1. Promoting A Respectful Workplace
With All Due Respect
Promoting A Respectful Workplace
Welcome the group to With All Due Respect Workshop.
Have participants sign in using a workshop sign in form.
Identify participants who are new?
2 Minutes

2. Course Agenda Welcome & Introductions Building Blocks Of Respect
Recognizing Harassment
Stop Workplace Harassment
Behaving In A Respectful Manner
Promoting A Respectful Workplace
Summary/Debrief
Cover the agenda, distribute & explain participant workbooks.
2 Minutes
Table of Contents

3. Course Objectives Familiarize Yourself With Policies & The Law
After Today’s Session, You Will Be Able To…
Familiarize Yourself With Policies & The Law
Recognize The Many Types Of Harassment
Examine Your Role In Preventing Harassment
Understand What Is Expected Of You
Learn Ways To Deal With Harassment
Foster A Respectful Work Environment
Cover the course objectives
Explain to participants that this class will require participation from everyone
2 Minutes
Page #1

4. Pre-Assessment Quiz Let’s Take An Assessment To Check For Knowledge
Please Refer To Your Workbook Page #25
For Introductions, flip chart responses on what they expect to gain from this training.
Move into the pre-assessment to check for knowledge.
Cover the answers at the end of class, or have participants pull the test from their books and correct or change their answers as we continue through class
8 Minutes
Assessment Page #25, Answers Page #26

5. With All Due Respect As You Watch The Video
Take Note Of The Variety Of Different Types Of Harassment
You Will Be Asked To Repeat This Before End of Workshop
Play the Edge Video, With All Due Respect. Be prepared to debrief the video after watching
16 Minutes

6. The Respectful Workplace Appreciating Diversity Accepting Differences
Building Blocks
The Respectful Workplace
Appreciating Diversity
Accepting Differences
Building Blocks of the Respectful Workplace
Page #3
Equality

7. Respectful Workplace
Equality The foundation of a respectful workplace.
Accepting Differences We must learn to accept people who are different from us
Appreciating Diversity We must learn to value people who are different from us
The Respectful Workplace This is a place of mutual respect for all employees
Page #3

8. Harassment In Our Workplace
Have you ever observed disrespectful or harassing behavior?
What did you do about it?
Stop harassment before it starts
What is our policy on harassment?
Who in our organization can help you with this?
Use your company’s harassment policy. Help your participants to familiarize themselves with the company policy. If employees are required to sign a company document, this would be a good place, or wait until the end of the workshop.
Page #4

9. Equal Employment Opportunity
1963
Equal Pay Act
Protects men and women who perform equal work in the same establishment from sex-based wage discrimination
1964
Title VII of the Civil Right Act
Prohibits employment discrimination based on race, color, religion, sex, or national origin
1967
Age Discrimination In Employment Act
Protects individuals who are 40 years of age or older
1973
Sections 501 & 505 of Rehabilitation Act
Prohibits discrimination against qualified individuals with disabilities who work in federal government
1990
Title I & V Americans with Disabilities Act
Prohibits employment discrimination against qualified individuals with disabilities in the private sector
1991
Civil Rights Act
Provides monetary damages in cases of intentional employment discrimination
Brief review of EEOC
Optional
2 Minutes

10. Sexual Harassment Quid Pro Quo Sexual Harassment
A term meaning “this for that”, and refers to sexual harassment involving threats or rewards.
A quid pro quo charge occurs when a tangible employment decision, such as a pay increase, a promotion, or continued employment, is based on some form of unwanted sexual conduct.
This kind of sexual harassment can only be committed by supervisors, managers, or others in authority.
Explain Quid Pro Quo. The key element here is that this type of sexual harassment can only be committee by supervisors, managers or others in authority.
3 Minutes
Page #5

11. Sexual Harassment Sexual Harassment Has Occurred
Unwelcome Sexual Advances, Requests For Sexual Favors, And Other Verbal Or Physical Conduct Of A Sexual Nature.
Sexual Harassment Has Occurred
If One Of The Following Three Criteria Is Met;
Condition Of One’s Employment
Used For Employment Decisions
Creates An Offensive Work Environment
According to the EEOC:
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment, when any one of three criteria is met.
3 Minutes

12. Hostile Work Environment
The most common kind of sexual harassment is called “hostile environment.”
This occurs when a co-worker, supervisor, or anyone else with whom the employee comes into contact with on the job, creates an abusive work environment or interferes with the employee’s work performance because of the victim’s gender.
Spend some time explaining Hostile Work Environment Sexual Harassment.
3 Minutes
Page #5

13. Hostile Work Environment
Exists If The Following Can Be Shown;
Subject to a work environment in which there were sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature
That the conduct was unwelcome
That the conduct was severe or pervasive to alter the conditions of the victim’s employment and create an abusive working environment
Hostile Environment Harassment:
Involves claims that a company (or its employees) either created or condoned an intimidating, hostile, or offensive work environment.
3 Minutes
Page #5

14. Laws Governing Harassment
Title VII Of The Civil Rights Act Of 1964 Prohibits Discrimination Based On;
Race, Color, Religion, Sex Or National Origin.
Other Federal And State Laws Prohibit Further Types Of Discrimination Or Harassment, Such As:
The Age Discrimination In Employment Act Of 1967
The Americans With Disabilities Act Of 1990
Briefly describe the two laws governing harassment
3 Minutes
Page #6

15. Harassment Is… Denigrate: To Belittle The Character Of; Defame.
Verbal Or Physical Conduct That Denigrates Or Shows Hostility Or Aversion Toward An Individual Based On That Person’s:
Race
Color
National origin
Citizenship
Religion
Gender
Marital status
Sexual orientation
Age
Disability
Any other characteristic protected by law
Explain the slide, harassment is
3 Minutes
Page #7
Denigrate: To Belittle The Character Of; Defame.
Aversion: An Intense Dislike.

