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CL110 – PR915 – Structure modelPreventing & addressing workplace sexual harassment? Employee TrainingVersion 2August 24th, 2020Preventing & addressing workplace sexual harassment? Employee programExpert (LearnSphere,PLEIS-NB and NBHRC)Projet manager (Josée Ouellet)Instructional designer (Samuel Blanchard) Graphic designer (Jocelyne Doiron)?Programmer (Stéphanie DeGr?ce)Note correcteur linguistiqueBanner (GTA)Nom du fichier (GTA)TitreDescriptionA banner including avatars working in a “healthy” looking environment where we see thinking bubbles where the avatars are thinking about different workplace sexual harassment. Healthy environment in color and sexual harassment in grey scale.Table of contentsSection 1: Introduction What are the project overviews?What are the learning outcomes?Section 2: Workplace sexual harassment (GLO1)What do I know about workplace sexual harassment? (diagnostic assessment)What is workplace sexual harassment? What are some examples of workplace sexual harassment? Who are targets of workplace sexual harassment?How often does workplace sexual harassment happen?What are other forms of workplace harassment?What is the impact on employees caused by workplace sexual harassment?What is the impact on organizations caused by workplace sexual harassment?What do I now know about workplace sexual harassment? (formative assessment)Section 3: Legal obligations and options available to employees regarding sexual harassment in the workplace (GLO2)What is the employer’s responsibility?What is the employee’s responsibility?What can you do if you see someone else being harassed in the workplace?What should you do if you are being harassed in the workplace? How to report it?Section 4: Interactive case study (GLO3)What should I do in these situations?What are some reflection questions?What are some additional resources?Section 5: Training appreciation formSection 6: Conclusion Section 7: References- - - - - - - - - - - - - - - - - - - - - - - - - SECTION 1 - - - - - - - - - - - - - - - - - - - - - - -IntroductionImage (GTA)This image should represent a healthy workplace environment with a diversity of different people.Titre du fichier (GTA)S/OSourceS/OType d’imageS/OTraitementS/OFigureS/OAlt (texte accessibilité)S/ODemande de droits d’auteurS/OCrédits (au besoin)S/OThis online course was created to prevent and address workplace sexual harassment in order to assure a healthy workplace environment. In this introduction section, you will learn about the project overview which culminated in the creation of this workplace sexual harassment course. You will also find the learning outcomes of this online course.What is the project overview?Image (GTA)Titre du fichier (GTA)S/OSourceS/OType d’imageS/OTraitementS/OFigureS/OAlt (texte accessibilité)S/ODemande de droits d’auteurS/OCrédits (au besoin)S/OThe?Public Legal Education Information Service of New Brunswick?(PLEIS-NB) is a non-profit charitable organization providing plain-language, bilingual legal information and services resources to New Brunswickers to help improve access to the justice system. ??The?New Brunswick Human Rights Commission? (NBHRC) helps citizens address discrimination complaints, educates the public about this process, raises awareness about the effects of inequality, and promotes diversity and inclusion. ?This project is a joint project of PLEIS-NB and NBHRC. ??Image (GTA)Insert some graphics / title slide Titre du fichier (GTA)S/OSourceS/OType d’imageS/OTraitementS/OFigureS/OAlt (texte accessibilité)S/ODemande de droits d’auteurS/OCrédits (au besoin)S/OThis project aims to address and prevent workplace sexual harassment in NB The content of the project is designed for all employers and employees in NB. It aims to help NB workplaces respond effectively to workplace sexual harassment among all populations. Within the project materials, there is also a focus on the experience of members of the LGBTQ2S+ community. This is because members of the LGBTQ2S+ community are both more vulnerable to sexual harassment, and less likely to feel supported by the existing protections and remedies which typically focus on sexual harassment as defined in heterosexual and binary terms. The project aims to increase understanding about the LGBTQ2S+ community in order to reduce discrimination and harassment for this specific population. The?Public Legal Education Information Service of New Brunswick?(PLEIS-NB) is a non-profit charitable organization whose mandate is to promote access to the justice system by developing plain-language bilingual educational and information resources and services about the law. ?Established in 1967 by the?Human Rights Act, the?New Brunswick Human Rights Commission?