Download - Harassment Prevention the RIGHT
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Harassment Prevention the RIGHT Way: Compliance Ain’t It Folks
Catherine Mattice ZundelMA, SPHR, SHRM-SCP
Civility Partners
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For Reals
75% of people who feel harassed at work have never reported it.
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Retaliation, and...Pressure to talk logically
Bystander effect
Experience with HR or managers
Organizational Culture
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Allowing legal behaviors, such as incivility and bullying, discourages people from
speaking up when harassment happens.
It sends the message that retaliation is a real possibility.
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A workplace that promotes respect and civility, however, encourages people to
speak up or report harassment, for themselves or others.
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What’s the Difference?
Incivility
Conflict
Bullying
Harassment
Discrimination
Mobbing
Hazing
Violence
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Incivility and Unprofessionalism Bullying Violence
Discrimination & Harassment
Mobbing & Hazing
Conflict
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Abuse of powerRepeated
Intent IrrelevantRuins Lives
Illegal
Harassment Bullying
Abuse of powerRepeated
Intent IrrelevantRuins Lives
Legal
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SHRM 2018 I Together Forward. Harassment Prevention Done Right:
How to Create a Culture That Prevents Harassment 10
Perpetrator
Target
OrganizationalMembers
(Reinforcers)
OrganizationalNorms,
Stressors & Culture
Support Support
DamageDamage
Power Imbalance
DamageDamage
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SHRM 2018 I Together Forward. Harassment Prevention Done Right:
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You send the message you don’t care.People will not come forward.You are at risk for litigation.Turnover goes up and productivity goes down.
If you allow negative behaviors to thrive...
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SHRM 2018 I Together Forward. Harassment Prevention Done Right:
How to Create a Culture That Prevents Harassment 12
Policy TrainingCulture
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SHRM 2018 I Together Forward. Harassment Prevention Done Right:
How to Create a Culture That Prevents Harassment 13
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SHRM 2018 I Together Forward. Harassment Prevention Done Right:
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1. What is sexual harassment?2. Why is it important to prevent sexual harassment in our
workplace?3. Sexual Harassment Judgements4. Retaliation5. Our policy and procedure on sexual harassment6. Your responsibilities as supervisors
Agenda
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SHRM 2018 I Together Forward. Harassment Prevention Done Right:
How to Create a Culture That Prevents Harassment 15
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SHRM 2018 I Together Forward. Harassment Prevention Done Right:
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“With a healthy workplace culture, when harassment is observed or experienced, the
community takes over and shuts it down collectively, with a message that this behavior will
not be tolerated here, by anyone at any level.”
Johnny C. Taylor, SHRM CEO
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SHRM 2018 I Together Forward. Harassment Prevention Done Right:
How to Create a Culture That Prevents Harassment 17
Policies & Procedures
Leadership
Culture
Behavior
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01Adjust Your Training
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SHRM 2018 I Together Forward.
Training
Positive Behaviors
Bystander Responsibilities
Accountability
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Create a see something, say something culture
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SHRM 2018 I Together Forward.
EveryoneCommunication
SkillsLeadership
CollaborationUpstander
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RespectGiving FeedbackPositive CultureAssertiveness
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SHRM 2018 I Together Forward.
Leaders & ManagersSetting Expectations
Managing Incivility -> Bullying
Coaching Behavior and Performance
Creating a Positive Workplace Culture
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02Do a Climate Assessment
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SHRM 2018 I Together Forward.
Ignorance is not bliss
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SHRM 2018 I Together Forward.
Example statements to rate:I would talk to my co-worker if I felt he or she did something inappropriate.
I would feel comfortable reporting harassment to my manager.
This is a positive workplace.
(Also conduct interviews using an outside consultant.)
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SHRM 2018 I Together Forward.
Then make a business case with the results
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03Hold Managers Accountable to Positive Climate Survey Scores
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SHRM 2018 I Together Forward.
Train and require managers to create team action items.
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SHRM 2018 I Together Forward.
● Have constant conversations around core values as a group
● Talk about core values in one-on-one’s● Manage “by walking around”● Discuss topics like professionalism, meeting
ground rules, etc
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04Regularly Reward Exemplary Behavior
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SHRM 2018 I Together Forward.
Easy Ideas● Post comments on social media● Create a wall of success● Show off behavior at a staff meeting● Offer silly prize to pass around
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05Actively Create Equity
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SHRM 2018 I Together Forward.
Remember, harassment is a form of discrimination
Audit Pay, Diversity, Recruiting…
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06Bring Your Core Values to Life
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SHRM 2018 I Together Forward.
Core Values● Require and empower employees to live by
them ● Turn them into core competencies● Add them to the org’s strategic plan
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07Address all Negative Behavior,
Even Legal Behavior
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SHRM 2018 I Together Forward.
Early Intervention Prevents Future Damage.
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Bad behavior is a performance problem. Period.
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SHRM 2018 I Together Forward.
HR’s Job
● Make them see● Make them care● Get them help
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IntentionalFully Aware of Damage
Cannot Change
Assumptions RealityUnintentionalFully UNawareCan Change
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SHRM 2018 I Together Forward.
Make Them See“We’ve had a steady stream of complaints from coworkers about their experiences
interacting with you - we don’t see this with other managers. This is not acceptable and
cannot continue. We need to see you turn this around.”
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SHRM 2018 I Together Forward.
Make Them See“I’m not going not going to engage in a ‘fact
battle’ with you. I wasn’t there.
But there is one fact - your behavior is seen as too abrasive, and that one particular fact has
to change.”
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SHRM 2018 I Together Forward.
Make Them Care
“You must change in the following ways...
Failure to do so will result in…”
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SHRM 2018 I Together Forward.
Get Them Help
Internal mentoring
Specialized coaching
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Threat Anxiety Defense
Fight
FlightWorking Through
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SHRM 2018 I Together Forward.
First FeedbackIntimidates
Poor Emotional Control
Dominates in Conflict
Publicly Humiliates
Aggressive
My Way or the Highway
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Approachable
Controls Emotions
Collaborative
More Positive
Calmer
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Second Feedback
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08Implement a Healthy Workplace Policy,
and Show Zero Tolerance for Bad Behavior
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SHRM 2018 I Together Forward.
Get Policy Buy In
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Ask EmployeesHow would you like to be treated by your peers and managers?
Include their answer in your policy
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09Offer Many Different
Channels for Complaints
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10Commit to Being an Example
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SHRM 2018 I Together Forward.
Addressing Negative Behavior is a Triple Win
1. The negative person is more effective
2. People are less anxious and more productive
3. Organization is better protected from liability (and you
can sleep at night)
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A CULTURE OF RESPECT IS YOUR
BEST DEFENSE AGAINST
HARASSMENT
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NO MORE EXCUSES. YOU
OWE IT TO YOUR EMPLOYEES.
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Catherine Mattice ZundelMA, SPHR, SHRM-SCP
www.CivilityPartners.com
[email protected] me for:- 30 ways to live core values- Harassment training checklist