4/00/31511251 © 2000 Business & Legal Reports, Inc. BLR’s Human Resources Training Presentations Why Is Talking About Diversity Important?

Slides:



Advertisements
Similar presentations
Everything You Ever Wanted to Know About Sexual Harassment
Advertisements

Sexual Harassment Training Presented by Northeast Montana Job Service - Montana Dept. of Labor and Industry.
The EEOC and Trends for Working Women: Current and Emerging Issues 2007 National Equal Opportunity Professional Development Forum Edana E. Lewis, Esq.
Objectives Describe behaviors indicative of bullying at work Explain the two types of harassment Establish a barometer for humor at work Identify the.
Equal Opportunity and the Law Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
04/07/ © Business & Legal Reports, Inc. BLR’s Human Resources Training Presentations Sexual Harassment: What Is and Isn’t Acceptable: Part II.
Chapter Implementing Equal Employment Opportunity 3.
Equal Employment Opportunity 1964–1991
3-1 Copyright ©2010 Pearson Education, Inc. publishing as Prentice Hall Understanding Equal Opportunity and The Legal Environment Chapter 3.
Wrongful Termination and Employment Discrimination OBE 118 Fall 2004 Professor McKinsey Illegal discrimination in the firing, firing, promoting of employees.
Wrongful Termination and Employment Discrimination OBE 118 Fall 2004 Professor McKinsey Illegal discrimination in the firing, firing, promoting of employees.
Major EEO Laws (1960s- 1970s) Major EEO Laws (1990s- Current) TERMS The Legal Environment TERMS The Legal Environment and Sexual Harassment TERMS The.
Employment Discrimination Copyright © Jeffrey Pittman.
Workplace Harassment What Supervisors Need to Know.
Workplace Harassment What Employees Need to Know.
What Supervisors Need to Know. Session Objectives  You will be able to:  Recognize illegal discrimination and workplace harassment  Differentiate between.
Sexual Harassment What Employees Need to Know. © Business & Legal Reports, Inc Session Objectives You will be able to: Recognize sexual harassment.
Managing Human Resources, 12e, by Bohlander/Snell/Sherman. © 2001 South-Western/Thomson Learning 2-1.
Sexual Harassment What Employees Need to Know. © Business & Legal Reports, Inc Session Objectives You will be able to: Recognize sexual harassment.
California Sexual Harassment Prevention Training for Supervisors and Managers 1 Preventing, Identifying & Correcting Harassment in the Workplace Poker.
Human Resource Management, 8th Edition
Chapter 41 Employment Discrimination
Chapter 18-1 Chapter 18 BUSINESS & SOCIETY Ethics and Stakeholder Management Carroll & Buchholtz 6e Business and Society: Ethics and Stakeholder Management,
4/00/ © 2000 Business & Legal Reports, Inc. BLR’s Human Resources Training Presentations Sexual Harassment: What Is and Isn’t Acceptable: Part.
Sexual Harassment What Supervisors Need to Know. © Business & Legal Reports, Inc Session Objectives You will be able to: Understand legal and policy.
Providing Equal Employment Opportunity and a Safe Workplace
Copyright © 2008 by West Legal Studies in Business A Division of Thomson Learning Chapter 40 Equal Employment Opportunity Law Twomey Jennings Anderson’s.
International Business Part IV BCS-BE-8: The student analyzes how international business impacts business.
It’s fairly straightforward: * sexual harassment can cause emotional damage * ruin personal lives * end careers. * It can also cost money; lots of money..
Equal Employment Opportunity. Dimensions of Diversity Religious beliefs Parental Status Marital Status Work Background Geographic Location Military experience.
Comprehensive Volume, 18 th Edition Chapter 42: Equal Employment Opportunity Law.
What is the Concept of Unjustified Discrimination?