(NBHRC) provides citizens with an effective way to address complaints of discrimination, educates the public about this process and maintains ongoing awareness of the effects of inequality and the fundamental nature of diversity and inclusivity. ???PLEIS-NB and the NBHRC have partnered to implement a project on addressing and preventing workplace sexual harassment. Although the tools and resources developed as part of this Project are meant to aid all employers and employees in NB, the project does have a focus on vulnerable peoples, including LGBTQ2S+ communities/populations (Project).????This focus is premised on research confirming current sexual harassment legislation, policies and remedies are locked in reductive, socially constructed gender binary classifications (i.e. he/she; him/her). This restrictive approach leads to definitions of sexual harassment that are based on normative heterosexual terms, which relegates LGBTQ2S+ persons and others to the margins of the sexual harassment discourse. As such, existing protections and remedies do not necessarily offer the same security to all. ??One important resource developed as part of this Project is this workplace learning program and accompanying tools and resources for employers and employees. ?What are the learning outcomes?General learning outcomes The general objectives of this online course are to:1. Build understanding of what workplace sexual harassment is and who tends to be the target?2. Build understanding of individual rights and responsibilities, and that of colleagues?3. Build capacity to make good decisions in specific situations??4. Increase readiness to actSpecific learning outcomesThe specific objectives of this online course are to:Understand workplace sexual harassment Understand usual and vulnerable targets of workplace sexual harassmentUnderstand other forms of harassment in the workplaceUnderstand own individual rights and responsibilities, and those of their colleagues Understand informal and formal responses to workplace sexual harassmentAccess services and resources- - - - - - - - - - - - - - - - - - - - - - - - - END OF SECTION 1 - - - - - - - - - - - - - - - - - - - - - - -- - - - - - - - - - - - - - - - - - - - - - - - - SECTION 2 - - - - - - - - - - - - - - - - - - - - - - -Workplace sexual harassmentImage (GTA)The images should represent a variety of toxic environment images including a diversity of individuals.Titre du fichier (GTA)S/OSourceS/OType d’imageS/OTraitementS/OFigureS/OAlt (texte accessibilité)S/ODemande de droits d’auteurS/OCrédits (au besoin)S/OIn this section, you will learn about workplace sexual harassment. In order to achieve this general outcome, you will be invited to read and/or listen to a series of interactive content which was developed to help you understand the following questions: What is workplace sexual harassment? What are some examples of workplace sexual harassment? Who are targets of workplace sexual harassment?How often does workplace sexual harassment happen?What are other forms of workplace harassment?What is the impact on employees caused by workplace sexual harassment?What is the impact on organizations caused by workplace sexual harassment?Check your understanding: What do you know about workplace sexual harassment?Before starting, let’s see what you know about sexual harassment in the workplace. For each question, answer yes if you think the situation demonstrates workplace sexual harassment or no if you don’t think the situation represents workplace sexual harassment.Pre-built lessons: QuizQuestion 1Tammy: “Darryl rubbed my shoulders. It made me feel uncomfortable”. Shane: “oh no worries there! That’s just Darryl, he means no harm. He’s happily married”.Type de questionChoix 1Choix 2RéponseRétroactionChoix multipleYesNoYesDarryl’s actions are inappropriate and is categorized as sexual advances or solicitation.Question 2John: “Sally is really good, but the guys aren’t going to listen to a woman foreman”. Samuel gets the job.Type de questionChoix 1Choix 2RéponseRétroactionChoix multiplesYesNoYes John’s actions are inappropriate and is categorized as gender-based harassment.Question 3“Steven I just heard your mom passed. I’m so sorry”. Big hug. Type de questionChoix 1Choix 2RéponseRétroactionChoix multiplesYesNoNoSteven’s actions are appropriate, but it’s always better to ask before giving a hug.What is workplace sexual harassment? Image The images should represent the 4 forms of WSH: (1) Sexual solicitation or advances, (2) Gender identity-based harassment, (3) Gender expression-based harassment, and (4) Sexual orientation-based harassment.Titre du fichier (GTA)S/OSourceS/OType