![🔒[Audiobook] Human Resources | Sensitivity Training Artwork](https://www.buzzsprout.com/rails/active_storage/representations/redirect/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaHBCSStheUFjPSIsImV4cCI6bnVsbCwicHVyIjoiYmxvYl9pZCJ9fQ==--53de3d2b16dfb539cc73d70833349a78f522bcc7/eyJfcmFpbHMiOnsibWVzc2FnZSI6IkJBaDdDVG9MWm05eWJXRjBPZ2hxY0djNkUzSmxjMmw2WlY5MGIxOW1hV3hzV3docEFsZ0NhUUpZQW5zR09nbGpjbTl3T2d0alpXNTBjbVU2Q25OaGRtVnlld1k2REhGMVlXeHBkSGxwUVRvUVkyOXNiM1Z5YzNCaFkyVkpJZ2x6Y21kaUJqb0dSVlE9IiwiZXhwIjpudWxsLCJwdXIiOiJ2YXJpYXRpb24ifX0=--1924d851274c06c8fa0acdfeffb43489fc4a7fcc/Sensitivity%20Training.jpg)
ht+a's Podcast
New Name. New Look.
Same expert-led solutions you’ve trusted for almost 30 years.
Training, auditing, implementation & project management for the manufacturing industry.
ht+a's Podcast
🔒[Audiobook] Human Resources | Sensitivity Training
How can sensitivity training transform your workplace culture for the better? Join us as we unpack the essential role of sensitivity training in promoting an inclusive and safe environment at work. We'll guide you through its historical evolution and modern-day significance, featuring the impactful stories of employees like Tom, Sherry, and Rich. These narratives shed light on the common misconceptions surrounding sensitivity training and illustrate the profound benefits it offers, such as increased empathy and self-awareness among team members.
Our conversation also takes a deep dive into the complexities of stereotypes and discrimination in the workplace. Discover how seemingly benign comments can perpetuate harmful racial and gender stereotypes, and learn about the pivotal role of the Civil Rights Act of 1964 in ensuring equal employment opportunities. Through the experiences of Natalie, Betty, and Peter, we highlight the often subtle yet damaging effects of these stereotypes and emphasize the importance of creating thoughtful policies and procedures that foster a non-discriminatory work culture.
As we explore strategies for promoting diversity, inclusion, and equality, we delve into real-life scenarios, such as Fatima's journey to overcome religious discrimination and Tam's experience with addressing uncomfortable situations. The episode underscores the critical importance of HR compliance and sensitivity training in maintaining a respectful and harmonious workplace. Tune in for practical insights and inspiring quotes from notable figures, equipping you with the tools to build a more inclusive and profitable work environment.
Sign up for our self-paced courses or instructor-led workshops at www.ht-a.solutions
Sign up for our self-paced courses or instructor-led workshops at www.ht-a.solutions
Sign up for our self-paced courses or instructor-led workshops at www.ht-a.solutions
Sensitivity Training. Module 1 Getting Started. Welcome to the Sensitivity Training in the Workplace workshop. Sensitivity training is crucial in creating a workplace that is an inclusive and safe place for all to work. This workshop will introduce you to your company's responsibility for promoting sensitivity in the workplace and will examine the benefits garnered company-wide from this training. You will also explore the steps that should be taken when non-compliance becomes an issue. Module 2. Introduction to Sensitivity Training. Put a flyer up on the board in the break room that says sensitivity training and I bet there are zero volunteers. Some people think it means they are going to lose something. Some people think it means they are going to lose something. Some people think it means they are going to cry in front of co-workers. Some people even think that it is a complete waste of time and energy. This introduction to sensitivity training and how it relates to the workplace will show the many benefits to a training of this type, both for individuals and for the workplace culture. It will also define the steps necessary to introducing a successful sensitivity program and no one will cry.
Speaker 1:Sensitivity training or diversity training there are many names for the same goal creating a more inclusive workplace that capitalizes on differences. There are many areas of focus in sensitivity training empathy, respect for others and cooperation toward a common goal. This type of training creates more positive and for others and cooperation toward a common goal. This type of training creates more positive and inclusive employees, a more profitable work culture and a more positive work life for all. There are many areas sensitivity training must address ones that are regulated by federal and state laws. Ada, diversity laws and individual business guidelines have severe penalties in place for those who don't follow these laws, and individual business guidelines have severe penalties in place for those who don't follow these laws. Some of these areas covered in sensitivity training include race, gender identification, religion, age, disability.
