Sexual Harassment in the Workplace

RESPECT

Before acting, consider the impact of your words and actions on others. Create an inclusive work environment.  Only by recognizing and respecting individual differences and qualities can Steps fully realize its potential. Self-monitor the respect that you display in all areas of your communications, including verbal, body language, and listening..

Understand your triggers or “hot buttons Understand your triggers or “hot buttons.”  Knowing what makes you angry and frustrated enables you to manage your reactions and respond in a more appropriate manner. Take responsibility for your actions and practice self- restraint and anger management skills in responding to potential conflicts. Adopt a positive and solution-driven approach in resolving conflicts.

Rely on facts rather than assumptions Rely on facts rather than assumptions.  Gather relevant facts, especially before acting on assumptions that can damage relationships. View today’s difficult situations from a broader (big picture) and more realistic perspective by considering what they mean in the overall scheme of things.

Sexual Harassment in the Workplace

Objectives At the close of this presentation, you will be able to: 1) Explain what Sexual Harassment is. 2) State why it is important to prevent all forms of harassment in our workplace. 3) Know the procedures for reporting incidents of harassment. 4) Know the meaning of Bystander Intervention. 5) Understand your responsibilities under the company policy.

STEPS is committed to a discrimination and harassment free work environment. All employees are expected to conduct themselves in a professional and respectful manner and not engage in harassing behavior.

What is Sexual Harassment? By Legal Definition, Workplace Sexual Harassment is: “unwelcome verbal, visual, or physical conduct of a sexual nature that is severe or pervasive and affects working conditions or creates a hostile work environment”. This covers a wide spectrum of behavior, however it is usually broken down into four categories: 1) Verbal/Written 2) Physical 3) Non-Verbal 4) Visual

Following are examples Workplace Sexual Harassment: Verbal or Written: This can include inappropriate sexual comments about clothing, personal behavior or a person’s body; Telling sexual or sex-based inappropriate jokes; Sending unwanted suggestive letters, notes or e-mails; Requesting sexual favors, making sexual innuendos or repeatedly asking someone out; Telling lewd jokes or sharing sexual anecdotes; Inquiring about someone’s sexual history or sexual orientation; Making derogatory remarks about a person’s sexual orientation or gender identity.

Physical Blocking a person’s physical movement; Inappropriate and unwanted touching of a person and or their clothing; Purposefully brushing up against another person. Non-Verbal Leering at a person’s body up and down; Whistling or staring in a sexually suggestive or offensive manner; Offensive gestures or facial expressions of a sexual nature; Making inappropriate sexual gestures.

Visual Posters, drawings, pictures or screensavers that are sexual in nature; Sharing sexually inappropriate images or videos, such as pornography, with co-workers; These are just a few examples of workplace sexual harassment and what type of behavior constitutes each category. There is a whole array of other types of behavior that may fall into the spectrum of workplace sexual harassment as well.

Two forms of sexual harassment: 1) Quid Pro Quo (Latin for “this for that” or “something for something”) 2) Hostile Work Environment

Hostile Work Environment Quid Pro Quo Sexual harassment in which the satisfaction of demands of a sexual nature is made the condition of job benefits or continued employment or is used as the basis for other employment decisions regarding the individual. Hostile Work Environment Speech, conduct or visual objects that are severe and/or pervasive enough to create an abusive or hostile work environment.

I. TEACHER’S RESPONSIBILITIES * It is the teacher’s responsibility to maintain relationships with Students, Assistants, Work Study Students and Faculty on a professional basis. * The teacher’s behavior shall always reflect that the teacher is aware that he/she is considered an example to Students, Assistants and Work Study Students.

II. TEACHER’S RESPONSIBILITIES * The Teacher-Student relationship involves a power of imbalance. Therefore, the teacher shall not engage in harassment, abusive words or actions.  * Steps recognizes that a higher standard of personal behavior is expected of a teacher because it is perceived the teacher is an example of high integrity.  

III. TEACHER’S RESPONSIBILITIES * The personal behavior of a teacher shall be legal, ethical and moral; and appropriate assistance shall be sought by the teacher for personal problems and conflicts, which may affect the teacher’s and/or Steps public image.  

Who can be involved in sexual harassment? Those who commit – all levels of administrative staff and faculty, students, vendors, members of the same sex. Those who are targeted – victims, bystanders and, in some cases, witnesses who are affected by the harassment.

Why is it important to prevent sexual harassment in our workplace? Sexual harassment harms everyone. The most important part of the values at STEPS is to ensure that all employees are treated with respect and dignity.

If stopping Harassment in the Workplace is not important to you, ask yourself the following questions: How would I feel if my spouse, child, parent or any other loved one came to me one day, in tears and frightened about being harassed at work? What advice would I give them? How would I feel if company management did nothing to stop the harassment?

The DHR info will be available at the end of this presentation. REPORTING Any employee believing they have been subjected to discrimination, workplace harassment or sexual harassment should report that behavior to their Manager, the Managing Director or Artistic Director. Please note that any of the above mentioned individuals should be notified within 48 hours of all expected cases and/or complaints of any type of workplace harassment. You may notify any of the above in person, via telephone; e-mail or in writing on the Complaint Form. You may also contact the NYS Division of Human Rights at: Phone: 888-392-3644 Web: www.dhr.ny.gov/complaint The DHR info will be available at the end of this presentation.

Reporting (Continued) Once a complaint of discrimination, workplace harassment or sexual harassment is made, the company must promptly investigate the complaint. All complaints are taken seriously and are confidential to the extent possible. Employees are expected to cooperate with an investigation and keep information regarding the investigation confidential.

Reporting (Continued) The complainant and the accused will be notified individually when an investigation is concluded. They will be told if any part of the complaint is substantiated and, what action(s), if any, the company is taking to remedy the situation. Employees engaging in conduct in violation of the Company Anti-Harassment Policy will be subject to disciplinary action, up to and including dismissal. Managers and faculty that knowingly allow sexual harassment to happen will also be subject to such disciplinary action.

BYSTANDER INTERVENTION The Three “D’s” 1) DIRECT Intervene in the moment to prevent something from happening. 2) DISTRACT Interrupt the situation without directly confronting anyone. 3) DELEGATE Get help from someone that is better equipped to handle the situation.

Your Responsibilities… Know and comply with the procedures covered in this Presentation. Report incidents that you experience directly or witness Cooperate with investigations Always behave in a respectful and professional manner

Coverage Summary Legal definition of HARASSMENT Quid Pro QuO & Hostile Environment REPORTING Bystander Intervention Your Responsibilities

Thank you! Steps is committed to a discrimination and harassment free work environment.