1. You Can STOP Harassment
Program 2
The Responsible Leader
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2. Objectives of “You Can STOP Harassment”
To prevent harassment in the workplace by developing a clear understanding of what harassment is and how it impacts people, regardless of the intent.
To explore the responsibility employees share to help maintain an environment free of harassment by…
being aware of behaviors that can offend people
clearly communicating that offensive behavior must stop, and
reporting harassing behavior that they are not able to stop
To understand the role of a supervisor, manager, or human resources manager in addressing harassment in the workplace.
To support an environment where employees respect and value each other as individuals.
To learn skills that help us set boundaries and confront harassing situations.
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3. Questions for Consideration
What does the term “workplace harassment” mean to you? What are some of the ways people might experience harassment at work?
Complete the following sentences:
People who are offended by harassment can help stop the behavior by…
If I observe harassment in the workplace, I can help stop the behavior by…
If a coworker tells me I have offended him/her, I should…
My organization’s policy on harassment is…
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4. Investigating Harassment: True or False?
When an employee complains to you about harassment, you should assure them that their complaint will be investigated promptly and with complete confidentiality.
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5. Investigating Harassment: True or False?
If an employee complains about harassment but begs you to do nothing and requests that you keep it completely confidential, you should respect his/her request.
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6. Investigating Harassment: True or False?
Never write anything down when conducting an investigation of harassment, because it might come back to haunt you.
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7. Investigating Harassment: True or False?
Interview only the witnesses to the harassment that the complaining party has identified.
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8. Investigating Harassment: True or False?
You should ask the alleged harasser to respond to the specific allegations and record his/her comments in writing.
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9. Investigating Harassment: True or False?
The complaining party should always be told what your conclusions were and what corrective action was taken.
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10. Investigating Harassment: True or False?
If you can’t determine whether harassment occurred, your investigation is over and there is not much you can do.
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11. Investigating Harassment: True or False?
To conduct a thorough investigation, all witnesses who are interviewed should be told everything that the complaining party said and everything that the alleged harasser said, so they know what the complaint is all about.
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12. Investigating Harassment: True or False?
Illegal harassment should always result in the termination of the harasser.
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13. Investigating Harassment: True or False?
You should make every effort to make all parties comfortable with the process, including the alleged harasser.
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14. Management’s Responsibilities
Model appropriate behavior – the manager must treat employees with respect if s/he expects the employees to treat each other with respect.
Communication about harassment policies - ensure that employees are clear on organizational values and policies on harassment by talking about it regularly.
Enforce the Anti-Harassment Policy – respond quickly and seriously to complaints and take corrective action if harassment is observed.
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15. Giving Feedback Respectfully The VENT Acronym
V = Verbalize the behavior that you find offensive
E = Explain how the behavior makes you feel using “I” statements
N = Notify the offender(s) of the new behavior you want or what you would like done
T = Tell them what you will do if the behavior continues
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16. What You Need to Know About Workplace Harassment
Harassment is a form of discrimination where a person is subjected to threatening, intimidating, embarrassing, or other offensive behavior because of his/her gender, race, ethnicity, religion, age, disability or some other distinguishing characteristic.
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17. What You Need to Know About Workplace Harassment
Harassment usually occurs when there is a disparity of power between the harasser and the target of his/her behavior.
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18. What You Need to Know About Workplace Harassment
Harassment is not always intentional, and doesn’t have to be intentional to be illegal.
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19. What You Need to Know About Workplace Harassment
Men can harass men, women can harass women, women can harass men and men can harass women. It’s the behavior that counts – not the gender of the participants.
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20. What You Need to Know About Workplace Harassment
A person can feel harassed even if he or she is not the intended target of the behavior.
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21. What You Need to Know About Workplace Harassment
While not all harassing behavior meets the standard of illegal conduct, any workplace harassment is inappropriate and should not be tolerated.
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22. What You Need to Know About Workplace Harassment
If you feel harassed at work or you are aware of incidents of workplace harassment, you have a right and a responsibility to confront the harasser if you feel safe doing so, or to report the harassment to a manager or an appropriate human resources person.
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23. What You Need to Know About Workplace Harassment
If you report an incident of harassment, the organization will conduct a fair, discreet investigation and appropriate corrective action will be taken.
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24. What You Need to Know About Workplace Harassment
It is illegal to retaliate in any way against an employee for complaining about or reporting workplace harassment.
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25. What You Need to Know About Workplace Harassment
There is no room for harassment of any kind in a workplace where people value and respect each other. Harassment is the opposite of respectful workplace behavior. You have the right to work in an environment that is free of harassment.
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26. You Can STOP Harassment
Thank you for your participation!
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