d’imageS/OTraitementS/OFigureS/OAlt (texte accessibilité)S/ODemande de droits d’auteurS/OCrédits (au besoin)S/OThe most common understanding of workspace sexual harassment includes making passes, soliciting sexual favours, questions about sexual activities, and sexual touching. However, workplace sexual harassment is often not about sexual desire or interest at all! It is about power and control. Often, it involves sexist attitudes, negative assumptions, hostility, rejection, bullying or diminishment based on a person’s sex, gender and sexual orientation. The following figure provides extra information on the numerous forms of workplace sexual harassment. It is important to be aware of all forms.Pre-built lessons: Labeled GraphicSexual solicitation or advances: Motivated by sexual desire and/or power and controlGender-based harassment: motivated by sexist attitudes, and stereotyping of sexual identities and gender rolesGender identity: Inherent sense of being a woman, a man, something distinct or in-between Gender expression: Expression of gender characteristicsHow a person publicly expresses or presents their gender.Sexual orientation: describes a person's emotional, romantic and/or sexual attraction to other people.The gender or gendered attributes a person is attracted toWhat is gender identity, gender expression and sexual orientation? The following information can help with understanding Pre-built lessons: Labeled GraphicAnatomy of sex, gender, sexuality and expressionGender/Gender Identity: is an individual’s personal sense of identity as a man, woman, both, or neither, regardless of physical characteristics. Orientation: Sexual orientation describes a person's emotional, romantic, and/or sexual attraction to other people. Sex: Biological sex refers to physical anatomy, generally described as male, female, or intersex (often confused with gender). Characteristics of the body that have been used to determine sex may include genitals, gonads, hormones, chromosomes, and secondary sex characteristics (e.g. breasts, body hair, etc.). Expression: Gender Expression is a person’s external display of gender, through a combination of dress, demeanor, social behavior, and other factors, often measured on a scale of masculinity and femininity.Each of these are protected under the New Brunswick Human Rights Act and the Canadian Human Rights Act. Note that this diagram is meant to help us understand the complexities of identity and how these four things relate to one another. The diagram is not meant to be used to define any particular person or group of people.? 952544450LGBTQ2S+00LGBTQ2S+L: Lesbian is a person who identifies as female and who is emotionally, romantically, or sexually attracted to people of the same sex and/or gender. G: Gay is a person who experiences attraction to people of the same sex and/or gender; most often used to refer to male-identified individuals only; but can also refer to other individuals who experience same-gender attraction. B: Bisexual is a person who is emotionally, romantically, or sexually attracted to people of more than one gender. T: Trans is an umbrella term for a person whose gender identity does not match society's expectations of someone with their physical sex characteristics. Q: Queer is an umbrella term used proudly by some people to defy gender or sexual restrictions. Not used by all and not to be used by people not identifying as part of the 2SLGBTQ+ community. Can be considered offensive to individuals both inside and outside the 2SLGBTQ+ community due to is pejorative origins. 2S: Two-Spirit is an Indigenous cultural identity used by some Indigenous people to describe their sexual, gender, and/or spiritual identity as having both a masculine and a feminine spirit. As an umbrella term, it may encompass same-sex attraction and a wide variety of gender variance. Note that all of these different identities are often lumped together, and all are subject to sexism as a common root of oppression. However, there are specific needs and concerns related to each individual identity. For more information, please consult the LGBTQ2S+ Terms and Definitions HYPERLINK "" are examples of workplace sexual harassment? What exactly constitutes sexual harassment? How it is defined legally? How does society react to workplace sexual harassment? The recent #metoo and #timesup movements have brought the issue of inappropriate sexual behaviour into the mainstream. People sometimes react to the changing norms with negative comments, dismissiveness, or confusion: The lines are so confusing. It’s all so grey! Can you even compliment anyone anymore? People are just more sensitive these days!It only happened one time! I’m not meeting with