal change in
job duties or shift assignment,
reduction in pay
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Great co-workers are…
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Great co-workers are NOT…
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It’s up to YOU
Have a positive attitude at work
Act like a professional at all times.
Respect your co-workers for their contributions.
Keep your hands to yourself.
Bite your tongue! Think before you speak.
Report inappropriate behaviors to your supervisor.
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How did we do?
Once again, thank you for letting The Performance Group, Inc., be a part of your personal and professional development.
We would like to know what you thought about the program. Please complete this form and return it to your facilitator
before you leave. Thanks again.
Lowest
Highest
Speaker Quality – Chuck Stump
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Program Exercises / Content
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What I enjoyed most about this seminar…
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What information or principles will you apply immediately?
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Additional Comments
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