16. Harassing Conduct Is...
Abusive words or phrases, slurs or negative stereotyping
Threatening, intimidating or hostile acts
Put-down jokes
Written or graphic material that shows hostility or aversion to an individual or group
Explain the slide, Harassing Conduct is…
3 Minutes

17. Whose Responsibility?
Source We need to make certain our actions promote respect & equality
Target If we are the target of disrespectful behavior, we need to let that person know
Observer If we observe it, it is our responsibility to stop it immediately
Person In Authority Any person in authority has a duty to stop harassing behavior
Pages #7 & #8

18. What is Expected Of Us? Behave Respectfully Ourselves
Treat others with respect
Challenge Disrespectful Behavior
Do not participate, stop it
Report Harassment Immediately
Report any incidents to management
Explain the expectations for your employees
Pages #9 & 10

19. Promoting Respect What You Can Do… Set a good example
Be familiar with procedures
Raise the subject with your employees
Let others know when their behavior is offensive
Do not participate in, but stop the behavior
Don’t allow offensive items to be in your area
Don’t place yourself in compromising situations
Never retaliate or allow retaliation
Talk about ways to prevent harassment and tips you could use to help employees with this. Solicit feedback on other ideas from the group
2 Minutes

20. Performance Review What Type Of Sexual Harassment Would This Be?
How Should The Subordinate Respond?
Should She Report The Incident?
Why Or Why Not?
Refer back to the Video, ask the group their response to the situation.
How Should The Subordinate Respond?
Should She Report The Incident?
Why Or Why Not?
3 Minutes Per Clip
Page #13

21. More Than I Want To Know What Is Wrong With Jeff’s Behavior?
What Should Jeff Do Now?
What Should Jan Do If Jeff Does Not Stop His Behavior?
Refer back to the Video, ask the group their response to the situation.
What Should Jeff Do Now?
What Should Jan Do If Jeff Does Not Stop His Behavior?
3 Minutes Per Clip
Page #14

22. The New Guy
Does It Matter What The New Guy’s Sexual Orientation Is When Determining Whether Or Not This IS Harassment?
How Would You Respond To This?
Refer back to the Video, after each Vignette, ask the group their response to the situation.
Does It Matter What The New Guy’s Sexual Orientation Really Is When Determining Whether Or Not This IS Harassment?
How Would You Respond To This?
Minutes Per Clip
Page #15

23. Special Delivery Can Outside Vendors Sexually Harass Employees?
What Should The Receptionist Do In This Situation?
Assume The Receptionist Reports This To Her Supervisor, What Should Her Supervisor Do?
Refer back to the Video, after each Vignette, ask the group their response to the situation.
What Should The Receptionist Do In This Situation?
Assume The Receptionist Reports This To Her Supervisor, What Should Her Supervisor Do?
3 Minutes Per Clip
Page #16

24. Wild Wild Web Are These Men Aware Of The Impact They Have On Others?
What Is Their Impact On Others?
Does Their Intent Matter?
Refer back to the Video, after each Vignette, ask the group their response to the situation.
Are These Men Aware Of The Impact They Have On Others?
What Is Their Impact On Others?
Does Their Intent Matter?
3 Minutes Per Clip
Page #17

25. Believe It Or Not
Do Any Boundaries Exist Between Our Personal Religious Life & Our Work Life?
How About Political Affiliation?
Refer back to the Video, after each Vignette, ask the group their response to the situation.
Do Any Boundaries Exist Between Our Personal Religious Life & Our Work Life?
How About Political Affiliation?
Minutes Per Clip
Page #18

26. Legal Review Of The Laws
Title VII of the Civil Rights Act of 1964
Prohibits discrimination based on race, color, religion, sex, or national origin
Pregnancy Amendments To Title VII
This prohibits discrimination against females who are pregnant or suffering from pregnancy- related conditions.
Civil Rights Act of 1991
Provides monetary damages in cases of intentional employment discrimination
A more in-depth review of the Laws. More detailed information along with the web address to the government sites.
Optional
5 Minutes

27. Legal Review Of The Laws
Age Discrimination In Employment Act of 1967
Prohibits employment discrimination against individuals who are age 40 or older
Americans with Disabilities Act of 1990
Prohibits employment discrimination against qualified individuals with disabilities to employers with 15 or more employees
A more in-depth review of the Laws. More detailed information along with the web address to the government sites.
Optional
5 Minutes

28. Legal Review Of The Laws
Health Insurance Portability and Accountability Act (HIPAA) of 1996
Title I of HIPAA protects health insurance coverage for workers and their families when they change or lose their jobs.
Family Leave Medical Act (FMLA) of 1993
Eligible employees may take up to 12 workweeks of leave during any 12-month period
A more in-depth review of the Laws. More detailed information along with the web address to the government sites.
Optional
5 Minutes

29. Retaliation Is Illegal
An employer may not fire, demote, harass or otherwise "retaliate" against an individual for filing a charge of discrimination, participating in a discrimination proceeding, or otherwise opposing discrimination.
Explain Retaliation, more detailed information in participant workbooks
3 Minutes

31. What Questions Do You Have?
Solicit and respond to any questions the group may have. If you do not have an answer, list question with name of person and or call them with the answer when you have the answer.
Have participants complete course evaluations, stand in the back of the room while participants complete course evaluations and thank them for their participation as they exit the room.