Speaker 1:Sensitivity training has been discussed as early as 1914, but didn't become a focus of research until about the 1940s by a European psychologist, dr Kurt Lewin. From there, most sensitivity studies were focused on the behavior of groups of people. During the 1950s, sensitivity training turned more toward individual behaviors and by the late 60s, the value of this training was becoming more of a mantra. It was around this time that regulation and legislation in protection of groups of people began taking effect. Today, the focus is still on interactions within a group, but are more directed toward an individual's behaviors and emotions. Those who enroll in this type of training program are usually looking to improve their own interpersonal skills. From the business point of view, sensitivity training will keep the work culture positive and within federal and state guidelines. Who needs more empathy? Everyone who needs better interpersonal skills? Everyone. Everyone can improve their emotional awareness, increase empathy and develop better social skills.
Speaker 1:Imagine a workplace where everyone was in control of their emotions, thought of others first and knew how to turn conflict into growth. This imagined workplace would be positive, successful and profitable. In this day of globalization, there are many different religions, cultures, ages and types of people that work together. Our companies are not limited to our borders and this fact alone requires a higher level of sensitivity in the workplace. Because of this blend of employees, awareness of the legal requirements for sensitivity may not be known to all. Therefore, education is required. What are the goals of sensitivity training? First and foremost, from the business standpoint, to maintain and stay within all federal and state regulations against harassment or discrimination. A work culture with negativity, such as discrimination, is an unprofitable work culture. It is widely known that a positive work culture will result in a more successful business. From an individual standpoint, sensitivity training will provide better self-awareness and an understanding of the effects that we have on others around us. It will also teach a better awareness of intersocial interactions and relationships. Greater empathy and insight for others are skills included in the focus of sensitivity training.
Speaker 1:Tom, sherry and Rich are sitting down at a table in the break room for their lunches. They notice the new flyer on the bulletin board from HR announcing an upcoming event, a required event. Someone screwed up again if we are required to take sensitivity training now, said Sherry. She goes on to say that this is probably because of a disagreement in another department. Tom thinks that it is some sort of government requirement that HR has to make everyone complete. Rich looks at the flyer further and says it says here that we will gain empathy and better self-awareness. I guess we will see. Two weeks later the three are having lunch again after attending the HR training program. Sherry points out that everyone did need to attend the program, as she did not realize that there were people that were so unaware of the effects of their actions at work. Tom agreed, saying that sometimes we just need to be reminded that it is our own ideas that fuel our actions and this can affect an entire department. In the end he realized his words and actions can have a global effect in this day of multicultural workplaces. Rich adds that many departments have diverse employees and everyone needs to feel included and valued. The others agree and leave feeling more positive about the company.
Speaker 1:Module 3. Benefits. When we think of the benefits of sensitivity training, we tend to consider an employee's ability to identify biases that, when not addressed appropriately, can hinder the productivity of the business and or effectively their work with people of different backgrounds. Raising awareness is the first step to promoting change Through media portrayal, limited experience with individuals of different backgrounds or what they have heard from others, it may be easy to fall into the mindset that one knows everything there is to know about people of a different religion, race, age, etc. More often than not, this is simply untrue. Training is a helpful tool in dispelling myths and garnering accurate information with regard to cultural differences and diversity.
Speaker 1:One of the most effective ways to learn about others is through interaction. Not only do you learn about that person as an individual, but you can also learn about their culture, race and so on. Gaining insight into other religions may open your mind to new perspectives and open up communication verbal, non-verbal and visual. Let's take a look at a few examples of how your communication skills can improve. Example 1. In Nigeria, subordinates typically do not make direct eye contact when verbally communicating with their boss as a sign of respect. In the United States, if you do not make eye contact with your boss, you may be suspected of hiding something. Keeping this in mind can help prevent you from misinterpreting someone's intentions. Example 2. While physical touch, such as patting someone on the shoulder, may be seen as a harmless way of telling someone job well done, it can be viewed as harassment. As you were not invited to touch the person, it can be viewed as harassment as you were not invited to touch the person.