a woman alone again!Oh, that’s just Sam! What am I supposed to do fire him? He’s a great worker and he doesn’t mean any harm. In response to questions and comments like these Professor Kathleen Reardon at the University of Southern California developed the “Spectrum of Sexual Misconduct at Work” (SSMW). This tool can help people differentiate among types of offenses, and evaluate them based on their impact: Custom lesson blocks: AccordionItemTitreDescriptionImage#1Generally not offensiveCommon remarks on things such as hairstyle and dress#2Awkward or mildly offensiveComments involving or implying gender distinctions unfavorable toward a group#3OffensiveGender-insensitive or superior manner#4Highly offensiveIntentionally denigrating comments or behaviors#5Evident sexual misconductBehaviors that are crude or physical intrusive#6Egregious sexual misconductBehaviors involving coercion, sexual abuse, or assault.Here are some specific examples: In summary: Workplace Sexual Harassment is… AccordionConduct, comments or gestures that are sexual, sexualized and/or gender-basedMade in the workplace: any space the business of the organization is carried out including offices, premises or locations, on-line communications, email, business travel, conferences, training sessions, work-related social gatherings. Made one time or repeatedly: normally, more than one act or event need to be present in order to constitute harassment. It is the repetition that generates the harassment. However, one single incident can constitute harassment when it is demonstrated that it is severe and has a significant and lasting impact. In the case of alleged sexual harassment, a single incident may be viewed to be more significant when the parties’ relationship at work is one where the respondent has influence or power over the complainant and when the incident(s) leads to adverse job-related consequences for the complainant.Unwelcome: known, or ought reasonably to be known, to be unwelcome. The person is told the conduct, comment or gesture is unwelcome; or a “reasonable person” in all the circumstances would have known it was unwelcome. The “reasonable person” is a theoretical person who shows average judgment, skill or care in his or her conduct. Causes harm: Threatens the health or safety of the employee, and/or demeans, belittles or causes humiliation or embarrassment, and/or may reasonably be perceived as placing a condition of a sexual nature on employment, training or promotion.One thing to remember is that the motive is IRRELEVANT!Who are targets of workplace sexual harassment?Who are the general targets?We often think of workspace sexual harassment in the stereotypical context of male-female and boss-employee. While most targets are women, and power dynamics often play a role, workplace sexual harassment can also take place between co-workers, between same sexes, or with third parties such as customers, suppliers and vendors. Who is most vulnerable?Image (GTA)Titre du fichier (GTA)S/OSourceS/OType d’imageS/OTraitementS/OFigureS/OAlt (texte accessibilité)S/ODemande de droits d’auteurS/OCrédits (au besoin)S/OSome people fall into more than one vulnerable group. This is called intersectionality. In these situations, the experience of harassment may be compounded. For example: Female immigrant Young person living in poverty Young womanLGBTQ2S+ person with a disability What is intersectionality?The theory of intersectionality, a concept developed by lawyer and advocate Kimberlé Crenshaw, is a framework for understanding how aspects of a person's identity (e.g., gender, sex, race, class, sexuality, religion, ability, physical appearance, height, etc.) can combine to create unique modes of discrimination and privilege. How often does workplace sexual harassment happen? The following questions help to highlight the impacts of sexual harassment on different groups.Pre-built lessons?: QuizQuestion 1What percentage of workers experienced workplace harassment?Type de questionChoix 1Choix 2RéponseRétroactionChoix multiple10%30%60%According to a 2017 consultation report prepared by the Department of Employment and Social Development of Canada, harassment of a non-sexual nature was the most common type of harassment experienced by survey respondents—a full 60% reported having experienced this. Persons with disabilities and visible minorities were more likely to experience harassment than other groups.Question 2Among people who experience sexual harassment at work, what percentage of them are women? Type de questionChoix 1Choix 2RéponseRétroactionChoix multiples52%74%94%When it comes to sexual harassment, thirty percent of respondents in the same survey experienced sexual harassment. 