04/07/ © Business & Legal Reports, Inc. BLR’s Human Resources Training Presentations Sexual Harassment: What Is and Isn’t Acceptable: Part I.
* Steve Tullock 8 th December 2011 The Equality Act 2010 What changes?
Sexual Harassment What Supervisors Need to Know. © Business & Legal Reports, Inc Session Objectives You will be able to: Understand legal and policy.
Chapter 6Administrative Office Management, 13th Ed1 ADMINISTRATIVE OFFICE MANAGEMENT Chapter 6 Staffing Practices: Employment Laws and Job Analysis.
Chapter 19 Equal Opportunity in Employment. Copyright © 2010 Pearson Education, Inc. Publishing as Prentice Hall.19-2 Title VII of the Civil Rights Act.
The Game Federal Law Harassment and Discrimination.
Chapter 24 Student Presentation. When is Discrimination Illegal? ●Discrimination: The unorthodox treatment of employees is recognized as illegal when.
4/00/ © 2000 Business & Legal Reports, Inc. BLR’s Human Resources Training Presentations The Americans with Disabilities Act (ADA): Part II.
Discrimination in Employment Chapter 23. Employment Discrimination Treating individuals differently based on differences Treating individuals differently.
2 Equal Opportunity and the Law 2 Copyright © 2015 Pearson Education, Inc. 2-1.
© BLR ® —Business & Legal Resources 1501 Diversity Legal Basics for Supervisors.
EQUAL EMPLOYMENT notes. Equal Employment Title VII Pregnancy Discrimination Act FMLAADAADEAEqual Pay Act.
Managing Strategic Human Resources Today Copyright © 2013 Pearson Education, Inc. Publishing as Prentice Hall
4/00/ © 2000 Business & Legal Reports, Inc. BLR’s Human Resources Training Presentations Sexual Harassment: What Is and Isn’t Acceptable: Part.
29.1 b a c kn e x t h o m e Chapter 29 Objectives List the bases in federal law upon which an employer may not discriminate against employees. Explain.
Equal Employment Opportunity Concepts Equal Employment Opportunity (EEO) Blind to differences Affirmative Action Discrimination Protected Class.
1 Chapter 13 Equal Opportunity in the Workplace What is Diversity? Offices of Equal Opportunity and Diversity Equal Opportunity Laws Developing Cross-Cultural.
Chapter 41 Equal Employment Opportunity Law Twomey, Business Law and the Regulatory Environment (14th Ed.)
Laws Regulating Employment Discrimination Laws Regulating Employment Discrimination Section 21.2.
THE LEGAL ENVIRONMENT TODAY, 8E ROGER LEROY MILLER / FRANK B. CROSS © 2016 Cengage Learning. All Rights Reserved. May not be copied, scanned, or duplicated,
Copyright © 2016 Pearson Education, Inc Chapter 2 Managing Equal Opportunity and Diversity 2-2 Copyright © 2016 Pearson Education, Inc.
© 2004 West Legal Studies in Business A Division of Thomson Learning BUSINESS LAW Twomey Jennings 1 st Ed. Twomey & Jennings BUSINESS LAW Chapter 38 Equal.
McGraw-Hill/Irwin Copyright © 2012 by The McGraw-Hill Companies, Inc. All rights reserved.
Equality and diversity training programme This programme is aimed at providing employers and employers with an insight on E&D legislation Andrew Wight.
0 Defining Discrimination and Harassment Dorothy Jones UAW International Representative Dan Fairbanks UAW International Representative 1.
Chapter 13 Employment Discrimination Copyright © 2015 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the prior written.
Chapter 17 Equal Employment Opportunities.
Discrimination In Employment
Chapter 17 Equal Employment Opportunities.
Chapter 2 Summary Slides
Read to Learn Identify ways in which cultural diversity has an impact on business.
Chapter 24 Discrimination in Employment
Human Resource Management, 8th Edition
Section 21.2.
Chapter 40 EQUAL EMPLOYMENT OPPORTUNITY LAW
Complaint Process Alleged discriminatory act Internal investigation
Chapter 18: Employment Discrimination
Presentation transcript:

4/00/ © 2000 Business & Legal Reports, Inc. BLR’s Human Resources Training Presentations Why Is Talking About Diversity Important?

4/00/ © 2000 Business & Legal Reports, Inc. Goals Understand what diversity is Understand what diversity isn’t Know why it is important to talk about diversity Find out about the legal requirements that drive diversity Recognize who can commit harassment and who can experience it Know when an employer is liable Understand the important part your company policy plays

4/00/ © 2000 Business & Legal Reports, Inc. What Is Diversity? Recognition Appreciation and Appropriate response to individual differences in the workplace

4/00/ © 2000 Business & Legal Reports, Inc. What Isn’t Diversity? Affirmative Action Sensitivity training or awareness Total assimilation

4/00/ © 2000 Business & Legal Reports, Inc. Why Is Talking About Diversity Important? The “changing face” of the nation Overcoming socialization The impact on the bottom line Legal regulations and ramifications Company policy objectives

4/00/ © 2000 Business & Legal Reports, Inc. Why Is Talking About Diversity Important? (cont.) The “changing face” of the nation – U.S. census statistics – Reflections and issues in the American workforce

4/00/ © 2000 Business & Legal Reports, Inc. Why Is Talking About Diversity Important? (cont.) Overcoming socialization Talk and think about diversity

4/00/ © 2000 Business & Legal Reports, Inc. Why Is Talking About Diversity Important? (cont.) The impact on the bottom line Listening and reacting to the market Employee morale

4/00/ © 2000 Business & Legal Reports, Inc. Why Is Talking About Diversity Important? (cont.) Legal regulation Jeopardizing the bottom line – EEOC complaints are on the rise – EEOC record settlements

4/00/ © 2000 Business & Legal Reports, Inc. Why Is Talking About Diversity Important? (cont.) Company policy objectives – Our commitment to dignity and respect in the workplace – Building morale – Improving the bottom line

4/00/ © 2000 Business & Legal Reports, Inc. The Legal Requirements That Drive Diversity Equal Employment Opportunity Laws – Title VII – The Age Discrimination in Employment Act (ADEA) – The Americans with Disabilities Act (ADA)

4/00/ © 2000 Business & Legal Reports, Inc. The Legal Requirements That Drive Diversity (cont.) Additional prohibitions against harassment – The Equal Pay Act – Harassment can be based on more than sex – Hostile work environment

4/00/ © 2000 Business & Legal Reports, Inc. Who Can Commit Harassment? Supervisors Subordinates Co-workers Clients/customers

4/00/ © 2000 Business & Legal Reports, Inc. Who Can Experience Harassment? Direct targets Bystanders/witnesses

4/00/ © 2000 Business & Legal Reports, Inc. When Is an Employer Liable? Supervisors versus Non-supervisors

4/00/ © 2000 Business & Legal Reports, Inc. What Isn’t Harassment? The “reasonable person” Single, stray remarks Teasing

4/00/ © 2000 Business & Legal Reports, Inc. Company Policy Objectives Provide a uniform statement of expectations Promote an open-door policy Protect employee rights Promote compliance and prevention = A respectful and dignified work environment

4/00/ © 2000 Business & Legal Reports, Inc. Summary “Do You Think These Bolts Might Be Extra?”

4/00/ © 2000 Business & Legal Reports, Inc. Quiz 1. Diversity can encompass less obvious, individual differences. True or False 2. The goal of diversity is to erase individual differences from our minds, workplace, or society. True or False 3. List three ways diversity can impact the bottom line: 4. A bona fide occupational qualification (BFOQ) means: 5. The Age Discrimination in Employment Act of 1967 (ADEA) protects individuals age 40 and over. True or False

4/00/ © 2000 Business & Legal Reports, Inc. Quiz (cont.) 6. A hostile work environment doesn’t include such things as cartoons and threats. True or False 7. Only someone who works internally can commit harassment against an employee. True or False 8. Someone who witnesses harassment may be protected by the law. True or False

4/00/ © 2000 Business & Legal Reports, Inc. Quiz (cont.) 9. List two tangible employment actions that a supervisor may take against an harassed employee that will make the employer automatically liable: 10.Occasional teasing that is not severe or pervasive generally is not considered harassment. True or False

4/00/ © 2000 Business & Legal Reports, Inc. Quiz Answers 1. True. Diversity can encompass individual differences, such as social style, political beliefs, and mode of dress. 2. False. Diversity is not total assimilation. Its goal is to enhance individual differences so that respect and dignity in the workplace are achieved. 3. By improving employee morale, by developing and servicing your organization’s products for a diverse marketplace, and by avoiding costly lawsuits.

4/00/ © 2000 Business & Legal Reports, Inc. Quiz Answers (cont.) 4. A bona fide occupational qualification means that a particular characteristic (religion, sex, or national origin) is absolutely necessary in order to perform the job. 5. True. The Age Discrimination in Employment Act of 1967 generally prohibits employers with 20 or more employees from discrimination in employment based on age. Individuals age 40 and over are protected by the ADEA. 6. False. A hostile work environment may in fact include cartoons and threats.

4/00/ © 2000 Business & Legal Reports, Inc. Quiz Answers (cont.) 7. False. A client or customer of an employer can also commit harassment against the employer’s employees. 8. True. Witnesses of unlawful acts of harassment may also be victims of harassment. 9. Tangible employment actions include: denial of employment or promotion, a reassignment with significantly different responsibilities, and a demotion. 10.True. Occasional teasing generally will not result in a finding of unlawful harassment.