•Extensively involved in the development of this Harassment workshop
•Proficiency in MS PowerPoint at an advanced skill level
•Embedded video clips to PowerPoint
•Researched harassment statistics
•Presented this workshop before live audience
Sexual Misconduct Impacts Trucking SafetyTruck Driver
Sexual Misconduct in Entry-Level Truck Driver Training has an impact on Highway Safety. Conduct training is the problem. Several high profile sex harassment cases in entry-level driver training carriers like CRST Van Expedited and New Prime, Inc. have proven that the training sector of trucking is failing to teach skills to operate equipment properly to create a qualified truck driver population and failing to teach conduct skills to eliminate sexual misconduct and harassment in their corporate culture. This Best Practices presentation aims to educate the trucking industry and the public on an area that must be addressed and understood in all areas of the supply chain.
Racial conflict, a special kind of actual or perceived opposition of values, interest, thoughts and need at place where one works as noted by Singley and Bell (2002). Racial conflicts can either be internal or external and at the same time categorized as substantive conflict or personalized conflict. Generally, racial conflicts in the workplace are triggered by a myriad of factors for instance fueled by ignorance and hatred over promotion, hard work or just racism. The easiest detonator of racism is difference individual voices concerning political stand concerning particular minority community in the society. This has given the civil society and most of the voluntary organization whom are whistle blowers to this menace a head ache on the fact that after all the diversity training and the destruction that this atrocity brings still workers deploy it in the working place (Budd & Bhave, 2010).
Workplace bullying causes an organization a tremendous amount of lost time and money. If addressed immediately an organization can save thousands of dollars.
Sexual Misconduct Impacts Trucking SafetyTruck Driver
Sexual Misconduct in Entry-Level Truck Driver Training has an impact on Highway Safety. Conduct training is the problem. Several high profile sex harassment cases in entry-level driver training carriers like CRST Van Expedited and New Prime, Inc. have proven that the training sector of trucking is failing to teach skills to operate equipment properly to create a qualified truck driver population and failing to teach conduct skills to eliminate sexual misconduct and harassment in their corporate culture. This Best Practices presentation aims to educate the trucking industry and the public on an area that must be addressed and understood in all areas of the supply chain.
Racial conflict, a special kind of actual or perceived opposition of values, interest, thoughts and need at place where one works as noted by Singley and Bell (2002). Racial conflicts can either be internal or external and at the same time categorized as substantive conflict or personalized conflict. Generally, racial conflicts in the workplace are triggered by a myriad of factors for instance fueled by ignorance and hatred over promotion, hard work or just racism. The easiest detonator of racism is difference individual voices concerning political stand concerning particular minority community in the society. This has given the civil society and most of the voluntary organization whom are whistle blowers to this menace a head ache on the fact that after all the diversity training and the destruction that this atrocity brings still workers deploy it in the working place (Budd & Bhave, 2010).
Workplace bullying causes an organization a tremendous amount of lost time and money. If addressed immediately an organization can save thousands of dollars.
Research indicates up to 70% of the workforce is bullied at some during their working life. First in a series of presentations, this deck answers the question: What exactly is workplace bullying?
The Hostile Work Environment, as Defined by LawBuddy_Spencer
Employees have varying ideas of what constitutes a hostile work environment. While an obnoxious boss, an annoying coworker, or the lack of benefits and recognition may make their job harder for some, there are certain legal criteria for a work environment to qualify as “hostile.”
The PPT states how discrimination is done in jobs between men and women and deals with various other matters that an individual may deal with during their career and also actions that firms can take to avoid such problems
Struggles women face in the legal profession along with examples of male allyship. Additional perspective on marketing concerns female lawyers must address that their male counterparts may not have
Women of Eastman & Smith Ltd. 2013 annual reportmcelliott
A professional development initiative, the mission of the Women of Eastman & Smith Ltd. (WES) is to further attract and retain talented women attorneys, foster successful client relationships and promote leadership within the Firm and community.
Brian Markovitz, labor and employment lawyer at Joseph Greenwald & Laake, PA, provides Maryland employers with information regarding discrimination in the workplace. Learn how to recognize potential employment discrimination issues and how to proceed within the law.
Research indicates up to 70% of the workforce is bullied at some during their working life. First in a series of presentations, this deck answers the question: What exactly is workplace bullying?
The Hostile Work Environment, as Defined by LawBuddy_Spencer
Employees have varying ideas of what constitutes a hostile work environment. While an obnoxious boss, an annoying coworker, or the lack of benefits and recognition may make their job harder for some, there are certain legal criteria for a work environment to qualify as “hostile.”
The PPT states how discrimination is done in jobs between men and women and deals with various other matters that an individual may deal with during their career and also actions that firms can take to avoid such problems
Struggles women face in the legal profession along with examples of male allyship. Additional perspective on marketing concerns female lawyers must address that their male counterparts may not have
Women of Eastman & Smith Ltd. 2013 annual reportmcelliott
A professional development initiative, the mission of the Women of Eastman & Smith Ltd. (WES) is to further attract and retain talented women attorneys, foster successful client relationships and promote leadership within the Firm and community.