94% of that group were women. Question 3What is the percentage of the LGBTQ2S+ community members who report having experienced a form of workplace harassment?Type de questionChoix 1Choix 2RéponseRétroactionChoix multiples19%27%47%In a 2016 study by ?gale Canada Human Rights Trust, 47% of LGBTB2S+ workers reported that they experienced workplace harassment and/or violence based on their sexual orientationQuestion 4What percentage of transgender and gender-variant community members have experienced a form of workplace harassment?Type de questionChoix 1Choix 2RéponseRétroaction Choix multiples53%76%90%Among the LGBTQ2S+ population, transgender and gender variant members were the most severely impacted. What are other forms of workplace harassment?Click on the flash cards to learn about other forms of workplace harassment. Custom lesson - Blocks: Flashcard gridDevant de la carteDerrière de la cartePersonal or psychological harassmentBullying and/or harassment based on a protected ground under applicable human rights legislation. Abuse of authority The improper use of one’s power or authority to threaten someone, endanger their economic livelihood, or interfere with their career.Poisonous work environmentActivity or behavior not necessarily directed at anyone in particular, but which creates a hostile or offensive workplace (i.e. insults, jokes, abusive treatment of another employee, display of offensive materials).Workplace Violence Attempted or actual physical force against an employee; threatening statements; behaviour that gives an employee reasonable cause to believe that physical force will be used. This includes sexual violence, intimate partner violence and domestic violence. What is the impact on employees caused by workplace sexual harassment?What is the impact on organizations caused by workplace sexual harassment?Check your Understanding: What do you know now about workplace sexual harassment?Slide each situation into its appropriate category.Pre-built lessons: Sorting ActivityCatégorieItemSexual solicitation or advances“You look like you enjoy licking that envelope”.Gender identity-based harassmentTim and his wife are having fertility issues. Tim’s male coworkers mock him, in good fun, referring to him as “bati boy” (slur used to describe gay, bisexual or effeminate men). Tammy: “Bella prefers the pronouns they/them”. Sherry: eye roll and laughter. To your trans co-worker… “just curious, so do you like men or women? What are your…ummm parts?” Gender expression-based harassment,Sarah’s a real butch. It would do her some good to put on some make up and a skirt. I’m sure her husband would appreciate it”. “sweetheart”, “little lady”, “hun”, “sweetie”, “dear”Sexual orientation-based harassment.“Bob is ‘pansexual’…I think he just can’t pick what side of the fence he’s on, haha” “gay jokes”, jokingly directed at your straight co-workers (you have “gay friends”, you don’t mean any harm”)Appropriate in the workplace“You look nice today” This ends the first section of this workplace sexual harassment online course. Now you will learn about the legal obligations and options available to employees.- - - - - - - - - - - - - - - - - - - - - - - - - END OF SECTION 2- - - - - - - - - - - - - - - - - - - - - - -- - - - - - - - - - - - - - - - - - - - - - - - - SECTION 3 - - - - - - - - - - - - - - - - - - - - - - -Legal obligations and options available to employeesImage The images should represent a form of legal setting (court, police, lawyer, organization that fights for victims’ rights, etc.)Titre du fichier (GTA)S/OSourceS/OType d’imageS/OTraitementS/OFigureS/OAlt (texte accessibilité)S/ODemande de droits d’auteurS/OCrédits (au besoin)S/OIn this section, you will learn: What is the employer’s responsibility?What is the employee’s responsibility?What can you do if you see someone else being harassed in the workplace?What should you do if you are being harassed in the workplace? How to report it?The next section will give you an opportunity to evaluate your understanding by working through an interactive case study.What is the employer’s responsibility?Under Health and Safety and Human Rights legislation employers must prevent and address workplace harassment in their workplaces or they will be held financially liable. ?Workplace sexual harassment also falls under the New Brunswick Human Rights Act. For more information, please visit: What is the employee’s responsibility?Employees are legally prohibited from engaging in intimidating or harassing behavior. If they are the target of such behavior, they have a responsibility to speakshould consider speaking up, either by asking the person to stop or by reporting the incident or behavior in accordance with the