Speaker 1:Another benefit to sensitivity training, and all it entails, is better relationship management. Once we have a better understanding of varying cultural backgrounds, we can use that to build and maintain better, more positive relationships in the workplace and in our everyday lives. How does sensitivity training aid in our relationships? First, through our interaction. Through our contact and learning about others, we are more likely to alter the way we think and how we behave. Communicating in a more positive manner improves our relationships. Better communication equals better relationships, while developing positive relationships with co-workers is an important benefit of sensitivity training.
Speaker 1:The overall goal is to ensure a workplace that is productive. Many don't realize how not being able to successfully communicate with coworkers has a direct impact on how work gets done. This can affect quality as well as productivity. Here are some examples of how a diverse workplace affects productivity. Various perspectives equal various solutions to issues Greater employee morale, higher employee engagement, working with customers on a global scale, decreased employee turnover, increased innovation. Brett and Mike are talking about the upcoming sensitivity training. Mike said he agrees that everyone in the office should be sensitive to the needs of everyone else in the office, but he feels that having actual training on it is not necessary. Brett explained that, while one would hope everyone would understand the importance of being sensitive to others, that's simply not the case. He went further by saying that the training is not only to teach how all should act, but it's also to show the benefits of doing so. Some of these include raising awareness of other religions, races, etc. Which can result in behavioral changes and a more productive workplace. Mike expressed he was being closed-minded and thanked Brett for pointing this out to him. He then stated that he is actually looking forward to the training to learn even more.
Speaker 1:Module 4. Stereotypes Module 4. Stereotypes.
Speaker 1:Stereotypes are the assumptions that we make about others. These assumptions can be based on our perceptions of race, sexual orientation and even age. They are usually overly critical descriptions of one or a few of a group, but do not describe the group as a whole. Stereotypes are generally grouped into two different categories implicit and explicit. Stereotypes can be both positive and negative in the statements. But do not be mistaken all stereotypes have a negative effect. Explicit stereotypes are those opinions and beliefs that are intentional, controlled and usually communicated. Explicit stereotypes are usually based on something perceived by the owner. These stereotypes are easily recognizable. Some examples include hate marches and neo-Nazi groups, muslims being attacked after the events of 9-11, and China being blamed for COVID-19.
Speaker 1:An implicit stereotype is a belief that is held unconsciously. What does that mean? For example, believing that African Americans are better than Caucasians at basketball. It sounds like a compliment, doesn't it? Most of us have not ever played a game of basketball, never mind have an educated opinion on the abilities between two groups of people at the game. So where does this idea come from? Most of these stereotypes are a product of our upbringing and social interactions. Most cultures have laws and regulations against any type of discrimination in the workplace. However, implicit stereotypes can still affect the business world. An example would be the research and results of studies that are focused on the reactions of employers to the names at the top of resumes of potential employees. Studies have shown that names that sound black get fewer callbacks than names that sound white.
Speaker 1:What is the purpose of creating stereotypes? Well, first, let's point out that when individuals or groups develop stereotypes, they typically don't realize that's what they are doing. They believe they are taking the information they've learned about different groups and attributing it to them. The reality is, they are using sweeping generalizations for a group of people, even though they likely saw those characteristics or actions in a fraction of the population. Having these stereotypes gives them a false sense of understanding the group, which can be seen as prejudices or misconceptions. The effects of stereotypes can be vast. Individuals from a particular group may not reach full productivity as expectations are lowered. Individuals from a particular group may not reach full productivity as expectations are lowered. Individuals from a particular group can look negatively or disapprovingly on their own achievements because they have not met the expectations. Long-term mental health can be negatively impacted. This can result in the opposite of the desired outcome with regard to workplace productivity Lower employee morale, lowered employee engagement, increased employee turnover, decreased innovation.
Speaker 1:Natalie and Betty decided to take their 15-minute break together. They sat outside to enjoy the beautiful day. While chatting, natalie began laughing and told Betty she had something funny to share with her. Betty said she couldn't wait to hear it. Natalie stated that Lee Zoi was put on her team to help with the new project. Betty asked what was so funny about that. Natalie said Lee Zoi is Asian, which means we are definitely going to succeed at the project. Betty didn't laugh or even crack a smile. Natalie asked what was wrong. Betty said even though it seems like a compliment to say that Li Zoy is smart, it's really a stereotype that is unfair to Li Zoy and to everyone. Natalie thought about it for a second and then said she knew it was a stereotype but figured, since it is saying something positive about someone, it is okay to say. Betty disagreed and advised Natalie to do some independent research on what implicit and explicit stereotypes are.
