Anti Harassment in the Workplace

 In Anti-Bullying, Harassment

Anti Harassment Training for Your Workplace

Every employee has the right of a harassment-free workplace. It is the employer’s responsibility to make that happen. Employees must be educated about their role in eliminating harassment at work.

The #MeToo movement poses unique challenges for general counsel and human resources managers, as well as boards that are becoming more aware of the reputational damage workplace complaints can cause. How can workplace harassment be prevented?

This training will highlight protected characteristics in antiharassment training. It is intended to improve workplace harassment prevention for lesbian, gay and bisexual (LGBT) employees. Employers should ensure compliance. Training on complex and controversial topics can prove difficult. Talks about gender expression and variations or complicated gender transitions might get lost in the presentation. Supervisors should be able to identify the different types of nonconforming and beyond-binary gender identities. The trainers should ensure that the training is on-track and they spend enough time discussing the other aspects of the company’s harassment prevention program. This includes the reporting, investigation and non-retaliation practices and policies. Employers can take steps to ensure compliance with all laws and still cover the necessary topics and characteristics.

Harassment, bullying, discrimination and retaliation can have a negative impact on an organisation’s culture. They also expose workplaces to serious consequences, including huge personal costs for the people involved.

Harassment Bullying Training Sydney Brisbane Melbourne Perth Adelaide Canberra Geelong ParramattaGender Based Terminology

Gender identity is the internal understanding and identification of a person with their gender. It can include male, female or a combination of both.

Gender expression refers to a person’s appearance or behavior that is gender-related. It’s how people present their gender to the outside world.

“Transgender” refers to “a general term that describes a person whose gender identity is different from the person’s assigned sex at birth.” The differences in gender, gender, gender identity and gender expression are all considered separate. A person can have (a), the sex of male which was assigned at birth; (b) the female gender identity and (c) the masculine gender expression with variations such as butch, femme or genderqueer. Transgender people “may or not have a different gender expression from the social expectations for sex at birth.” A separate, distinct aspect of the same person’s personality is their sexual orientation. As an example, one could have the assigned sex of male, female, and masculine at birth; or, an orientation of gay, lesbian,, or heterosexual. You can also change your gender, gender identity and gender expression throughout your life.

Within your organisation you may find incorrect references or harassment in this area. Learn more from our Gender Based Harassment Training course. Call us today.

Who is Liable?

Harassment by a supervisor results in a hostile work environment, termination, failure or promotion, and loss of wages. The employer is automatically responsible. The employer cannot avoid liability if the harassment by a supervisor results in a hostile working environment. This is only if the employer can show that it tried reasonably to prevent the harassment and then promptly corrected it.

If the employer knew or should have known of harassment, it will be held liable by the non-supervisory employees and non-employees under its control (e.g. independent contractors or customers on premises), and did not take prompt and appropriate corrective actions.

The law examines all evidence to determine if harassment allegations have been made. This includes the circumstances in which the incidents took place and the nature of the conduct. Each case is unique and the law will determine whether harassment is serious or widespread enough to make it illegal.

What’s Included in the Training

  1. Explain why the law and company policies require employees to be treated equally.
  2. Explain that the primary criteria for evaluating employees should be work performance.
  3. Explain to supervisors that they must comply with these policies.
  4. Guidance for Promoting Respectful Workplaces

Call us to learn more about how we can assist you with a customised training package.

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