procedures established by the employer.What can you do if you see someone else being harassed in the workplace?Here are the recommended three options if you see someone else being harassed in the workplace. Flip the flashcards to learn more information about the recommendations.Custom lesson - Blocks: Flashcard gridDevant de la carteDerrière de la carteSpeak up! Don’t be a by-stander!Very often bystanders don’t know what to do. They’re afraid of retaliation or fear that their own group will exclude them for helping an outsider. Encourage the victim to report the incident!Harassment is about power. Harassers often count on finding a victim who will not say anything at all. As a result, telling a person to “stop” can be very effective. Report it! Especially If you are upset or bothered by the incidentAsk the Target if they want you to report it - A little support goes a long way. Targets who feel supported and validated are much more likely to stand up for themselves.What should you do if you are being harassed in the workplace? Ask the person to stop If you are being harassed in the workplace, it is best to ask the person to stop. An effective way of ending harassment in the workplace is to communicate your concerns directly by telling the person the behaviour is unwelcome and must stop, or by requesting your employer do so on your behalf. When that is not practical or appropriate, there are other options available to you under your workplace harassment policy.How to report Workplace Sexual Harassment?As of April 1, 2019, all employers in New-Brunswick are required to have a policy regarding workplace sexual harassment. There are informal and formal methods of addressing complaints of workplace rmal – The goal is resolution. Formal – Internal Investigation. The goal is to gather the facts and conclude whether harassment took place. Informal Resolution Options The informal complaint procedure is flexible and includes many types of resolution processes. All are completely voluntary in nature and include, but are not limited to:Custom lesson - Blocks: Flashcard stackDevant de la carteDerrière de la carteFacilitated Conversations In the event parties are uncomfortable meeting alone, a neutral third party (normally a member of management) can meet with them to help facilitate a discussion. CoachingSometimes, one or more party needs more guidance and direction. A coach can work with the person to help them recognize the impact of their behaviour and actions on others and how others might perceive such behaviour and actions. Mediation Mediation involves an impartial third party that hears both sides of the situation and helps the parties reach a satisfactory decision about the issue at hand. The mediator works directly with the parties to reach their own mutual agreement. The mediator does not decide what the solution should be. Group ProcessesA group or team process is a proactive approach where, with a facilitator, the group or team identifies issues and conflicts that are negatively affecting the group. The group clarifies roles and expectations, sets goals and develops a plan of action for future behaviour and interaction.Formal Resolution optionsThe formal resolution process involves filing a complaint in writing with your organization against the person you believe is harassing you. The resulting investigation normally involves a confidential interview of you, the alleged harasser and any witnesses to the incident(s) along with a review of any other relevant evidence (documents, videos etc.). Both you and the alleged harasser have the right to be informed of the results of the investigation. If founded, the employer is required to take remedial steps which might include discipline, training, demotions, adjustments to reporting etc. See the following link for a one-page fillable reporting form: HYPERLINK "" Here are two other options: AccordionComplaint under human rights legislation??The New Brunswick Human Rights Act prohibits workplace sexual harassment and discrimination in employment as well as housing, public services, in memberships in trade unions, professional or business organizations, and trade associations. Complaints must be filed in writing within 12 months of the incident of alleged harassment, or 12 months of the last incident if on-going. For more information, visit the Commission’s website at: Complaint to police?Sexual and other forms of assault are covered under the Criminal Code. In these instances, the police can be asked to lay criminal charges. Sexual and other forms of assault are serious criminal offenses that should be reported to the police.?This ends the second section of this workplace sexual harassment online course. Now you will be immersed in and interactive case study in order to check your readiness to act.