Discrimination training is more important than ever, as organizations become increasingly aware of the damaging consequences of not having a strong anti-discrimination and program that reaches all employees, in all locations.
Discrimination in the workplace can take many forms – obvious and subtle – all of which can be detrimental and illegal. Making employment decisions, such as whether to hire, promote or fire someone on the basis of their race, disability, sex, age and other categories, is prohibited under the laws enforced by the Equal Employment Opportunity Commission (EEOC).
These laws also protect employees from retaliation, which remains the most frequent discrimination complaint filed with the EEOC. Retaliation occurs when a manager takes an adverse action against an employee, who files a complaint of discrimination or participates in an investigation of discrimination or harassment.
Whether intentional or not, discrimination causes problems for everyone involved, so it’s essential that all employees and managers understand their responsibility to speak up when they see unfair treatment, and contribute to a workplace free from discrimination, harassment and retaliation.
This program reinforces that effective leadership is key to preventing bullying, harassment and discrimination in the workplace. Participants will have the opportunity to explore effective leadership and will learn about the leadership styles that heighten the risk of workplace issues and the potential for litigation.
- The link between leadership behaviour and workplace culture;
- The common styles of high-risk leadership behaviour;
- The effect of workplace culture as a factor for mitigating risk for an organisation in litigation claims
- What is unlawful discrimination, sexual harassment and workplace bullying;
- The role of managers in preventing discrimination, harassment and bullying in the work place, and role modelling the right behaviours;
- Responding appropriately to inappropriate behaviour;
- Responding to complaints about workplace discrimination, harassment and bullying; and
- The importance of utilising the company’s policies and procedures when handling all aspects of discrimination, harassment and bullying.
- Introduction of the coaching mindset and its importance in relation to addressing inappropriate behaviour;
- How to prepare for having a challenging discussion on inappropriate behaviour;
- Elements of a constructive and well-structured discussion on inappropriate behaviour;
- Practicing coaching tools and techniques for addressing inappropriate behavior;
- Specific, Impact and Agreement (SIA) technique for addressing inappropriate behaviour; and
- Legal considerations when addressing inappropriate behaviour.
WHO CAN ATTEND:
- HR Professionals
- Risk Professionals
- Compliance Officers
- Regulatory Officers
- Legal Officers
- All staff in the organisation
- Understanding of the importance of workplace culture and leadership style in preventing issues of discrimination, harassment and bullying in the workplace;
- Demonstrate an understanding of the principles and meaning of workplace discrimination, harassment and bullying;
- Demonstrate an understanding of how workplace culture and patterns of unreasonable behaviour can impact on the ability of individuals and organisations to defend themselves against allegations of unlawful behaviour;
- Understand the three elements of the managers role in preventing and handling issues of workplace discrimination, harassment and bullying; and
- Understand the impact (financial and cultural costs) that unmanaged issues can have on employer brand, continuity of operations, staff morale and retention and attraction of employees.
- Understand the importance of taking a coaching mindset into conversations that address inappropriate behaviour;
- Understand the importance of effective and empathetic communication in the prevention of discrimination/sexual harassment and bullying issues in the workplace;
- Ability to apply the Specific, Impact and Agreement (SIA) technique when addressing inappropriate behaviour; and
- Understand the legal implications of not dealing with inappropriate behaviour.
A highly interactive format, where all delegates will be encouraged to engage and participate, share and gain from each other’s knowledge and experience. The lectures will rely on a bullet-based slide presentation enriched by group discussions around case studies, videos and checklists wherever applicable.
Through a multiple-instructional setting, the goal is to achieve the learning objectives by means of virtual technologies that match personal learning styles and by the inclusion of non-linear learning that aims at the development of just-in-time skills of adult learners.
At the same time and in order to allow participants maximum flexibility of scheduling, the learning will be conducted in an allochronic manner. Using a state-of-the-art training architecture, RMA will combine self-learning with assessments and online discussions.
The pedagogics – adapted explicitly to professionals in full-time work – will help train participants through several experiences: absorb (read); do (activity); intermingle (socialize); mirror (relate to one’s own reality).
.DURATION: 3 days [ 5 Hours each day]
VENUE: Virtual or Onsite
DATE[TBC]: For registration/booking, please send a mail to: firstname.lastname@example.org or call: 08021003297;07034248767;09071941111