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Sexual harassment is not just a little locker-room talk, a compliment, “innocent” flirting, or an invitation to share a cup of coffee.  Sexual harassment in the workplace is a discriminatory pattern of behaviour that creates a hostile work environment based on a protected class. It may involve verbal abuse, an abuse of power, sexual quid pro quo, and assault such as unwanted groping. Harassment at work has negative effects on all workers, including decreased performance, low morale, and increased turnover. Harassment is a form of employment discrimination that violates several federal and state laws. Sexual harassment is persistent, unwanted sexual advances, verbal abuse, and/or demands for sexual favours. Behaviour Sexual harassment can affect everyone because it creates an environment that makes it harder for employees to succeed. The possible effects of sexual harassment in the workplace include: Emotional and Physical Issues Victims of sexual harassment of...

The tips focus on how to go about reporting Sexual harassment in the workplace and how to get support if your mental or physical health have been affected. Although the video was produced a few years ago, it's perhaps never been more relevant than it is today. Here's some of the advice that Dawson covers: 1. Speak directly to the person harassing you. One of the first things you can do if you feel like you're being harassed, according to Dawson, is to let the person who's Harassment at work you know that their actions are unwelcome, unwanted, and you want them to stop. Of course, it might not always be possible to speak directly with this person (say, if they're your manager). In that case, the next step could be to speak with HR. 2. Keep a paper trail. In most cases, if you need to file a formal grievance, you'll need to have detailed information about the harassment you've been subject to. So this means you'll need to keep a record of da...

1. It’s very prevalent If you think Sexual harassment in the workplace only happens in Hollywood, an impression you could easily get from the media attention to actors’ disclosures, think again. According to a survey early this year, 81% of women and 43% of men said they experienced some form of sexual harassment and/or assault. Don’t assume it’s not going on in your company just because you haven’t experienced it or witnessed it personally. 2. You must set policy You need to have a policy in place to create a safe work environment for your staff and avoid legal problems for the company. Why and how to create an anti-sexual harassment policy is covered in an earlier blog. 3. You can’t deduct certain harassment-related payments The tax law bars any deduction for settlements or awards for Sexual harassment of women at workplace or sexual abuse made after 2017 if subject to a nondisclosure agreement. (Section 162(q) was added to the Tax Code by the Tax Cuts ...

Nearly everyone knows that Sexual harassment in the workplace is illegal. But not everyone knows exactly what constitutes sexual harassment, and what employers can do to prevent it. Let’s review the legal definition of sexual harassment, and then take a look at some tips for employers on preventing sexual harassment in the workplace. Employers have an obligation to prevent Sexual harassment of women at workplace . If it can be shown that the employer knew or should have known that the Harassment was occurring and they did not take all reasonable actions to stop it, then the employer can be held liable for an individual’s actions. Here are some tips for employers to prevent sexual harassment in the workplace: Create and communicate a clear antiharassment policy  including anti-retaliation components. Get legal advice on this policy to ensure it is complete and that it complies with all federal, state, and local laws. Once complete, ensure that your pol...

Sexual harassment in the workplace can take a serious toll on the victims, and can throw a company into turmoil – especially when the harasser is a high-level employee such as a founder or CEO.  The latest in a string of high-profile examples is Harvey Weinstein, who founded and ran the entertainment company that fired him after allegations surfaced in the news that he Sexual harassment of women at workplace and other women in the film industry over decades. Here are five steps your company can take to prevent and address sexual harassment in the workplace and the problems that stem from it: Implement a zero-tolerance policy against sexual harassment and encourage employees to come forward to report misconduct –  even when  persons at the top of the company are implicated. Employees at all levels should have confidence that they can report workplace harassment without fear of retribution and that their complaints will be taken seriously...

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What is key to managing diversity? Adjust your leadership style depending on the person or the situation. Whether race, age, gender, or any number of qualities that make your Diversity and Inclusion consultants workforce unique, how you manage one person may not be the way to manage, motivate, and lead another. Effectively managing Diversity and Inclusion consulting in the workplace starts by focusing on these three things: 1. Connect Everyone is driven differently. Connect with your employees and find out what motivates them. People like to be heard and understood. Making the effort to inquire about them personally and see what they are passionate about may uncover their motivating lever. When you understand what works, you can engage each team member by providing them the information they need, the way they need to receive it. 2. Creative Collaboration Set your team up for success by clearly identifying company and department goals. Communicate what is expected of th...

Is diversity and inclusion an under-performing area within your organisation? Diversity and Inclusion consultants initiatives can under-perform in your business, or at best, obtains mixed results. Maybe you are considering starting your very first initiative and need a starting point. You can achieve better outcomes by trying these three best practice steps to help you achieve better diversity and inclusion outcomes: 1. Identify your business vision for diversity and inclusion. Identify the scope of your organisations vision for Diversity and Inclusion consulting . This will entail analysing all the aspects of diversity as it encompasses a broad area. Try to define why it is important to your business. Is there a need for more diverse talent? Is there a need to increase cultural competency to enable a more inclusive environment or to adjust to changing demographics? Are you seeking to build more diverse products and services to meet customer needs Your vision for diversit...

78% of talent leaders  place diversity as having the biggest impact on how their companies are recruiting in 2018. It is now widely accepted that the advantages of a more diverse workforce range from improving company culture, boosting innovation and understanding your customer, right through to improving financial performance. Many employers however, rank identifying diverse talent as one of their biggest challenges. Several of Resource Management's clients share a common desire to improve workforce Diversity and Inclusion consulting but often struggle to identify and implement practical changes to their talent acquisition process to support this. 5 tips on improving your workplace diversity: 1. Talk openly about your diversity goals and measure progress Diversity programmes start with a strategy and a policy but real success comes from embedding diversity and inclusion into your company culture. It’s a combined team effort with leaders providing the sponsorship and ...

When you think about Diversity and Inclusion consulting , what springs to mind? The first things that people usually think of are factors such as age, gender, race, cultural background, etc., but there is far more to creating a diverse workplace than hiring people who fit into different age brackets or creating the perfect male to female ratio. Though we may share things in common with other individuals, at the end of the day, everyone is their own person and can bring different things to the table, which is why diversity is so important among a team. By hiring people with different personalities and at varied stages of their career, it can help to foster creativity and offer a range of perspectives and ideas. Here are a few of the top benefits of Diversity and inclusion consultants 1) Talents, skills and experiences Individuals from diverse backgrounds can offer a selection of different talents, skills and experiences, that may be of benefit to the...

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