Harassment in the workplace is not a new phenomenon to HR. What’s shifted is the level of tolerance at the top and the call for action. There is a prediction that 2018 will be the year of sexual harassment lawsuits. We can help you with a strategic approach to Preventing Sexual Harassment in the workplace with training, compliance and employee awareness education. Is Your Organization Ready for the Year of #MeToo in the Workplace? In this webinar we will explore strategies to stay ahead of the avalanche. We will discuss: History of Complaints Definition of workplace harassment Types of Harassment Retaliation The shift in Tolerance Changing Laws Prevention Strategies Accountability

1. Strategic Approach To Workplace Harassment

2. About TurnKey Coaching & Development Solutions
TurnKey Coaching & Development
Solutions provides enterprise learning
and development solutions that drive
business results and improve
organizational culture.
Our experts have decades of senior
level business experience in addition
to years of HR development
practice, extensive training, and
serious credentials.
Anisa Aven, CEO

3. About Our Expert
Sandy Klausen ACC, CPCC, SPHR/SCP, is an Executive
Coach and Corporate Trainer. She works with individuals
and organizations to help them achieve desired results.
Her broad HR and leadership development background
was garnered in a variety of hi-tech start-ups and large
corporations in defense, entertainment,
telecommunications, biotech and education.
Sandy holds a BA in Management and an MA, in
Organizational Management. Her certifications include:
CPCC from Coaches Training Institute, ACC from the
International Coaching Federation. She has an SPHR/
SCP from HRCI/SHRM.. She is a Master Practitioner in
NLP. Sandy is also certified to provide Emotional
Intelligence, EQi-2.0 assessments.
Sandy left the corporate HR world in 2008, with over thirty
years of experience in HR and Leadership Development.
Her extensive leadership and business background has
enabled her to be instrumental in helping organizations
increase their effectiveness through coaching and
leadership development. Her warm, personable approach
enables her to break down barriers and quickly tackle core
issues in an insightful manner.

4. HR Strategy for the “Me Too” Workplace
Environment
We are in the throws of a workplace
cultural upheaval!
Time Magazine = “Silence Breakers”
2017 Person of Year
Hash tag #Metoo, in social media
propelled the movement to 85 countries

5. Agenda
• What is harassment?
• Has harassment increased in the
workplace?
•Has the tolerance level shifted?
•Have laws changed?
•How do we stay ahead of the
avalanche?

6. POLL
Post Comments in the Chat Box
1)More
2)About the Same
3)Fewer
4)Unknown
Are you seeing more, about the same or fewer
harassment complaints?

7. Complaint History
In 2017, the US Equal
Employment Opportunity
Commission Investigated 99,109
cases of discrimination and
harassment charges and ordered
$484 million be paid out.
This is a 1,600 case increase &
$136 Million payout increase
over 2016
A trend in the courts is to focus
on the implementation and
enforcement, not just the
existence of a anti-harassment
policy.

8. Defining Harassment
Unwelcome actions, communication,
or conduct that mocks, demeans, puts
down, disparages, or ridicules an
employee by:
• Manager
• Coworker
• Group of coworkers
• Vendor
• Customer
• Visitor to the workplace

9. Harassment Laws
• Protected classifications of employees vary by state
& can include:
• Age, Race, Religion, National Origin, Sex
or Gender, Gender Identity, Sexual
Orientation, Physical or Mental Disability,
Color, Pregnancy, Genetic Information,
Weight
• Types of Harassment:
• Verbal, Physical, Sexual, Visual, Cyber
• Harassment is a form of employment discrimination that violates
•Title VII of the Civil Rights Act of 1964
•Age Discrimination in Employment Act of 1967 (ADEA)
•Americans with Disabilities Act of 1990 (ADA)

10. POLL
1. Anti-Harassment Training
2. Compliance Audits / Evaluations
3. E-Learning
4. On-going Policy Communication
5. Few / Non-existent Programs
Other? Please share in your chat box
What workplace harassment programs does
your organization currently have in place?

11. Sexual Harassment
• "when submission to or
rejection of this conduct
explicitly or implicitly affects
an individual's employment
• unreasonably interferes with
an individual's work
performance
• creates an intimidating,
hostile or offensive work
environment."
U.S. Equal Employment Opportunity Commission (EEOC):
Sexual harassment occurs:

12. Types of Sexual Harassment
Quid Pro Quo (“this for that”)
• Tangible employment action
against the victim
• monetary loss/job change
• Threats of retaliation

13. Types of Sexual Harassment
•Staring at and intentionally brushing
against co-worker.
•Inappropriate comments, jokes or
innuendos.
•Overhearing sexually explicit
conversations between other
employees.
•Observing preferential treatment
based on sexual favors.
Hostile Work Environment

14. Harassment
Hostile work environment
(indirect)
•hostile work environment
can be created by:
• Coworkers
(observation)
• Suppliers
• Customers
• Visitors to the work
place

15. Employees participating as a complainant
or witness in a sexual harassment claim
are protected under EEOC laws.
•Retaliation is the most frequent alleged basis
for discrimination
•Take steps to ensure that such retaliation
does not occur
•Test the reporting system regularly to make
sure there is no retaliation.
Retaliation

16. Tolerance Shift
Landslide of highly disturbing headlines
•Entertainers, executives and politicians are
terminated
•Time/Survey poll shows 82% of women are
more likely to speak since the Weinstein
allegations
•Nationwide Insurance reported 15%
increase employment practice liability sales
from 2016 to 2017.

