This document provides training on harassment in the workplace. It defines sexual harassment and bullying, and describes inappropriate verbal, non-verbal, and physical behaviors. Cyberbullying and sexting are also addressed. The training discusses who can be victims or perpetrators, potential consequences, and how to distinguish flirting from harassment. It provides self-assessment questions and emphasizes the importance of reporting inappropriate conduct to a trusted manager or resources like the EEOC. Contact information for the local Human Resources department is included.

1. DEKALB COUNTY GOVERNMENT
HUMAN RESOURCES DEPARTMENT
MAY 6, 2020
THE WORKPLACE SILENT ENEMY:
HARASSMENT

2. INTERNING SHOULD ALWAYS BE A POSITIVE
EXPERIENCE!
WHILE LEARNINGTHE SKILLS NEEDEDTO DOTHE JOB, IT IS
IMPORTANT FOR INTERNSTO LEARN WHAT KIND OF
CONDUCT IS APPROPRIATE & INAPPROPRIATE
INTHE WORKPLACE.

3. LEARNING
OBJECTIVE
S
Define harassment
Learn types of harassment
Identify associated behavior
Self-assessment
Learn potential consequences
Learn how you can have a positive role in prevention & intervention
Learn how to report as a victim or bystander

4. SEXUAL HARASSMENT & BULLYING
 DEFINITIONS
 SEXUAL HARASSMENT
 BEHAVIOR CHARACTERIZED BY
UNWELCOME AND INAPPROPRIATE SEXUAL
REMARKS OR PHYSICAL CONTACT IN A
SOCIAL OR WORKPLACE SETTING
 BULLYING
 PATTERN OF MISTREATMENT IN A SOCIAL
OR WORKPLACE SETTING THAT CAUSES
PHYSICAL OR EMOTIONAL HARM

5. WHAT DOTHEY
HAVE IN COMMON?
WHY CALL ONE
THING BYTWO
DIFFERENT NAMES?
Similar
•attention
•physical contact
•comments
Both involve unwelcome or unwanted:

6. HARASSME
NT
Quid Pro Quo
Hostile Work
Environment

8. SEXUAL
HARASSMENT
*VERBAL
*NON-VERBAL
Negative Comments
Inappropriate gestures or physical contact that
may include an unwanted touch or kiss
Attention that is intended to hurt, offend, or
intimidate another person
Often targets a person's appearance, body
parts, sexual orientation, or sexual activity

9. IDENTIFYING BEHAVIOR:
CYBERBULLYING
 USE OF ELECTRONIC COMMUNICATION TO BULLY A PERSON
 SMARTPHONES
 ONLINE MESSAGING
 SOCIAL MEDIA SITES
 ENABLES BULLIES TO DO THEIR THING
 TYPICALLY BY SENDING MESSAGES OF AN INTIMIDATING OR
THREATENING NATURE
 STUDENTS MAY BE RELUCTANT TO ADMIT BEING THE
VICTIMS OF CYBERBULLYING

10. IDENTIFYING BEHAVIOR: SEXTINGS
IDENTIFYING BEHAVIOR:
SEXTING
(SENDING SEXUAL MESSAGES OR IMAGES BY TEXT)
CAN LEAD TO PROBLEMS FOR YOU AND THE PERSON GETTING THE TEXT
NOT RECOMMENDED EVEN WHEN YOU ARE DATING OR IN A RELATIONSHIP WITH
THAT PERSON
USED TO EMBARRASS, INTIMIDATE, OR HUMILIATE
NEVER A PRIVATE EXCHANGE-CAN BE FORWARDED TO MANY OTHER PEOPLE OR
POSTED ONLINE

11. HARASSMEN
T: WHO &
HOW
PEER RELATIONSHIPS
 FEMALE TO FEMALE
 MALE TO MALE
 FEMALE TO MALE
 MALE TO FEMALE
 TRANSGENDER
• NOT LIMITED TO PEOPLE OF THE SAME AGE
 ADULTS TO YOUNG PEOPLE
 YOUNG PEOPLE TO ADULTS (RARE)

12. VICTIM OR PERPETRATOR
This Photo by Unknown Author is licensed under CC BY-NC-ND

13. CONSEQUENCES
• HARMS OTHERS
• VIOLATES POLICY
• VIOLATES CODE OF CONDUCT
• A SEXUAL ASSAULT (SERIOUS CRIME) IF FORCING
SOMEONE TO DO SEXUAL ACTS AGAINST THEIR
WILL

14. FLIRTING
VS
HARASSME
NT
SCHOOL ENVIRONMENT
Note: Accustom to some teasing and
flirtingWORK ENVIRONMENT
Note: Workplace behavior may be
considered sexual harassment

15. EMPLOYEE
RIGHTS &
RESPONSIBILIT
IES
Use courage to report unfair treatment or
harassment to your employer point of contact
or someone in management that you can trust
Harassment by a supervisor presents a
particularly difficult dilemma for young workers
who have been taught to respect authority –
trust someone who can help you
Do not be afraid to report inappropriate
conduct for fear of losing your job or being
viewed as overly sensitive or a snitch

16. WHAT
CANYOU
DO?
Self-awareness
Learn how to be a good friend, it is a chance for you to ask if
everything's OK.
If a behavior or interaction makes you uncomfortable or upset,
talk to a trusted adult.
If YOU SEE SOMETHING, SAY SOMETHING, bystanders play an
important role in stopping bullying.
IF YOU SUSPECT SOMETHING, talk to a TRUSTED PERSON - it’s
not snitching.
You could also talk to the victim afterward and offer support.

17. SELF-
ASSESSMEN
T
SUGGESTED QUESTIONS TO ASK YOURSELF:
Is this something I wanted to happen?
Is this something I want to continue
happening?
How does it make me feel?
NOTE: If it doesn't feel right, talk to a parent,
teacher, guidance counselor, supervisor or someone
else you trust.

18. BE AN ADVOCATE

19. RESOURCES
The Equal Employment Opportunity
Commission (EEOC)
www.Youth@Work
U.S. Department of Health and Human Services www.Stopbully.gov
National Bullying Prevention Center www.pacer.org
DeKalb County Government
Human Resources Department/Employee
Relations
Jessix@dekalbcountyga.
gov

20. HUMAN RESOURCES DEPARTMENT
CONTACTS
BENITA RANSOM
HUMAN RESOURCES DIRECTOR
404-687-3588
FABIENNE NILES
ORGANIZATION & EMPLOYEE DEVELOPMENT MANAGER
404-371-4937
JAMI MACK
EMPLOYEE DEVELOPMENT TRAINER
404-371-2107
ASHLEY SWAN
EMPLOYEE DEVELOPMENT SPECIALIST
404-371-2849
KAREN GRANT
HUMAN RESOURCES SPECIALIST
404-371-2320