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Managing Diversity

Meeting the Challenge of Change

This workshop engages participants to identify and examine values, perceptions and behaviors that influence interactions and decision making. The attendee's goal is to become aware, empowered and willing to commit to actions - no matter how small--that contribute to a healthy and productive environment.

Objectives
  • Define diversity and gain self-awareness, skill and sensitivity to manage a diverse workforce.
  • Understand the framework of prejudice.
  • Explore bias, values and assumptions.
  • Discuss the latest judicial interpretations of sexual harassment and disability discrimination.

Sexual Harassment Prevention for Non-Supervisors

Sexual Harassment is not a new phenomenon. It can occur in a wide variety of circumstances and encompass many variables. Today, the cost of sexual harassment is high. At the end of this course, attendees will know how to recognize potential sexual harassing behaviors. They will understand its impact on the workforce and productivity and learn their responsibilities, liabilities and rights as VICTIMS, observers and alleged harassers.

Objectives
  • Define the criteria for unlawful behavior to include physical, verbal, non-verbal, visual and threatening behavior.
  • Recognize symptoms and causes of sexual harassment and the rights and responsibilities of employees in the workplace.
  • Understand the impact sexually harassing behavior has on the victim, harasser, employer organization and co-workers.
  • Discuss the potential for liability of the employer and personal liability of co-workers.
  • Identify proactive and reactive measures dealing with sexual harassment.

Sexual Harassment: Spot it and Stop it

A Course for Supervisors and Managers

Ultimate responsibility for enforcing the laws prohibiting sexual harassment in the workplace rests with the supervisors and managers of the employer organization. The circumstances that may create a claim of sexual harassment may be as diverse as the number of employees in the workforce. If a supervisor or manager fails to address or mishandles a claim of sexual harassment, it may results in devastating fiscal costs and irreparable harm to employee morale. At the end of this course, attendees will know how to recognize potential sexual harassing behaviors. They will understand its impact on the workforce and productivity and they will know how to effectively discharge their responsibilities when faced with an issue of sexual harassment.

Objectives
  • Define the criteria for unlawful behavior to include physical, verbal, non verbal, visual and threatening behavior.
  • Recognize symptoms and causes of sexual harassment and the rights and the responsibilities of managers, supervisors and employees in the workplace.
  • Understand the impact sexually harassing behavior has on the victim, harasser, employer organization and co-workers.
  • Understand what to do if an employee complains or if the supervisor or manager sees sexually harassing behavior.
  • Discuss the potential for liability of the employer and personal liability of co-workers, supervisors and managers.
  • Identify proactive and reactive measures dealing with sexual harassment.

The Sexual Harassment Inquiry:

Getting it right the first time

Sexual harassment complaints involve sensitive and complex issues. A prompt and effective inquiry into allegations is critical; not only to avoid liability and prevent future harassing behavior, but also to lay the groundwork for successful resolution.

Objectives:
  • Provide practical techniques to conduct a thorough and fair sexual harassment inquiry.
  • Learn what is necessary to effectively interview the complainant, the alleged harasser and relevant witnesses.
  • Identify appropriate issues and information needed to assess credibility of witnesses, validity of allegations and degree of harm resulting from the complained of behavior.
  • Discuss the basic elements for analyzing and documenting the information.

Recognizing Discrimination

Recent court decisions and significant changes in regulations affect the discrimination complaint process, affirmative action programs and collective bargaining. The focus of this course is to understand when discrimination is unlawful; what constitutes managementís rights, responsibilities and liabilities; and, the most current interpretations of civil rights laws and regulations.

Objectives:
  • Understand the laws, regulations and recent court decisions.
  • Gain a clear understanding of a supervisorís roles and responsibilities regarding discriminatory policies, practices and allegations.
  • Learn the requirements of responding to complaints of discrimination.
  • Discuss methods of preventing an offensive or hostile work environment.
  • Practice skills as a constructive participant in an Alternative Dispute Resolution (ADR) process.

The Changing Role of the EEO Counselor

Equal Employment Opportunity (EEO) Counselors are more than information gatherers. They must be competent in Title VII analysis, possess skills in alternative dispute resolution, understand the entire EEO appeals process and be knowledgeable in recent case law. This is an advanced course.

Objectives:
  • To provide attendees with technical and practical principles for conducting a thorough fact-finding and counseling.
  • To ensure that reports reflect sufficient Title VII analysis information, i.e., burden of proof, prima facie standard and relevant evidence to accept or dismiss a formal discrimination complaint.
  • To provide an overview of the changes to 29 CFR 1614 and the counselorís role under the new regulations along with recent developments in Federal sector EEO case law.

Investigating Discrimination Complaints:
Advanced Course

A thorough, expedient and fair investigation is critical in todayís environment of "immediate and appropriate" action in response to allegations of discrimination and as a defense against employer liability. This course will challenge the experienced investigator to sharpen and update skills and knowledge required to provide management with relevant and adequate information to determine if a law or policy has been violated.

Objectives:
  • Detailed overview of regulatory changes, guidance and court decisions.
  • Review of theories of discrimination and burdens of proof.
  • Focus on identifying relevant information and reaching reasonable conclusions.
  • Add the element of resolution - an investigatorís primer to mediating.
  • Outlining evidence for the report.
 
 

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