Brian Markovitz, labor and employment lawyer at Joseph Greenwald & Laake, PA, provides Maryland employers with information regarding discrimination in the workplace. Learn how to recognize potential employment discrimination issues and how to proceed within the law.
The law has been passed in order to protect the women from sexual harassment and help her have a safe working environment.
The ACT is meant to save women only unlike in other countries where they have sexual harassment ACT to protect all. We think a lot of improvements need to be taken care in the act. It is more like the beta version.
The Act puts additional burden on the employer. Non compliance of the act shall attract monetary penalty and might even lead to closure of business.
Do read the our views slide on the last page.
Indian Law on Sexual Harassment of Women at Workplace - 2013Sukanya Patwardhan
This presentation gives a brief overview of the recently enacted law on the Sexual Harassment of Women at Workplace. If you want this presentation please send me a mail with your name and the purpose to receive this ppt.
Sexual Harassment PowerPoint PPT Content Modern SampleAndrew Schwartz
136 slides include: what is and is not sexual harassment, 6 types of sexual harassment, various classes of harassment, who is the harasser, what sexual harassment causes, the complaint procedure, the consequences and effects of sexual harassment, statistics, sexual harassment policies in other countries as compared to those in the United States of America and more.
ReadySetPresent (Sexual Harassment PowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Harassment in the workplace is the precursor to a hostile work environment. Understanding the difference between what is and is not sexual harassment, ones responsibilities as an employee and the consequences if harassment does occur will enable employees and managers to work in a comfortable environment. Sexual Harassment PowerPoint Presentation Content slides include topics such as: what is and is not sexual harassment, 6 types of sexual harassment, 10+ slides on various classes of harassment, 3 slides on who is the harasser, 3 slides on what sexual harassment causes, 10 slides on the complaint procedure, 10 slides on the consequences and effects of sexual harassment, 15+ slides on statistics, 10 slides on countries with similar harassment policies to the U.S. and more.
No More 'Business as Usual' - Creating a Safe Work Environment and Avoiding L...techservealliance
Presenters:
Dana C. Shaw-Arimoto, Founder & CEO, Phoenix 5
Diane Geller, Partner, Fox Rothschild LLP
With heightened awareness of harassment brought about by the #metoo and #timesup movements, it’s more important than ever to maintain a safe and professional environment for your entire team. Failure to do so can have a devastating impact on both a business and personal level. In this session, you will learn how to implement an effective preventative approach to sexual harassment, discrimination and workplace bullying without discouraging desirable behaviors that contribute to your company’s success.
This session does not replace legal consultation and should not be considered legal advice. We highly recommend you discuss all of these issues with your own legal counsel.
Corruption and Discrimination on the Basis of genderNaushad Ali
Corruption and Discrimination on the basis of Gender contain What is corruption, Reason behind corruption, Effect of Corruption etc. It also focuses on How Gender discrimination affects people.
A Real World Project Management Webinar - Why Team well-being matters and what we can do about it. Hosted by Dionne Suppiah with Tim Banfield and Melanie Dixon.
Webinar: Recognizing and Responding to Discrimination in the Workplace businessforward
Today’s workplace thrives on innovation, empowerment, and an open dialogue. But what happens when social discord and discussion seeps into the workplace, bringing with it polarizing views and sometimes intolerance and discrimination?
Every workplace has at least some instances of employee misconduct. It can range from absenteeism or insubordination to harassment, theft or even violence. But in some organizations, it can be a significant problem.The key to managing employee misconduct is through a proactive approach. By identifying the signals that an employee is at risk for misconduct, especially violence, managers can take steps to prevent incidents before they occur.
Join corporate security expert Timothy Dimoff as he outlines the red flags that could signal an employee who is at risk for violent behavior, illegal activity, or fraud and theft, and discuss how to implement effective prevention strategies to reduce the risk of employee misconduct and workplace violence.
Harassment Prevention: From the Illegal to the Currently Legal to the Percept...BizLibrary
Workplace harassment is still a major problem facing employers today. At the root of the issue, managers and employees are unaware of the laws that govern their behavior and what that means to them, as well as lacking awareness of how to interact with others in a professional and respectful way.
This webinar will focus on the laws that govern illegal workplace harassment, discrimination and retaliation, and how to comply with them.
It will address an emerging issue, legal harassment, or bullying – what it is, what it looks like, it’s impact on the culture and, what to do about it. We will also discuss the perception of bullying.
1. BCC- Bollinger Communication Consulting
“Integrity, Dependability. Dedication.
Our genuine commitment to you from our staff in providing optimum service.”
2. Introducing our BCC training and
development team…
Brittany Bryant has been trained at the University of North
Carolina at Wilmington in the field of Communication Studies
and has exceptional customer service skills and has over eight
years of experience in the this field.
Yanet Diaz-Grenell has been trained at both the University of
Miami as well as at the University of North Carolina at
Wilmington. She possesses advanced skills with MS Office and
is bilingual in both Spanish and English and has basic knowledge
in French and Portuguese. Before joining our team, Yanet was in
healthcare and education administration as a transcript specialist
at the Registrar’s office at UNCW.
