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Sexual Harassment Awareness and Prevention

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Inmar Harassment Training

Inmar Harassment Training

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  • Includes verbal, written or physical conduct that denigrates or shows hostility or aversion toward an individual because of his/her race, color, religion, sex, national origin, age, disability, marital status, citizenship, genetic information or any other characteristic protected by applicable law.
  • Prohibits discrimination or segregation in all terms and condition of employment based on race, color, national origin, religion, gender. relates to all phases of employment, including, but not limited to, recruiting, employment, placement, promotion, transfer, discipline, demotion, reduction of workforce and termination, rates of pay and other forms of compensation, selection for training, the use of all facilities, and participation in all company-sponsored employee activities.Also prohibits harassment.
  • Prohibits discrimination or segregation in all terms and condition of employment based on race, color, national origin, religion, gender. relates to all phases of employment, including, but not limited to, recruiting, employment, placement, promotion, transfer, discipline, demotion, reduction of workforce and termination, rates of pay and other forms of compensation, selection for training, the use of all facilities, and participation in all company-sponsored employee activities.Also prohibits harassment.
  • An investigation will be conducted by a member of management and Great Teams! The individuals conducting must be able to gather all the facts in an objective and professional manner and should not have been involved/named in the claim. All complaints must be investigated promptly and appropriate action must be taken to minimize legal liability, as well as to restore the trust and morale of the associates.
  • Transcript

