Sex Discrimination Training Videos
We can minimize gender bias by knowingly avoiding stereotypes as shortcuts. Additional strategies include setting clear evaluation criteria before the evaluation process begins and then adhering to them, holding decision makers accountable for their decisions, measuring and reporting our organization’s progress in gender fairness, and legitimating women leaders by vouching for their competence.
Remastered in 2014! There is far more to workplace harassment and discrimination than just sex. To demonstrate, this program dramatizes employee behaviors that lead to formal charges and result in serious consequences for the individuals involved. It is an eye-opening experience for everyone in the organization to discover what is/is not acceptable in today’s workplace and what their responsibilities are concerning harassment.
Managers are the first line of defense in dealing with harassment and discrimination issues. Because their actions—and inaction's—directly represent the organization, they need to know how to prevent, rather than contribute, to lawsuits.
Sexual Harassment – An Investigator’s Guide - After the interviews are completed, the investigator will examine the objective facts in order to reach a conclusion. These facts include: whether the complaint was raised in a timely manner, if not why? Whether similar complaints had been raised previously; the motivation for the complainant as to fabricate the story; the motivation for the alleged harasser to deny the incidents, whether anything of substance claimed by the complainant or the alleged harasser was proven to be untrue.
This concise program is both comprehensive and simple to understand, with short vignettes that illustrate and dramatize the material presented.