Tip Sheets

Talking about Sexual Harassment: Tips for Managers

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www.LRN.com Knowledge Service Provider™ 1-800-598-2809 /company/lrn NEW YORK 745 5 th Avenue, 8 th Fl New York, NY 10151 Direct: 646.862.2040 UNITED KINGDOM 29 Lincoln's Inn Fields, Holborn, London, WC2A 3EG Direct: +44 207 611 9900 INDIA Nirlon Knowledge Park Block B6, 3 rd Fl Goregaon East Mumbai, 400063 Direct: +91 22 6151 @lrn I read an opinion piece recently about how some people think sexual harassment accusers are taking things too far, and they feel only specific cases should be considered sexual harassment. As a company, that is not our feeling. We have a zero-tolerance policy when it comes to any form of sexual harassment. What does that mean to you? • Sexual harassment can take many forms: proposing a sexual act for professional benefit; making remarks about someone's body; touching someone inappropriately; saying someone's work isn't as good because of their gender; indecent exposure; pornography, sexist or sexually explicit jokes and stories; and remarking or discriminating against someone due to their sexual orientation. • We take all forms of sexual harassment seriously. • Having a zero-tolerance policy means any form of sexual harassment will not be tolerated and should be reported. As an employee, you've been through all sorts of company orientation and training. I wanted to talk to you specifically about our recent session on sexual harassment, though, while it was still fresh in your mind. Do you have any questions or concerns about our policy? Sexual harassment in the workplace is not a new concept. Recent events, however, have shined a light on our need to better educate and train our employees so we know not only what constitutes sexual harassment but also what to do in the event of it happening. Is there anything you'd like to learn more about? Are there any gray areas you'd like to discuss? ADDITIONAL STRATEGIES FOR OPENING THE LINES OF COMMUNICATION BE AN EXAMPLE. Never be disrespectful or degrade another person at work. Period. And if you see something, say something. BE APPROACHABLE. Sexual harassment is difficult for anyone to talk about, particularly the victims. Let your employees know you're available if a concern should ever arise. TAKE APPROPRIATE ACTION. If an employee comes to you with a concern, know what to do and take appropriate and swift action so he or she knows you heard them and took their concerns seriously. BE A CURER C CONCENTRATE on the speaker by giving him or her your undivided attention. Do not interrupt them. U UNDERSTAND what is being said by focusing on comprehending the words you hear. R RESPOND thoughtfully and respectfully by paraphrasing and checking your understanding. E EMPATHIZE with the speaker — it's often hard to speak up. Maintain eye contact to show you connect. R REMEMBER the conversation so you can follow up appropriately.

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