- - - - - - - - - - - - - - - - - - - - - - - - - END OF SECTION 3 - - - - - - - - - - - - - - - - - - - - - - -- - - - - - - - - - - - - - - - - - - - - - - - - SECTION 4 - - - - - - - - - - - - - - - - - - - - - - -Interactive case studyImage The images should represent…Titre du fichier (GTA)S/OSourceS/OType d’imageS/OTraitementS/OFigureS/OAlt (texte accessibilité)S/ODemande de droits d’auteurS/OCrédits (au besoin)S/OIn this section, you’ll be immersed in an interactive case study in order to increase readiness to act in regard to workplace sexual harassment. You will also find some reflection questions and extra resources.Test your learning: What should I do in this situation?Carefully watch the animation video below and answer the questions.Capsule d’animation (Storyboard)Titre ? déterminer.TexteSCENARIO 1: Brian, Jose and Anika work in a small office where each of them has their own cubicle. Brian and Jose sometimes make comments about what type of women they find attractive. One day, Brian says to Jose, “I like women with little round butts” in front of Anika. Jose laughs as usual. Anika tells them to knock it off and that they are disgusting. Both Brian and Jose apologize to Anika. The next day, Anika again overhears Brian tell Jose a comment about a woman’s “nice legs”. Anika’s face flushes. Anika asks them to stop. Brian and Jose continue to ignore Anika’s protests and say they were just privately talking about their own personal preferences in women. Anika is upset and goes to HR to complain. Anika is nervous Brian and Jose will retaliate in some way as it is a very small office. Anika thinks they should stop.Question 1: Is this sexual harassment? NOYES: These are repeated offensive comments of a sexual or sexualized nature that are unwelcome. They reflect a certain attitude toward women – that they are objects. Even though the comments may not be offensive to every person, they are offensive to Anika. Even though the comments are not directed at Anika, Brian and Jose are creating an uncomfortable (poisonous) work environment for Anika and possibly others. Question 2: Did Anika do the right thing? NOYES: Anika made the right choice by going to human resources to report it. Additionally, she could explore other routes. It is never the victim’s fault for being sexually harassed. Sometimes bystanders minimize or normalize the abuse they witness (for example, “they should just walk away”), but most just do not know what to do or say to make things better. Sometimes they even joke about it to lighten the tension. However, responsibility for preventing sexual harassment relies on all people involved.Question 3: Brian and Jose’s supervisor often laughs and rolls their eyes at Brian and Jose’s comments. They are told to knock it off if they get a little too crude though. Does this change anything?NOYES: The severity of the problem just got one order of magnitude worse for you because this is an issue beyond just Brian and Jose. As a leader, the supervisor’s actions appear to condone the hostile work environment activity and that sends a clear message this kind of behavior is ok. Management and ownership need to be trained to be able to spot potential problems and then to act in a manner responsive to the problem. Question 4: What if in the scenario Brian and Jose were replaced with Jane and Rebecca and they were talking about the type of men they find attractive. Would that change anything?YESNO: They are repeated offensive comments of a sexual or sexualized nature that are unwelcome. This kind of environment reduces the productivity of the employees and increases turnover because employees do not feel 100% comfortable coming to work. Question 5: What if Anika did not hear the comments made by Brian and Jose? Is it still a problem?YESNO: It is not okay if the victim is not present or did not hear. It encourages the behaviour in other people that might hear, or even just between themselves, which creates a butterfly effect of this being tolerated. The local delivery driver comes into the office at least every other day with deliveries. The driver takes a liking to the new receptionist who is signing for the packages and asks her out. The receptionist is not interested and says no. The delivery driver is convinced the receptionist’s mind can be changed. While not every day, but usually once a week or so, the driver brings candies, flowers, cards, small stuffed animals just for the receptionist. The receptionist is not interested and ignores the gestures. The receptionist tells a supervisor the driver is making them uncomfortable. SCENARIO 2:The local delivery