Speaker 1:Module 5. Discrimination. Racial discrimination still happens today in the workplace and it is very unfortunate. It can be a spoken stereotype or more overt hiring practices. Sometimes hiring managers allow personal thoughts or ideas to affect their decisions unconsciously. Racial discrimination is both federally and state-regulated, with stiff penalties for allowing or engaging in racial practices. Because of this, companies need to monitor their procedures to ensure that all policies are being followed.
Speaker 1:All employers must provide a workplace that offers equal employment to all races or places of origin. This is guaranteed by the Civil Rights Act of 1964. This legislation focuses on many different areas of employment, such as, but not limited to, interview questions and requirements. Candidate offers, such as benefits, pay scales, job requirements, pay scales, job requirements. The Civil Rights Act of 1964 prohibits any regard for race in the hiring processes of any employer. This can be a very difficult practice to identify, as discrimination is not as evident as other types of harassment. It can be very difficult to prove that an employer is engaging in unfair hiring practices. Here is a partial list of the behaviors that the federal government has deemed illegal Requiring a job applicant to list their race on the job application and using that to determine whether or not they will be hired. Setting an employee's salary based on race.
Speaker 1:There are many stereotypes associated with various races and ethnicities. Below are some example stereotypes that are portrayed in the media and entertainment African Americans commit more crimes and are better at sports. Asians are good at math and are poor drivers. Latinos are lazy. Caucasians work hard and are racist. Generally, a stereotype might be seen as positive or negative, but that is not the point. The overall message is that it is incorrect to judge any individual in regard to any stereotype. Although a non-discriminatory work culture begins at the CEO-owner level, hr has the responsibility to design and enforce the appropriate policies to promote a non-racially discriminatory work culture. These policies must include procedures that are designed to curb any issues in the interviewing and hiring processes of every applicant. These procedures must also include policies for regular monitoring and auditing for compliance.
Speaker 1:Peter approached John's desk asking if he could talk to him about something that was bothering him. John said yes, so Peter proceeded to talk. He explained that he was feeling uncomfortable in his team because whenever a conversation came up to marketing their new product to various consumers, they always looked to him to be the voice of African Americans. He said he appreciated the fact that they value his opinion, but felt they need to realize that he is only one African American person and cannot speak for all African Americans. He also said that everyone in the team is trained to consider the needs of various consumers when developing a marketing pitch, so others should chime in as well. John told Peter that he understood his concern and assured him that they work for a company that welcomes diversity and handles any issues that may arise surrounding it. John advised Peter to talk to someone in human resources, share his concern and request advice on how he should handle the matter. Peter sought counsel from HR, who suggested that he have a one-on-one meeting with his supervisor. Peter did so and was able to resolve the issue bothering him.
Speaker 1:Module 6. Sex and Gender Stereotypes. We all wish that this was not still an active topic, especially in the workplace, but it is From hiring processes and job descriptions that are gender-based, to the work culture, to the rate of pay. There are still many areas that have insensitive wording and policies. This module is going to address the issues around sexual stereotypes and ways to discourage this type of work culture. Sexual stereotypes lead to sexual discrimination. This can be a problem in the workplace. This type of behavior falls under the Civil Rights Act of 1964, and is federally monitored, and has very serious consequences. An employer must ensure that there is no difference in treatment among its employees in the workplace. Some of the areas of particular note are job descriptions and hiring processes, salaries and later promotions, quotas and responsibilities of the position.
Speaker 1:The first step to ensuring a well-rounded workforce is to examine the hiring processes of the company. Hr needs to design the procedures and policies to be inclusive to all genders. Accepting applications and performing interviews that are fair is extremely important. One gender or the other should not be discouraged from applying for any position. Hiring managers need to be trained in sensitivity. The questioning and considerations that are given to each candidate need to be the same. Salaries and job expectations need to be the same for all genders. These policies need to be monitored on a regular basis to ensure that strict adherence to the federal law is being followed.
