Behavior in the Workplace Bundle

Behavior in the Workplace Bundle

This bundle consists of four training courses, covering everything related to behavior and Ethics in the Workplace.

With this bundle your team will receive comprehensive training on the workplace behaviors expected of them. From understanding what constitutes harassment and discrimination, to how to behave in a respectful and ethical way, our courses will help you foster a friendly, professional and respectful working environment.

Our courses will teach your team how to: 

  • Identify, report and prevent harassment and discrimination.
  • Create a safe, respectful and enjoyable working environment.
  • Manage disagreements in a professional manner. 
  • Behave in a way that represents the company in the best light, both inside and outside of work. 

What are the business benefits of this training? 

  • Create a friendly, respectful and professional working environment to attract and retain diverse talent.
  • Increase productivity and creativity in the workplace.
  • Mitigate the risk of harassment and discrimination in the workplace. 
  • Protect your business from the legal implications of harassment and discrimination occurring in the workplace (dependent on your local legislation). 

Why take a Sovy AcademySM course?

  • Mobile-ready eLearning solution for on-the-go training 
  • Available in a range of languages 
  • Written by experts 
  • Trusted by Fortune 500 companies globally 
  • Tracks, saves and reports progress 
  • Receive certificates on completion 

Course Contents:

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.

Video: Ethical behavior creates a positive working environment, which helps us to be more productive and to serve our customers better. Doing the right thing is not always easy. But being ethical always pays off in the end.
Scenario: Expensing a lunch with a friend as a working lunch.
Key Learning: It is unethical to charge a personal expense to the company.
Scenario: Finding a competitor’s confidential documents.
Key Learning: It’s important to remember that just because something is legal doesn’t mean it’s the right thing to do.
Assessment: Five-question quiz on the content presented in this topic.

Interactive Screen: The days of using gifts and entrainment to win business are long gone. Real-life examples of the consequences of using gifts and entertainment to influence business decisions.
Scenario: Offer of concert tickets from a supplier.
Key Learning: Accepting an inappropriate gift could impact the entire company. Don’t accept gifts that will influence your objectivity.
Scenario: Offer of luxury accommodation.
Key Learning: Ensure that it’s OK for you to receive gifts or hospitality on behalf of the company. Be aware that others may use gifts in an effort to influence your objectivity.
Assessment: Five-question quiz on the content presented in this topic.

Video: Define conflicts of interest. Disclosing conflicts. We have guidelines to help you avoid conflicts of interest.
Interactive Screen: Real-life examples of conflicts of interest.
Scenario: Contract renewal when family member is involved with prospective company.
Key Learning: A potential conflict of interest is authorizing, or causing another to authorize, a business transaction with a relative or any business organization with which the employee or relative is associated.
Scenario:Hiring a family member.
Key Learning: A potential conflict is hiring a relative to fill a vacant position. It makes no difference whether your relative was the most qualified applicant; were it not for your relationship, you might have posted the position.
Scenario: Offer of consulting work outside normal office hours.
Key Learning: A potential conflict of interest is maintaining outside employment with, or providing consulting services to, any competitor, vendor, or customer.
Assessment: Five-question quiz on the content presented in this topic.

Interactive Screen: Define what diversity means. Innovative ideas and solutions to challenging issues can come from seeking input from those whose perspectives are different from our own.
Scenario: Encouraging diversity in the workplace.
Key Learning: It’s important that every member of the team is supporting and contributing to workplace diversity.
Scenario: Question on religious attire.
Key Learning: It takes time and patience to commit to diversity in the workplace. Grasp the opportunity to learn.
Assessment: Five-question quiz on the content presented in this topic.

Interactive Screen: Creating an inclusive workplace. Include everyone. Take time to learn. Participate. Broaden your horizons.
Scenario: After-work drinks that compromise a team member’s beliefs.
Key Learning: Social activities and practices that are comfortable for you, may not be for everyone, and vice versa.
Assessment: Five-question quiz on the content presented in this topic.

Interactive Screen: A workplace that promotes inclusion gains true value from its diverse workforce. Inclusive managers value diversity. What does an inclusive workplace look like? Promoting inclusivity. Fostering inclusion. Benefits of a diverse workplace.
Scenario: Team member considering a transfer because he doesn’t fit in with the team.
Key Learning: Actively support inclusion by encouraging a diverse group of employees to learn about their colleagues.
Scenario: Making a team member feel part of the team.
Key Learning: You are responsible for providing opportunities for staff to interact, inside, and sometimes outside, of work.
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 behave ethically.

