Workplace Harassment Avoidance Training Overview 1 Sexual Harassment

Workplace Harassment Avoidance Training

Overview 1) Sexual Harassment a) What is sexual harassment? b) How to recognize it? c) What to do if it happens? 2) Harassment on the basis of other legally protected characteristics

What is Sexual Harassment? Sexual Harassment is generally defined as: § Unwelcome conduct of a sexual nature. Unwelcome conduct is generally defined as: § Conduct that is offensive to and not solicited by the recipient. § It may be either so severe or so pervasive that it alters the conditions of the person’s employment, creating a hostile working environment.

Who Sexually Harasses Whom? § Men harass Women § Men harass Men § Women harass Women

Who Commits Sexual Harassment? § Supervisors § Subordinates § Co-workers § Clients/customers § Contractors § Vendors

Two Types of Sexual Harassment: 1. Quid Pro Quo Harassment translates as “something for something. It occurs When a supervisor or someone with authority over employment decisions makes sex or acceptance of sexual advances a condition of employment. 2. Hostile Work Environment Harassment occurs when an employee is subjected to unwelcome advances, sexual innuendos, or offensive gender-related language that is sufficiently severe or pervasive from the perspective of a reasonable person. This conduct may interfere with the employees ability to perform their duties.

Hostile Work Environment Risky Behaviors – VERBAL § Comments of a sexual nature or based on a protected class § Inappropriate comments about clothing, behavior, or body § Jokes or teasing based on a protected class or of a sexual nature § Propositioning a person for sexual favors § Repeated requests for dates § Terms of endearment (“honey”, “dear”, “babe”) § Calling an adult a “girl”, “boy”, “doll”, or “hunk” § Grunts, wolf whistles, catcalls, lip-smacks, etc. § Obscene/threatening phone calls, messages, email

Hostile Work Environment Risky Behaviors - NON-VERBAL § Staring at someone § Looking someone up and down § Making derogatory gestures of a sexual nature § Giving sexually suggestive looks § Making facial expressions of a sexual nature, such as winking or licking your lips

Hostile Work Environment Risky Behaviors - PHYSICAL § Leaning over, invading a person’s space § Inappropriate or “accidental” touching, pressing, rubbing, grabbing, brushing up against, massaging § Kissing, hugging, patting, stroking, pinching § Blocking someone’s path with the purpose of making a sexual advance § Stalking § Indecent exposure, mooning, or flashing § Actual or attempted sexual assault

Hostile Work Environment Risky Behaviors - VISUAL § Posters, cartoons, drawings, calendars, pin-ups, pictures of a sexual nature § Social media or computer graphics displaying pornographic images or content of a sexual nature § Sexually expressive or revealing clothing § Knick-knacks and other objects of a sexual nature

Let’s Be Very Clear! “Voluntary” does not equal “welcome” § The fact that a person complies with sexual demands does not make the request lawful § The fact that most people in a group find sexual jokes amusing does not eliminate the possibility that such conduct may contribute to a hostile environment for others

Harassment/Hostile Work Environment Targeting Other Legally Protected Characteristics § Use of slurs, epithets, jokes, etc. , to refer to a person’s race or color, age, disability, national origin, religion, and/or sexual orientation § Inappropriate conduct § Hostile actions on such bases/characteristics

Appropriate Remedial Action Requirements for appropriate remedial action: § Conduct a prompt and thorough investigation § § using proper investigative procedures Come to an unbiased conclusion Take action calculated to resolve the problem Take appropriate conduct-related disciplinary action Follow up with the victim

Inappropriate Action Inappropriate or ineffective action to address an harassment complaint: § Doing nothing simply because the complaining party doesn’t want to cause trouble § Transferring the complaining party without the party’s request or consent § Leaving it to the complainant and the alleged harasser to work things out

For Guidance Discuss the matter with your immediate supervisor right away. If the immediate supervisor is the person harassing you, immediately contact the Office of Human Resources Management at 301 -883 -6200.