Speaker 1:The elephant in the room sexual stereotypes. There are so many that are negative and offensive. Here are just a few. Men are stronger and better at manual labor. Men are smarter and better with finances. Women are more sensitive and better at socially active jobs. Women are less capable of physical labor. Employing all genders is a step toward a positive work culture. Avoid teams and departments of one specific gender. Ensure all pay scales are equal for all employees performing the same duties. These steps will promote a message of equality. Another way to ensure an inclusive work culture is to educate all employees about the consequences of participating in any type of discrimination or harassment, offer orientation modules and training sessions that cover the process of reporting harassment claims and clearly explain disciplinary action taken. This will also communicate a culture that discourages any sort of sexism.
Speaker 1:Stacey and Reba are co-workers as well as friends. Stacey was so excited to tell Reba that she and a male co-worker were promoted to team leads. Reba was so excited for Stacey and asked her the details of the new position, salary increase and so on. Stacey explained that her new role requires her to be a subject matter expert for less experienced members of her team. She also said that with the position comes a $5,000 annual raise. As Stacey and Reba were celebrating, brad, the other employee who was promoted, walked up to them. He congratulated Stacey and said that $7,000 raise will really come in handy huh. Stacey looked surprised and said, yeah, it will. When Brad walked away, stacey began complaining to Reba that she feels she got less of a raise because she is a woman. Reba said the company can't legally do that and convinced Stacey to speak with her manager regarding her concern. After a long conversation with her manager, heather Stacey, felt relieved to know that it wasn't her sex that kept her from getting a $7,000 raise. It was the additional experience that Brad has as a subject matter expert Module 7. Age expert Module 7.
Speaker 1:Age Ageism is defined as the act of discriminating against someone based on their age. As lifespans increase, so does the age of the workforce. Many seniors are not retiring when they hit 60s. People are working well into their 70s and 80s. Ageism can occur in the form of hiring practices, promotions, education, etc. Businesses today must ensure that ageism of any sort is not allowed in the work culture. Hiring employees of varied ages creates a much more versatile workforce. Employees of varying ages are able to relate to a wider variety of tasks with more than one approach to completing the goals. For example, a young employee may only think of online answers to a problem, when an older employee may go out into the field and find the answer.
Speaker 1:One of an employer's responsibilities is to uphold the federal and state guidelines surrounding ageism in the workplace. Adherence to these laws is required and the consequences for noncompliance are severe. The Age Discrimination in Employment Act is a federal law passed in 1967. This legislation ensures the fair employment of anyone, regardless of their age. Here are some of the areas that the IDEA law covers for aging Americans An employer cannot reduce the benefits or life insurance coverage. An employer cannot discriminate during a downsizing period. An employer cannot force an employee to retire early.
Speaker 1:An excellent way for HR to curb the chances of ageism is to start with the hiring processes of the company. When designing the job descriptions for posting, be mindful of the adjectives that are used in describing the candidates that are needed. Words or phrases such as up-and-coming, young and energetic should not be used. Ensure that the hiring policies include focus on hiring applicants that are hired on merit and achievements. Oftentimes, hiring managers hire more for who fits well on a team over their skills. This will usually produce a team that is very similar in traits, with very few unique ideas. Including a wide variety of ages in the workforce produces teams that are better troubleshooters, better communicators and more successful in day-to-day tasks.
Speaker 1:There are many different stereotypes associated with the older employees. These generalizations are unfair and baseless. Older workers are often thought to be on the way out of the door of the company, unable to learn new ideas and processes, overqualified for entry-level positions, more apt to take sick leave. Most of these stereotypes are ideas that we all have grown up with for most of our lives. Everyone recognizes the pictures of the frail little old lady or the stories of the hard-of-hearing old man. We have been taught that older citizens are less capable and need assistance. These ideas are not true of everyone. Just like other stereotypes, one cannot categorize an entire group of people by the characteristics of a few. Changing ageism stereotypes is difficult. This work culture of embracing all aged employees must begin from the top of the organization down. Hr can assist with changing these ideas by educating new hires to the facts about older workers. For instance, older workers actually take fewer sick days than the younger counterparts. Older workers have been proven to be more eager to use new technology and equipment. Older workers have shown to be more likely to come up with new innovations than younger employees.
