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This presentation explores how to go beyond traditional anti-harassment models, focusing on prevention and empowerment. Topics include diversity and inclusion, bystander intervention, and creating a culture of mutual respect.
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Rethinking Your Approach to Harassment Prevention Presented by:Samuel Lillard and Mathew Parker (614) 221-1425slillard@fisherphillips.com mparker@fisherphillips.com
What should I do? Recognize that the traditional anti-harassment model is not enough Focus on prevention, not just legal compliance Empower employees through training in core areas of: Anti-Harassment (i.e., legal requirements) “The Protocols” Diversity and Inclusion Bystander Intervention Foster a culture of mutual respect
Training Protocols For Managers • Project Aristotle – Effective Teams • As commerce becomes increasingly global and complex, the bulk of modern work is more and more team-based. • Psychological safety: ‘‘A sense of confidence that the team will not embarrass, reject or punish someone for speaking up.”
Training Protocols For Managers • Developing an employee “how can I help you” culture; • Techniques to project empathy or at least the appearance; • Routine steps to handling any employee concern; • Managing the unexpected; • Using the most respectful language possible; and • Random acts of kindness and humor.
The New Normal – Changing the Culture • Employers today have to approach workplace culture from the perspective of creating a professional and respectful environment for all employees. • The EEOC’s focus is now on respectful and professional workplace training. • It means focusing on more than just what NOT to do in the workplace. • Employers need to focus on teaching employees the real elements of a respectful workplace.
What is it? Why do it? WHAT • Train employees develop the awareness to identify problematic situations as well as the skills and courage to intervene when another employee needs help WHY • Proactive bystanders help reduce harassment • Sends owerfulmessages about what is acceptable and expected behavior in our workplaces • Empowers employees by giving them a stake in, and the ability to effect, compliance with the law and culture
Understand Implicit Bias • Attitude or stereotypes that affect our understanding, actions, and decisions in an unconscious manner • Implicit or unconscious bias happens by our brains making incredibly quick judgments and assessments of people and situations without us realizing • Unconscious bias acts as a barrier to equality
Implicit Bias Affect Workplace/Diversity • Recruiting/Hiring • Turn away talented applicants for reasons beside qualifications • Hire someone who reminds you of another person • Performance Review and Feedback • Provide different feedback and evaluations (tough/easy) • Promotions • Promote someone because of everyone else thinks he/she deserves the promotion
Crucial Role of Workplace Culture • Employers play a big role in curbing or permitting harassment • Occurs when it is tolerated– that is, when policies are not enforcedor when incidents are not taken seriously
Prevention via Culture • Create a culture in which all employees are treated as equals and treat one another with mutual respect • HOW do we do it? • Time, Money and Top Down Support • Meaningful Training – equip employees with tools to root out bad behavior • Consider making prevention everyone’s responsibility through bystander empowerment training; implicit bias workshops; basic how to’s of investigating/resolving complaints, etc.
Workplace Culture (Continued) • Revampyour HR policies to encourage civility • Take steps that encourage reporting • Rewards and penalties • Multiple avenues for reporting • Outside vendor for complaints or complaint hotline • Proportionality of consequences • Quarterly anti-harassment check-ins/surveys • Identify risk factorsand employ strategies to reduce risk
Final Questions Presented by:Samuel Lillard and Mathew Parker (614) 221-1425slillard@fisherphillips.com mparker@fisherphillips.com