driver comes into the office at least every other day with deliveries. The driver takes a liking to the new receptionist who is signing for the packages and asks her out. The receptionist is not interested and says no. The delivery driver is convinced the receptionist’s mind can be changed. While not every day, but usually once a week or so, the driver brings candies, flowers, cards, small stuffed animals just for the receptionist. The receptionist is not interested and ignores the gestures. The receptionist tells a supervisor the driver is making them uncomfortable.Question 1: Is this sexual harassment? Question 2: What should the organization do? Question 3: What if the receptionist was painfully shy- and didn’t speak up. Instead, they just looked uncomfortable and blushed? Question 4: Did you assume the delivery driver was a man? What if the driver is a woman? SCENARIO 3 When Maria began working for your organization as a general labourer, she went by a different name and pronoun. A few years later, Maria began transitioning from male to female. Maria started the process of medical transition and developed female breasts as a result of hormone treatments. Maria was stared at and ignored. Other female co-workers have complained about Maria using “their” washroom. Other women in the office were friendlier, but often asked uncomfortable questions like what “parts” she they had down there, if shethey could use the “new ones” and how?Question 1: Is this sexual harassment? Question 2: What should your organization do about it?Question 3: Does the industry matter? Construction is a notoriously “tougher” environment.Question 4: What should you do about staff complaints regarding Maria’s use of the “women’s” washroom? Questions for ReflectionThe following questions will help you reflect on the content of this course.Custom lesson - Blocks: FlashcardDevant de la carteDerrière de la carteHow might a person know their conduct, comments or gestures are unwelcome? The test in this situation is to consider what a reasonable person would think in all of the circumstances. The “circumstances” of each situation include things like: Is that conduct, comment or gesture considered acceptable in society? What is the relationship between the parties? What kind of tone was used? Where did the conduct take place? Were there non-verbal cues that indicated someone was uncomfortable? How can I help encourage a harassment free zone at work? Know your rights and obligations Be a champion of diversity and inclusion Know the sexual harassment policy at your workplace. Take sexual harassment training, workshops or consent forms seriously. Do not laugh at, spread, or encourage inappropriate jokes. Document communications with coworkers and managers if you feel unsafe or uncomfortableWhat can I do if someone else is being harassed? Speak up and/or report the incident. Talk to the target of harassment and ask what support they need.Additional ResourcesHere are some additional resources regarding workplace sexual harassment. - - - - - - - - - - - - - - - - - - - - - - - - -END OF SECTION 4 - - - - - - - - - - - - - - - - - - - - - - -- - - - - - - - - - - - - - - - - - - - - - - - -SECTION 5 - - - - - - - - - - - - - - - - - - - - - - -Training appreciation formIn order to allow us to make a census of the number of participants who have taken the training and to improve it, you can fill out the form below. Note that the survey is not mandatory and that your answers will not be shared.Custom lesson - Blocks?– Google FormulaireContenu- - - - - - - - - - - - - - - - - - - - - - - - -END OF SECTION 5 - - - - - - - - - - - - - - - - - - - - - - -- - - - - - - - - - - - - - - - - - - - - - - - -SECTION 6 - - - - - - - - - - - - - - - - - - - - - - -ConclusionYou are done! This online course was created to prevent and address workplace sexual harassment in order to assure a healthy workplace environment. Hopefully, you were able to: Build your understanding of what workplace sexual harassment is and who tends to be the target?Build your understanding of individual rights and responsibilities, and that of colleagues?Build your capacity to make good decisions in specific situations??Increase your readiness to actRemember, workplace sexual harassment hurts everyone. Let’s work together to end it. - - - - - - - - - - - - - - - - - - - - - - - - -END SECTION 6 - - - - - - - - - - - - - - - - - - - - - - -- - - - - - - - - - - - - - - - - - - - - - - - -SECTION 6 - - - - - - - - - - - - - - - - - - - - - - -References- - - - - - - - - - - - - - - - - - - - - - - - -END SECTION 6 - - - - - - - - - - - - - - - - - - - - - - - ................
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