Speaker 1:Hunter and Rory are both up for the supervisor position that just became available at ABC Company. Hunter believes, because he recently got his business degree and did several internships with Fortune 500 companies, he is guaranteed the job. Rory has 30 years of work experience, with 20 of them being with ABC. With this under his belt, rory feels there's no way anyone else could get the job. The two happen to be passing each other in the hallway and stop to chat. They both talked about how excited they are about being considered for the role. Hunter told Rory that although Rory has been with the company a long time and has proven to be an excellent worker, he thinks the company is looking for a fresh perspective from someone new and young. Rory was shocked by what Hunter said but didn't want to get into a conversation about it. Instead he said well, good luck to you, hunter. The next day the hiring decision was made and announced. Rory got the job. Hunter told some of his other co-workers that he was shocked that he didn't get the job, but understands that Rory will be a great asset in this position.
Speaker 1:Module 8. Disabilities. When it comes to disabilities and stereotypes about disabilities, many of them are with regard to the level of one's physical, mental or emotional capability of performing a specific task. Placing limits on a person's abilities can be damaging to the candidate being considered and can have an adverse effect on the organization that doesn't consider them as productive employees, resulting in poor productivity and perhaps a poor reputation. When posting jobs, companies cannot use wording that openly discriminates against people with disabilities. Additionally, they cannot require candidates to disclose any disabilities. They may request the information but not force candidates to respond, although employers cannot dismiss candidates on the sole basis of disability, if one has a disability that will prevent them from performing basic job duties, even if accommodations are provided, the employer may seek other candidates that are more qualified.
Speaker 1:If an individual with a disability is hired, the company must make ample effort to ensure the employee has any accommodations necessary to perform their job. In addition, the employee cannot be paid less because of their disability. Employees with disabilities are protected when it comes to Firing, promotion, benefits, training, job assignments, leave, layoff. It is unlawful for HR to ask an applicant whether or not they are disabled or the extent of a disability. Upon interviewing applicants, hr should ask questions as to an applicant's ability to perform specific actions related to the required tasks. These questions cannot be related to any applicant's disability. All questions, both before hiring and after, must be job-related. Once the position is offered, a medical examination can be required if all other applicants are required to take the same examination. After the hiring process is complete, a medical examination cannot be required of an employee, except in the instance of a job transfer, if the new position requires one, just like any other group of people.
Speaker 1:There are many stereotypes concerning persons with disabilities and, just like any other stereotypes, these two are false. These generalizations are based on ideas and assumptions that are completely unfounded. Ideas such as disabled people need all of our sympathy. This statement is the opposite of the truth. Disabled people do not want sympathy, rather a fair chance at the same lives that everyone else enjoys. Some of the other stereotypes include that disabled people are slow, dumb, unproductive. Other stereotypes include that disabled people are slow, dumb, unproductive, unfriendly, socially backwards and many, many more. Disabled people are able to perform the same tasks as other employees when given the chance. One way for a company to overcome the stereotypes regarding persons with disabilities is to foster a work culture that is inclusive and diverse. Starting from the top of the organization down to the last person hired, everyone must be sensitive to the issues surrounding disabilities. A work culture that supports disabled employees should include a diverse and inclusive workforce that includes employees with different abilities, a well-designed compliance and anti-harassment program, sensitivity or diversity training for all employees, including management, employee educational items such as posters, pamphlets, handbooks, etc.
Speaker 1:Casey missed a deadline at work and he is devastated. He thought he was going to finish and look good to his boss and instead he feels like a failure. He decided to talk to Steve, the gentleman who sits next to him in the office. Steve told Casey that everyone misses a deadline once in a while and not to be so hard on himself. Steve then says besides, with your physical disability, the boss will have sympathy for you anyway. Casey was hurt by Steve's comment and very determined to never miss another deadline. He did not want anyone setting low expectations for him and never wanted to give himself an excuse for not performing his best. From that day on, casey worked extremely hard to make sure he never missed another deadline, and he never did.
Speaker 1:Module 9. Religion. Stereotypes concerning religion have grown since the globalization of the business world. Never before has the workforce been so diverse. With this diversity comes some challenges in the area of stereotypes and sensitivity toward others. We must all remember that this great country was founded on the basis of the freedom of religion.