Video: What Is Workplace Conduct? Our company is committed to providing you with a safe, respectful, equitable, professional, and ethical workplace.
Interactive Screen: What is a Code of Conduct? Why do we need one? When will you need to use the CoC? What is your role?
Scenario: Manager asking for a favor in return for a promotion. Favor is unrelated to work.
Key Learning: If you are asked to do something that you think may breach our Code of Conduct, the best course of action is to politely and unequivocally decline.
Scenario: Overhearing a senior colleague using a racial slur.
Key Learning: It may seem obvious what to do in this situation. But, if you were in any doubt, our Code of Conduct explains that this type of behavior is unacceptable. Each of us has a duty to report inappropriate behavior and uphold our core values.
Assessment: Five-question quiz on the content presented in this topic.

Interactive Screen: What is bullying? Examples of bullying. What to do if you are a victim. Subtle forms of bullying.
Interactive Screen: Real-life examples of the impact of bullying.
Scenario: Persistent and public criticism from a colleague.
Key Learning: Constant public criticism can have an adverse effect on a person’s confidence in their work and may cause them to be less engaged in group activities or team meetings.
Scenario: Action to take when someone refuses to stop criticizing a colleague in public.
Key Learning: Bullying doesn’t always involve raised voices or threats of violence. It can take the form of repeated criticism, or even nonverbal actions such as aggressive body language. Exclusion is also a form of bullying.
Assessment: Five-question quiz on the content presented in this topic.

Interactive Screen: What is abusive conduct? Verbal. Physical. Protected characteristics.
Scenario: Identifying actions that constitute abusive conduct.
Key Learning: In situations that involve abusive conduct, employers must take affirmative action and, in some cases, disciplinary measures, against offending employees.
Scenario: Identifying the actions that should be taken when abusive conduct is reported.
Key Learning: The company should act to ensure that all employees are aware of what constitutes abusive conduct and that this conduct will not be tolerated.
Assessment: Five-question quiz on the content presented in this topic.

Video: Workplace violence can happen to anybody, whatever their role and whomever they work for. It is any form of violent or aggressive behavior that creates a hostile work environment.
Interactive Screen: Prevention. Zero tolerance policy. Don’t stay silent. Don’t remain a victim. Know who protects you.
Interactive Screen: Real-life experiences of violence in the workplace.
Scenario: Identifying behaviors that may indicate the potential for workplace violence.
Key Learning: Overreacting to a normal request, abusing a customer, taking a lot of time off with no explanation, and obsessing with shootings in the news are all potential red flags for workplace violence. No single one of these signs is a sure indicator that someone may turn violent, but they should be enough to alert you to the possibility that action may need to be taken.
Scenario: Identify the actions to take when someone becomes verbally threatening.
Key Learning: It’s your duty to recognize the warning signs for workplace violence and to implement our zero-tolerance policy by reporting all incidents and concerns immediately. You will never be asked to intervene with an individual directly.
Assessment: Five-question quiz on the content presented in this topic.

Interactive Screen: Signs of substance misuse. Impact of substance misuse. Reacting to substance misuse.
Scenario: Action to take when you suspect a colleague is misusing drugs.
Key Learning: Signs that a colleague is unable, for whatever reason, to perform his or her duties should not be ignored. In cases like these, you should report what you find, even though it may be easier to ignore.
Assessment: Five-question quiz on the content presented in this topic.

Interactive Screen: Additional risks of harassment and discrimination posed by social media. Vicarious liability. Use outside of business hours.
Interactive Screen: Real-life example of the misuse of social media and the consequences that follow.
Scenario: Hacking into a colleague’s online dating profile and changing their sexual orientation.
Key Learning: Sexual orientation is a protected group. Mocking someone’s sexual orientation will likely upset many people and cause hurt.
Scenario: Posting inappropriate comments on social media outside of working hours next to a photo where the employee is wearing a polo shirt with a company logo.
Key Learning: Employees can be held liable for their actions outside of work hours and off work premises, as well as for their conduct within the workplace.
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 uphold our workplace conduct policy.

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 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 sexual harassment 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: 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.

Summary screen that wraps up the module, and attestation screen where learners attest that they will always adhere to Anti-Sexual Harassment policies.

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