17. Congressional Harassment Reform Act
•U.S. Congress introducing a new bill that would:
• Bring transparency and accountability
by extending protections to interns
and fellows
• Eliminate forced mediation
• End secrecy by allowing victims to
speak publicly about their cases
• Require members of Congress found
personally liable to pay settlements
out of their own pockets
• Improve systems to address
harassment in Congress.
Proposed Legislation

18. • Arizona: pending
legislation to void
nondisclosure agreements
signed by harassment
victims to keep silent.
• California: pending
proposal to extend statute
of limitations & address
nondisclosure agreements
Proposed Legislation
Spotlight on Civil Justice
System - States

19. What Can We Do?
•Establish an organizational
culture of anti-harassment
•Review/update anti-harassment
policy
•Provide training to:
• Employees
• Managers
• Bystanders
•Reporting/investigation process
•Accountability
Prevention Strategies:

20. Anti-Harassment Culture
• Commit to diverse culture of respect
• Communicate & model harassment
prevention program.
• Create sense of urgency
• Allocate sufficient resources
• Assess risk factors
• Support reporting/investigation
system
• Accountability
• Prompt & consistent discipline
• Ongoing assessment
Organizational Culture has the greatest impact & it starts at the
top. Leadership needs to:

21. Anti-Harassment Policy
Adopt/Maintain Written Policy Prohibiting Written policy
to include:
•Clear simple words/languages
•Social media
•Prohibited conduct
•How to file complaint/report harassment
•Multiple points of contact/methods to report harassment
•Protection from retaliation
•Confidentiality when possible
•Immediate & proportionate corrective action
•Ongoing Communication

22. Compliance Training
Employers must communicate
their anti-harassment policy
by training:
• Employees
• Managers
• First line supervisors
• Bystanders
Employees should be trained on:
• What conduct is unacceptable
• How, when & where to discuss/file a complaint.
• What to expect.
• Assurance of confidentiality and protection from retaliation.
• Accountability for unacceptable conduct.

23. Compliance Training
Employers should train managers how to respond early & effectively to
harassment:
• They observe
• That is reported to them
• They have knowledge of
Bystanders should be included in the training to:
• Create awareness of problematic behaviors
• Enforce a sense of collective responsibility
• Step in and take action when they observe such behavior

24. Responding To A Complaint
All complaints of harassment/discrimination should be taken seriously.
Respond promptly and thoroughly
to reports of harassment
Investigate & document all steps
taken from the point of first contact
Prepare a written report using
guidelines to weigh credibility
Ensure alleged harassers are not
“presumed guilty” prior to investigation
Investigation results need to be
determined prior to any
disciplinary action
It is very important to follow up and communicate results of the investigation.

25. Accountability
Where harassment is found
to have occurred,
ensure that discipline is:
•Prompt
•Proportionate to the severity
of the infraction
•Consistent
•Does not give (or appear to
give) undue favor to a
particular employee.

26. Recommendation: Risk Assessment
Conduct an assessment of risk factors:
•Leadership’s commitment, policies &
procedures training & documentation, the
investigation process, consistence in prior
investigations & results
•Ensure leadership has sufficient resources
allocated for the prevention effort
•Conduct a workforce cultural climate survey
•Budget for harassment prevention program
•Consider an investigation panel
•Follow up on risk assessment
recommendations
•Training and consistent communications

27. http://turnkeycoachingsolutions.net/harassmenttraining

28. http://turnkeycoachingsolutions.net/harassmenttraining

29. Fast-Pass
Anti-Harassment Strategy Session
Helping your organization succeed by
preparing and developing your
employees and future leaders.
Move your employee training goals to the next round,
no matter where you are in the process. We invite you
to a Fast-Pass Strategy Session, with Sandra Klausen or
Anisa Aven (TurnKey Coaching & Development Solutions will pick up the
tab, so there's no charge!)
Our 60-Minute Agenda:
•Identify Organizational Change Challenges
•Identify Solutions
•Define three key actions

30. What
Questions or Comments
do you have?

31. Feedback
https://www.surveymonkey.com/r/tkcdswebinarfeedback

32. Fast-Pass
Anti-Harassment Strategy Session
Helping your organization succeed by
preparing and developing your
employees and future leaders.
Move your employee training goals to the next round,
no matter where you are in the process. We invite you
to a Fast-Pass Strategy Session, with Sandra Klausen or
Anisa Aven (TurnKey Coaching & Development Solutions will pick up the
tab, so there's no charge!)
Our 60-Minute Agenda:
•Identify Organizational Change Challenges
•Identify Solutions
•Define three key actions