Speaker 1:An employee's religion should not have any reflection on their work performance. The right to religion goes back as far as the beginning of this country and the First Amendment, but the first legal reference would be the Civil Rights Act of 1964, title VII. This act forbids employers from discriminating against any employee in any way due to religious preferences. Title VII also forbids employers from any disparate treatment. Disparate treatment is defined as any treatment of any employee that is less than other employees. This applies throughout an employee's tenure, from the initial interview through determination of employment. For example, giving everyone who celebrates Christmas a bonus and not giving one to those who do not would be considered disparate treatment. The HR compliance team needs to thoroughly inspect the company policies for cases of disparate wording and policies. Best practices begin in the design of the policies for the day-to-day operations of the business. Ensure that all policies holiday observances, bonuses, etc. Are fair to all protected categories. The employer has a duty to accommodate everyone. Some of the areas of focus should be hiring practices, promotion policies, reasonable accommodation policies.
Speaker 1:Stereotypes are often based on misinformation and ignorance. People that do not know anything about a religion may have many opinions about that religion. Religion is usually a deeply personal issue but can differ greatly between employees. An employer must be aware of all their employees' different ideas and beliefs. A common stereotype is of the Bible thumper who pushes their beliefs on others. After September 11, 2001, muslims were the target of increased religious discrimination. Truly, these stereotypes are based on unfounded ideas and opinions and have no place in the workplace. Overcoming religious stereotypes is just as challenging as overcoming other stereotypes. Because a religious preference is a deep belief, it is hard to overcome false ideas about other religions. Employers must exert the extra effort to support an inclusive work culture. Ensure that all major religious holidays are recognized on the company calendar and that each receives equal attention. Make informational pamphlets available to all employees through HR. Require that all bonuses occur at a time that they are not construed as holiday gifts. The best way to accomplish the goal is through education and leadership. Way to accomplish the goal is through education and leadership.
Speaker 1:Fatima is new to the department. Due to her religion, she wears a headscarf to work. She was afraid that she wouldn't be welcomed because of this fact. In addition, the team seemed to be busy doing their tasks and no one is really communicating with her. Fatima decides to reach out to Bella, who showed her around the company. She told Bella that she was a little nervous about not fitting in because of her head scarf. Bella told her not to worry and invited her into the break room for a drink. When they got there, some other team members were there. Everyone is sitting and enjoying their coffee, so the two grab their coffee and join them around the table. After introducing herself to everyone, she asked a little about everyone else. She realized that she has a lot in common with several fellow employees and plans to spend many of her coffee breaks with them.
Speaker 1:Module 10. Handling Complaints, part 1. In a diverse workplace, the chances of conflict are high. It is critical that HR is committed to providing a safe and diverse workplace for everyone. Employees need to know that stereotypes and discrimination will not be tolerated. Staff education needs to contain the complaint process. Every employee has the right to wage a complaint that is kept confidential. The complaint processes need to be designed to be thorough, timely and equal to all. These processes need to be designed to be thorough, timely and equal to all. These processes need to be documented and retained. Here are some of the requirements Ways to report, report necessary information, confidentiality and non-retaliation. Descriptions, investigation processes, review procedures, disciplinary processes.
Speaker 1:After the design of the processes and their policies, this non-discrimination program needs to be printed and put into use. There needs to be several ways for employees to access this information. Here is a short list of places to include the complaint process Employee handbook given to all employee upon orientation, hr office Manager or supervisor. These policies need to be written at an 8th grade reading level to accommodate all employees. They should also be published in all languages spoken within the company. Written information should always be published in at least 12-point font to ensure ease of reading.
Speaker 1:Employees need to be well equipped to deal with any discrimination complaints they have. Before they can tackle the issue, they must be trained on the process of how to do so. Training can take the forms of e-learning, large group discussions, small group discussions. Regardless of how the training is conducted, there are several items to keep in mind to ensure the training is effective. The objective should be clear. The wording of the training is appropriate for all age and education levels. The context should be concise but thorough. There are really two areas that should be assessed when it comes to the process of handling complaints. First, the training itself should be evaluated to gauge whether or not employees understand it and feel confident in implementing it. Secondly, once an employee files a complaint, is there proper follow-up and resolution? In both cases, there are some simple ways to assess effectiveness. Some of these are Questionnaires, verbal, informal feedback, focus groups, hotlines. James and Kathleen are having lunch. They just finished working on a course for sensitivity training, which includes a section on how to handle complaints regarding discrimination. Kathleen stated, in addition to appending this information to the employee handbook, they need to discuss how and when they are going to train current employees on the content. They agreed that doing the training in large groups would be best. They also talked about the methods they will use to assess the effectiveness of the training. This will include having employees completing questionnaires and participate in focus groups. Once they've had the chance to consult with the HR department and department managers, they will establish the training dates.
