Anti-Harassment and Anti-Discrimination Online Training

Anti-Harassment and Anti-Discrimination Online Training

Harassment and discrimination in the workplace is prohibited by legislation in many jurisdictions, often holding businesses liable if they fail to prevent it in their workplaces.

Harassment in the workplace can take many forms, all of which could contribute to a hostile working environment.

Discrimination occurs when a person or group are subjected to unequal treatment due to their gender, race, religion, health or other protected characteristics.

Harassment and discrimination can be direct or indirect and can occur in a variety of scenarios. It’s therefore important that employees and business owners alike understand the impact of their actions and how to prevent harassment and discrimination in the workplace.

Our Anti-harassment and Anti-discrimination online training course teaches employees how to recognize and handle situations in which harassment or discrimination occurs in the workplace and how to prevent it.

Who should take the Anti-Harassment and Anti-Discrimination online training?

This training is recommended for all employees, including all hiring and line managers.

This course contains the following modules:

Video: Definition of harassment. Examples of real-life stories that illustrate the impact of harassment.
Interactive Screen: What harassment includes and when harassment becomes actionable.
Scenario: Jokes based on an individual’s nationality.
Key Learning: Even if someone doesn't intend any harm, if the target of the jokes is hurt by the jokes and this is happening on a regular basis, this could create a hostile work environment.
Scenario: Risqué emails that sometimes contain jokes on religion and sexuality.
Key Learning: Jokes that offend some colleagues could contribute to an offensive, hostile work environment.
Scenario: Friendly conversation offering dating advice.
Key Learning: Intent and perception are key to determining if a statement could be considered harassment.
Assessment: Five-question quiz on the content presented in this topic.

Interactive Screen: Definition of discrimination. Examples of real-life stories that illustrate the impact of discrimination. Discrimination is never acceptable.
Interactive Screen: Laws and enforcement. Title VII of the Civil Rights Act of 1964. US Equal Employment Opportunity Commission (EEOC). State-specific laws.
Scenario: Time off for a religious holiday.
Key Learning: Religious accommodation laws allow employers to engage in discussion about these kinds of issues.
Scenario: Promoting when pregnant.
Key Learning: It is never acceptable to discriminate against anyone because of pregnancy.
Scenario: Age considerations when promoting someone.
Key Learning: You cannot decide against promoting or hiring someone because they are too old.
Assessment: Five-question quiz on the content presented in this topic.

Interactive Screen: Retaliation, protected activity, and adverse actions. Retaliation is never acceptable.
Interactive Screen: Real-life examples of retaliation and the impact they have.
Text & Image Screen: Definition of a “covered individual.”
Scenario: Senior colleague verbally abusing a junior colleague.
Key Learning: If you witness harassment or discrimination, you should report what you see and hear without fear of retaliation.
Scenario: What constitutes retaliation?
Key Learning: Any targeted action taken in response to being reported may be considered an act of retaliation.
Scenario: Action to take is subjected to retaliatory practices.
Key Learning: Speak to the individual. If actions continue, report them.
Assessment: Five-question quiz on the content presented in this topic.

Interactive Screen: Outline the impact that harassment has on the victim, the workforce, the company brand and reputation, productivity and profitability, and on management.
Scenario: Overhearing two colleagues mocking another colleague about religious dress.
Key Learning: In some cases the perpetrators of inappropriate behavior don’t believe they’re doing anything wrong. If you feel comfortable, speak to the perpetrators and ask them to stop.
Scenario: Mocking over religious dress continues.
Key Learning: When the perpetrator doesn’t change their behavior, it’s best to report the incident before the situation escalates.
Scenario: Wider impact that discrimination has in the workplace.
Key Learning: Discrimination may cause a colleague to become withdrawn and less engaged in the workplace. This could have an adverse effect on the workforce, as it may make other colleagues uncomfortable and could cause a divide in working teams and groups.
Assessment: Five-question quiz on the content presented in this topic.

Interactive Screen: What do we mean by protected groups? Examples of protected groups. Types of discrimination.
Interactive Screen: Types of harassment. Quid pro quo. Hostile work environment.
Scenario: Drafting a job advertisement without discriminating against any protected groups.
Key Learning: Discriminatory conduct is prohibited in all aspects of the employment process, including recruitment.
Scenario: Candidate for an interview is in a wheelchair.
Key Learning: Unless it causes an employer undue hardship, refusing to accommodate an applicant or employee with a disability is discrimination.
Scenario: Consequences of rejecting a candidate because they might become pregnant.
Key Learning: Pregnancy is a class that is protected under both federal and state law. Marital status is a class that is protected under certain state anti-discrimination laws.
Assessment: Five-question quiz on the content presented in this topic.

Interactive Screen: Definition of sexual harassment. It doesn’t have to be sexual in nature – could include offensive remarks about a person’s sex.
Interactive Screen: What constitutes sexual harassment? Verbal harassment, nonverbal (visual) harassment, physical harassment, teasing and offhand comments.
Interactive Screen: Does it have to be sexual? Who’s impacted? What does the law say? What is a hostile environment? What is quid pro quo? Are there specific laws to protect transgender people?
Scenario: A drunken proposal while at a work conference.
Key Learning: Just because an employee is not at work, they may not engage in inappropriate conduct that would otherwise be impermissible in the workplace itself.
Scenario: Spreading rumors about a colleague’s sexuality.
Key Learning: Offensive comments about a person’s sexuality are harassment, even if the victim doesn’t hear.
Scenario: Personal history interfering in a promotion decision.
Key Learning: Must have solid reasons for reaching a hiring decision.
Scenario: Same-sex harassment – one colleague sending another flirty emails and sticky notes.
Key Learning: Conduct constitutes harassment because the conduct is unwelcome and it has unreasonably interfered with his colleague’s work.
Scenario: Inappropriate physical touching.
Key Learning: Conduct may be considered harassment if it is unwelcomed and it makes the victim uncomfortable.
Assessment: Five-question quiz on the content presented in this topic.

Video: Define gender identity. Discrimination against an individual because that person is transgender is discrimination because of sex.
Scenario: Hiring a new team member who is in a same-sex relationship.
Key Learning: You cannot treat individuals differently because of their sexual orientation or preference.
Scenario: Whispers about gender reassignment.
Key Learning: When someone at work goes through a gender transition, it’s important to have in-person training with the employee’s managers and the colleagues who work directly with the transitioning employee.
Assessment: Five-question quiz on the content presented in this topic.

Interactive Screen: The difference between intent and perception. The burden of proof. The importance of perception.
Scenario: Proof of general discrimination.
Key Learning: Employees who assert discrimination claims must show that they suffered an adverse employment action because of their protected class or trait. Proof of this “causal connection” is at the heart of employment claims.
Scenario: Proof of age discrimination.
Key Learning: It’s important that a manager can show that they hired a candidate because the candidate was the best candidate for the job
Scenario: Legitimate non-discriminatory reasons for not offering a promotion.
Key Learning: if required, you must be able to present a legitimate, nondiscriminatory reason why a candidate didn’t get promoted.
Scenario: Perception of a joke about nationality.
Key Learning: You might not intend a comment to be offensive, but it may be perceived in that way. The impact of a perceived offense can be given greater weighting in law than the original intent.
Assessment: Five-question quiz on the content presented in this topic.

Summary screen that wraps up the module, and attestation screen where learners attest that they will always adhere to anti- harassment and discrimination policies.

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