No employer wants to be sued for workplace discrimination. Few employers openly condone harassment and its negative effects on employees’ lives and morale. Yet the U.S. Equal Employment Opportunity Commission (EEOC) received 72,675 charges of workplace discrimination and 7,514 sexual harassment charges in fiscal year 2019.
Many employers already recognize that adopting proactive measures may prevent harassment from occurring. The Report of the Co-Chairs of EEOC's Select Task Force on the Study of Harassment in the Workplace ("Report") identified five core principles that have generally proven effective in preventing and addressing harassment:
- Committed and engaged leadership
- Consistent and demonstrated accountability
- Strong and comprehensive harassment policies
- Trusted and accessible complaint procedures
- Regular, interactive training tailored to the audience and the organization.
Using these principals as a guide, this webinar will provide you with a thorough overview of the scope of groups specifically protected under the law, examples of types of discrimination and harassment that occur in employment and the workplace, and most importantly, a framework for proactive prevention.
The framework will include tips for preventing workplace harassment, creating a complaint procedure, advice for handling harassment complaints, and tips for creating practices and policies that foster a workplace environment free of discrimination and harassment.
Why you should Attend
Equal employment opportunity is the law. Receiving allegations of harassment can be disturbing for a company and its leadership. In addition to going against your core values, every harassment complaint poses a major risk to your organization. That’s why it’s incredibly important to implement a strong protocol for dealing with harassment and keep your anti-harassment policy and training up to date. Remember, quick and effective harassment investigations protect employees and your company’s reputation.
Areas Covered in the Session
- Protected bases of discrimination
- Evaluating employment decisions
- Disparate treatment & disparate impact
- Equal access to jobs
- Hiring and promotion
- uniform and consistently applied standards
- Job-related standards, consistent with business necessity
- Education requirements
- Employment testing
- Conviction and arrest records
- Diversity and affirmative action
- equal opportunity for job success
- racial harassment
- unwelcome conduct
- severe or pervasive
- employer liability
- conduct of supervisors
- conduct of owner, president, partners, or officers
- conduct of co-workers and non-employees
- racial bias in other employment terms and conditions
- work assignments
- performance evaluations
- training and constructive feedback
- workplace networks
- appearance and grooming standards
- discipline and discharge
- proactive prevention
Who Will Benefit
- Business Owners
Cynde Jackson Clarke's experience spans over 25 years in organizations of all sizes in a range of industries including energy, investment management, insurance, executive search, public accounting and consulting. It was over the course of 12 years at Deloitte working in the roles of recruiter, corporate trainer, and human capital consultant that she honed her expertise in human capital including employee relations and HR compliance.
As founder and managing consultant with The C Suite Solution, Cynde offers business advisory, coaching and training services to business owners in the greater Washington DC area.
She has also taught Foundations of Strategic HR Management and Consulting Skills for Human Capital in Georgetown University's School of Continuing Studies MPSHR program. She is a Level 3 Crisis Counselor with Crisis Text Line, and currently serves as vice chair on the board of directors for the nonprofit Loudoun Cares.