Speaker 1:Module 11. Handling Complaints Part 2. It is extremely important for the HR department to properly handle all complaints involving stereotypes and discrimination. The manner in which the issue is handled can mean the difference between effective investigating and creating more issues for the company. There are several necessary steps that each complaint needs to have addressed. Issues need to be addressed as soon as possible, with documentation of each step. The first step is to address the complaint by interviewing the reporting party. Not just the victim can report bad behavior. Co-workers, other employees and even customers are able to report infractions. All reports must be taken seriously and without any assumptions. This is only a fact-finding mission, not a decision to take any action. This interaction with the reporting party must remain confidential. Include the following points what occurred? What was said? When did the incident occur? Who witnessed the event? At this step, there is no conclusion to reach, just facts to record. This information must be documented and forwarded to the proper supervisor in a timely manner.
Speaker 1:Delaying the investigation can be detrimental in many ways, for not only the victim but also the company. After receiving the information from the complainant, hr needs to then evaluate the credibility of the complaint itself. Unfortunately, not all reports are credible. Not all situations are interpreted the same. There are several items that can be studied to determine the truthfulness or credibility of the report and the information provided. Is this the first time that this type of incident has been reported? Is this something that could be personal rather than work-related? Criteria could include the reporter's demeanor. The details that are included are they specific or vague? Does the report make sense? Is it possible? Is the reporter prone to making complaints?
Speaker 1:The next step is to interview all the people that witnessed the incident in the report. Everyone that is spoken to must understand that all parts of the investigation must be kept confidential. This includes the company, the reporting and offending parties and the witnesses. You should also reassure the witness of the zero tolerance for retaliation for any testimony that they may offer. Here are some more tips to conducting this interview Do not answer any questions from the witness concerning the report. Do not express any opinions. Keep the questions simple and to the point. Do they have any other information that may be pertinent to the issue?
Speaker 1:After the investigation has been completed, there may or may not be a consequence for possible offenses that occurred. There are usually steps in place through the HR department as to the particular steps for each company and how discipline is handled. In the case that there are disciplinary actions, these actions need to be taken as soon as possible. There are several issues that need to be considered in regard to discipline employees' past personal record, the severity of the offense and any federal or state guidelines. Types of discipline can include verbal warning, written warnings required diversity, training, transfer of department, suspension and even termination of employment.
Speaker 1:Three weeks ago, the Mill Paper Company conducted a sensitivity training which came right on time, for Tam. Tam confided in Bert that she had an experience that was uncomfortable and she thinks it was discrimination. She told Bert that she doesn't want to get anyone in trouble but feels if she doesn't speak up it is sending the message that the action was okay. Tam went on to explain that her supervisor, cheryl, sent a sign-up sheet around the team for the upcoming holiday party. Those who wanted to participate were to write down what they plan on bringing. Tam wrote down that she would bring cookies. Once everyone had a chance to sign the sheet, it got back around to Cheryl's desk. Cheryl quietly pulled Tam to the side and told her she was surprised she decided to participate. Tam asked why? Cheryl said because she heard that Tam was an atheist and the party has a Christmas theme. Tam said she understood what she was signing up for and would like to participate. Cheryl harshly asked Tam if you don't believe in a religion, why would you celebrate that religion's holiday? Bert agreed that Cheryl was out of line and encouraged her to bring the matter to the attention of HR. Tam complied. Once the investigation was complete, cheryl personally apologized to Tam and said it would never happen again.
Speaker 1:Module 12. Wrapping up. Although this workshop is coming to a close, we hope that your journey to improve your understanding of sensitivity training in the workplace is just beginning. We wish you the best of luck on the rest of your travels. Words from the wise People may not remember what you said, but they remember the way you made them feel. Maya Angelou, if you want to positively influence others, begin by influencing how they experience you. Sylvia Baffour the only disability in life is a bad attitude. Scott Hamilton, religion is like a pair of shoes. Find one that fits for you, but don't make me wear your shoes. George Carlin, it takes the same energy to complain as it does to compliment Harbhajan Singh Yogi.