3. Introducing our BCC training and
development team…
Matthew Easton has been trained in Communication Studies at the
University of North Carolina at Wilmington as well as completing
studies at Hochschule Bremen University of Applied Sciences.
Matthew is skilled in interpersonal communication and possesses
basic conversational skills in Spanish.
Jared Sales was trained in Communication Studies at the University
of North Carolina at Wilmington and possess expert skills in peer
leadership, public speaking and productivity training.
5. Types of Harassment we will be discussing:
Sexual Harassment presented by Jared Sales
Racial Harassment presented by Matthew Easton
Religious Harassment presented by Brittany Bryant
Gender Harassment presented by Yanet Diaz-Grenell
Q & A session presented by Jared Sales
9. Harassment Situations
Harasser is in a position of power
Harasser can be anyone
Harassment can happen indirectly
Harasser can be any gender
Harasser may be unaware
10. Common Effects on the Victims
Decreased performance
Being objectified and humiliated by gossip
Loss of trust
Stress upon relationships with significant others
Weakening of support network
Loss of references and recommendations
11. Sexual Harassment Study
According to the EEOC- equal employment opportunity commission, in 2007
They received over 12,510 charges of sexual harassment and recovered over
50 million in monetary benefits for the charging parties (not including
monetary benefits obtained through litigation)
Within this study 31% of female workers claimed to have ben harassed at
work 7% male claimed to have been harassed
62% of the targets took NO action OF THE WOMEN WHO WERE
HARASSED
43% were harassed by a supervisor
27% were harassed by an employee Senior to them
19% were harassed by a co-worker at their level
8% harassed by a Junior employee.
12. Sexual harassment and cultural engagement study the cultural norms
of the people that you are dealing with things such as:
Eye contact
Kissing of the cheeks
Hand shakes
And hugs
…may be misinterpreted as sexual harassment.
13. Effects of Sexual Harassment on an Organization
• Decreased productivity
• Decreased job satisfaction
• Loss of staff
• Loss of respect for Senior officials
• Company image may suffer
• Legal costs
14. How to Avoid Sexual Harassment
DEFINE SEXUAL HARASSMENT
Make certain that you will not tolerate sexual harassment
State that one will discipline or fire any wrongdoers
Set a clear procedure for filing complaints
State that you will investigate fully any complaint
State that you will not tolerate any retaliate against anyone who complains
15. This video is a (comedy) representation of unfortunately real
scenarios that may occur in a workplace- YES; this video itself
may be offensive and crude in it’s portrayal of situations that
happen in the work place- EVERYDAY.
17. •Know when to speak-social settings are not a place
for business
•Rank is extremely important-do not
misunderstand your status
•Do not use high pressure tactics
•Punctuality is a virtue
•Wear appropriate attire
Asia
18. The Middle East
•The meet and greet
•Only promise what you can deliver
•Keep a flexible schedule
•Patience is everything
30. Examples of the kinds of GENDER DISCRIMINATION scenarios your company
might face when operating in emerging economies:
Bangladesh Mexico
China Nigeria
India Iran
33. Scenario #1
Mihai persists in asking his co-worker Maria out to dinner, even though she
turns him down each and every time he requests a date. She has told him several
times to stop asking. Mihai is certain she is playing hard to get because she
consistently jokes with him, touches his arm lightly sometimes and smiles every
time she says good morning.
Mihai’s behavior does not constitute sexual harassment, because sexual
harassment may only occur between a male boss and a female subordinate and
obviously Maria is send mixed signals.
True or False? Explain why.
34. Scenario #2
Two employees, Marcus (male) and Latvia (female), are interviewing for the
same promotion; VP of Marketing and Sales division in Israel. Latvia is
"perfect" for the job, clearly more qualified for the position and has been an
exemplary employee.
However, Marcus received the promotion. The company explains to Latvia that
Marcus will be more respected throughout negotiations because of the customs
in Israel pertaining to women.
Was this a fair decision? Yes or No?
Explain Why.
35. Scenario #3
Haamid interviews for a position as a Sales Manager at a company. Eric, the
hiring manager feels that of all the candidates, Haamid is by far the most
qualified. However, he hires the second most qualified interviewee, John,
instead of Haamid.
Eric really wanted to hire Haamid, but he walked into the interview wearing a
“turban” and felt that Haamid would be in danger of a hate crime due to the
September 11 incident in this particular area where the company branch is
located.
Was this decision based on a racial attribute? Yes or No?
Explain?
36. Scenario #4
Abigail Goldstein is a top marketing executive at her company. She has
successfully gained several clients in Japan, China, Latin America, South
Africa and several in Europe. Abigail speaks to her manager about a few
clients that have shown interest via email in Saudi Arabia.
Her manager, however, declines her request to travel to Saudi Arabia and tells
Abigail to give her co-worker the contacts so that he can handle these accounts
instead. Abigail is upset because she has built a repor with these clients and
demands to know why she cannot continue with them.
Her manager tells her that she fears for her safety because she is Jewish and
there is recent unrest where she is traveling to between the Jews and Muslims.
Is this an appropriate stance against Abigail's visit to Saudi Arabia?
Explain.