    • 1. IN-0021 Sexual Harassment Awareness and Prevention
    • 2. ® © 2013 Inmar, Inc. All Rights Reserved. Inmar does not tolerate discrimination or harassment of any kind by anyone, including any manager, coworker, client, vendor or visitor. Harassment 2
    • 3. ® © 2013 Inmar, Inc. All Rights Reserved. Sexual Harassment 3 Sexual Harassment is unwanted sexual attention that harms the victim and often the general morale of the victim’s workplace. Any comment or action that makes a person feel uncomfortable and threatened could be harassment.
    • 4. ® © 2013 Inmar, Inc. All Rights Reserved. Sexual Harassment 4 Sexual harassment may involve the following circumstances: You feel your job depends on going along with the unwelcome behavior You feel your employment benefits (pay, vacation, promotion) depend on you going along with the unwelcome behavior The harassment creates an environment in which you cannot do your job effectively
    • 5. ® © 2013 Inmar, Inc. All Rights Reserved. A Few Things to Keep in Mind… • A consensual relationship can develop into a claim of sexual harassment if one of the parties or any associate becomes angry, jealous, or hostile. • The victim does not have to be of the opposite gender. 5
    • 6. ® © 2013 Inmar, Inc. All Rights Reserved. Types of Sexual Harassment 6 There are two types of sexual harassment Quid pro quo Hostile work environment
    • 7. ® © 2013 Inmar, Inc. All Rights Reserved. Can be perpetrated by anyone in the work environment including a peer, supervisor, subordinate, vendor, customer or contractor. Hostile Work Environment 7 Occurs where harassment creates an offensive and unpleasant work environment . Can be perpetrated by anyone in the work environment including a peer, supervisor, subordinate, vendor, customer or contractor.
    • 8. ® © 2013 Inmar, Inc. All Rights Reserved. Hostile Work Environment 8 May consist of verbiage of a sexual nature, unwelcome sexual materials or even unwelcome physical contact as a regular part of the work environment. Other examples might include texts, emails, cartoons or posters of a sexual nature, lewd comments or jokes, or unwanted touching or fondling.
    • 9. ® © 2013 Inmar, Inc. All Rights Reserved. Quid Pro Quo 9 Expressed or implied demands for sexual favors in exchange for a benefit or favorable treatment (a promotion, pay increase, additional or reduced job responsibilities, etc.) or to avoid unfavorable treatment (termination, demotion, etc.) in the workplace. Can be perpetrated only by someone in a position of power or authority over another (e.g., manager or supervisor over a subordinate).
    • 10. ® © 2013 Inmar, Inc. All Rights Reserved. You Decide – Could This Be Harassment 10 Mark asked a coworker, Melissa, out on a date. Could this be harassment? Dating is not harassment. Harassment occurs when the behavior is not welcome. As long as the behavior is welcomed by Melissa and Mark and they are behaving professionally at work, there is no problem. Melissa says no but Mark asks her out again. Could this be harassment? Mark is beginning to tread on thin ice but probably not a problem YET.
    • 11. ® © 2013 Inmar, Inc. All Rights Reserved. You Decide – Could This Be Harassment 11 Because Mark is Melissa’s supervisor, this is the perfect set-up for quid pro quo harassment. What if Mark is Melissa’s supervisor? She keeps saying no but he is persistent and asks her out again. Could be this harassment?
    • 12. ® © 2013 Inmar, Inc. All Rights Reserved. You Decide – Could This Be Harassment 12 It sounds like Tom is a nice guy and doesn’t mean any harm. Just because everyone smiles and no one complains does not mean it’s okay. It is possible that someone may be offended and see this behavior as harassment. Tom has been working in your department for a long time. He affectionately calls the women in the department his “girls” and will occasionally give one of them a hug. Everyone seems okay with this and smiles while Tom is around. Could this be harassment?
    • 13. ® © 2013 Inmar, Inc. All Rights Reserved. You Decide – Could This Be Harassment 13 Ed is a client who is very friendly with some of the women in the department. Sometimes he goes a little far with his comments. Melissa gets upset and a little agitated after an encounter with him. Ed is a client. This couldn’t be harassment, could it? Just because Ed is a client does not mean that he can get away with harassing behavior. Inmar’s policy protects against harassment by anyone, including clients.
    • 14. ® © 2013 Inmar, Inc. All Rights Reserved. You Decide – Could This Be Harassment 14 Susie has a great sense of humor and sometimes tells off color jokes in the department. Everyone laughs and seems to enjoy her humor. This could result in hostile work environment sexual harassment. If there is a possibility that someone may be offended, it is best to refrain from telling off color jokes or engaging in other behaviors that could be considered offensive.
    • 15. ® © 2013 Inmar, Inc. All Rights Reserved. Associate Responsibilities for Harassment Prevention • Think before you speak • Avoid physical contact at work • Speak up 15
    • 16. ® © 2013 Inmar, Inc. All Rights Reserved. Associate Responsibilities for Harassment Prevention • Think before you speak – You may mean no harm, but may say something that offends another person. It’s all about perception! – If you have any doubt about the appropriateness of what you want to say, don’t say it. • Avoid physical contact at work. – Avoid touching, grabbing, hugging, holding or other physical contact. 16
    • 17. ® © 2013 Inmar, Inc. All Rights Reserved. Speak Up • If you are confronted with unwanted or offensive sexual attention, you have two obligations: – Voice objections – If the behavior continues, make a formal complaint • Before you file a formal complaint, it’s always best to address the situation with the harasser if you are comfortable doing so. 17
    • 18. ® © 2013 Inmar, Inc. All Rights Reserved. Voice an Objection In bringing the behavior to the attention of the other person, the message should have three parts: 1. Identify the behavior 2. Tell the person how that behavior makes you feel and why 3. Ask for the behavior to stop Example: I find the things you send me via e-mail offensive. I know you’re not trying to offend me, but it does. From now on, it would be much appreciated if you would leave me off your forwarding list for that stuff. Thanks for your help with this. 18
    • 19. ® © 2013 Inmar, Inc. All Rights Reserved. Making a Formal Complaint • If you don’t feel comfortable going to the other person and/or want to make a formal complaint, you can: – Discuss your concerns with your immediate supervisor or any member of management – Discuss your concerns with the Great Teams! Department – Contact the Associate Hotline at 1-866-489-3019 or www.inmar.ethicspoint.com 19
    • 20. ® © 2013 Inmar, Inc. All Rights Reserved. Conducting an Investigation 20 Any reported allegations will be investigated thoroughly, discretely and promptly. Inmar will not tolerate any retaliation or reprisal against anyone who has complained about discrimination or harassment or cooperated in an investigation or complaint.
    • 21. ® © 2013 Inmar, Inc. All Rights Reserved. Anti-Discrimination and Harassment Policy 21 Available in our Associate Handbook
    • 22. ® © 2013 Inmar, Inc. All Rights Reserved. For Questions or Additional Information • Contact Great Teams! – Cindy Keating – extension 2929 – Leslie Speas – extension 2818 Thanks for your participation! 22