California Workplace Harassment Prevention Training - Asianinc Managers

This course is for supervisors and managers. A course designed for staff is available for them. It is designed to complement the California state sexual prevention harassment requirements.

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Course Overview

Introduction

The Supreme Court's landmark decisions in the 1998 Faragher and Ellerth sexual harassment cases, subsequent court decisions, and EEOC Guidelines clarify that sexual harassment training is essential.

Sexual harassment training is not required under federal law. However, many states have enacted legislation explicitly requiring sexual harassment training. California requires sexual harassment training in the workplace. To raise a defense or avoid punitive damages in sexual harassment lawsuits, employers need to show that they have provided periodic sexual harassment training to all employees.

This course is for supervisors and managers. A course designed for staff is available for them. It is designed to complement the California state sexual prevention harassment requirements.

This is legal training. However, the training does not constitute legal advice. For any questions about the content of this training, please contact your human resource officer or employment officer for instructions.

This material may be new to you or a refresher. This training will take approximately one hour. You can talk by selecting the previous or the back arrow at the bottom of the screen. You can go forward by selecting next or the forward arrow at the bottom of the screen. You cannot save your progress and return to the training.
What Is Workplace Harassment?
An Overview of Workplace Harassment

Darrell

Let’s start with a video that provides us with an overview of harassment. The video captures the most important points we will focus on in this training.

This video provides an overview of workplace harassment with an emphasis on sexual harassment and prevention. It serves as a set of examples we will use throughout the remainder of this training.
The Benefits of a Harassment-Free Workplace

Healthy communication. When relationships are built on respect, employees share their ideas freely and stay open to the views of others. That cultivates a culture of understanding, which leads to a healthy exchange of knowledge and information.

Strong workplace relationships. With respect comes acceptance and understanding, and that, in turn, strengthens workplace relationships. When staff members from varying backgrounds can form a connection, collaboration becomes natural, and that leads to a more cohesive team culture.

Reduced stress. Respected employees feel free to be themselves. Rather than hiding aspects of their backgrounds or personalities, people can come to work as they are, without fear. That allows them to focus their energy on what’s important—their work—instead of worrying about concealing their true selves.

Heightened engagement and productivity. Respected employees are more likely to feel a part of the workplace culture. They have a sense of belonging, which leads to increased engagement, lower absenteeism, a willingness to take on more responsibility, and a drive to be productive.

Increased job satisfaction. Respect has an enormous impact on an employee’s overall sense of well-being. A simple act of respect can inspire someone’s confidence, lift their spirits, and encourage them to do their best work. Even in times of looming deadlines and long hours, respected employees feel valued and appreciated—and that brings a sense of pride that fosters high performance.

Definition of Sexual Harassment

Sexual harassment is a form of discrimination based on sex gender, which is unlawful under California's Employment and Housing Act and under the Federal Civil Rights Act of 1964. Title Seven.

In California, sexual harassment includes harassment based on sex, including pregnancy, childbirth, or related medical conditions. gender identity, gender expression, or sexual orientation.

Individuals of any gender can be the target of sexual harassment. unlawful sexual harassment does not have to be motivated by sexual desire. Sexual harassment may involve harassment of a person of the same gender as the harasser, regardless of another person's sexual orientation or gender identity.
How to Intervene If You Witness Harassment:
The Manager's Responsibility

Management is responsible for creating and sustaining a productive, collegial workplace. That requires a hostility free environment and staying within legal compliance. But, most of all it is about doing the right thing. It doesn’t take a law, policies, or punishment to know how to treat people respectfully and remove barriers to physical and psychological safety. That is common sense.

Unfortunately, the reality is that humans do not consistently treat each other respectfully especially when there is diversity in the workplace. Our differences may be a source of innovation and competitiveness, but only when harnessed in the service productive workplace relationships. That means policies, procedures, coaching and training unfortunately. The good news is that learning to work collegially can be trained.

Let’s look at their responsibility for safeguarding against sexual harassment and addressing any occurrences.

Technical Needs

Computer with high-speed internet access
Access to the online meeting platform (Please try this at least two days before the first lecture/discussion session to manage any technical difficulties beforehand).
Telephone access (preferably with earphones)
MS Word (Do not submit files in pdf, please)

Learn from the best

Kopenhavn

This course provides participants with a framework for transforming an organization into an engaged, productive, and inclusive workforce

Why students love this course

Still Have Any Questions?

Check out the FAQs.

The DELA difference is that our training is designed to develop professional awareness, attitude (inclusive values and beliefs), knowledge, and skills. A comprehensive examination only assesses your knowledge. Each DELA program is designed to develop professional skills rather than cover only the knowledge you need to pass a final exam. Our certification recipients boast about having designed and developed a strategic plan, a diversity training, or a diversity recruitment plan upon completing their program. In that way, the knowledge you is put into practice. Instructors provide the feedback needed to complete the projects successfully. One graduate boasts that she developed a cultural diversity strategic plan by the end of the CDP training, for example. Her organization adopted the plan because she included staff during the design and development phases. A police officer developed cultural diversity training for officers in her department. The product you develop can be put into your professional portfolio along with the credentials that you earn..

>The CDE is designed and developed for individuals serving in cultural diversity leadership roles within an organization. The individual typically reports directly to the head of the organization, such as the CEO or president. The graduate’s range of potential influence within the organization is considerable compared to a diversity manager or someone with diversity and inclusion (D&I) expertise reporting to a middle manager, such as the human resource manager.

Yes, the distance learning format was the first format we offered the programs back in 1998. Now we use a state of the art learning platform called Canvas Instructure. You can begin the first course in each online program as soon as you register. There is also a weekly – strictly voluntarily – live one-hour video conferencing session for the course. It either meets either on a Tuesday or Thursday. You do not have to attend. It there when you want to attend. You can ask questions, meet other participants, and get an overview of the current module being covered in the course.

That is an excellent question. As of August 1, 2020, federal and state guidance on how to reopen live classroom training sessions is insufficient to even guess at start dates. The pandemic has not been arrested and that is likely the best turn of events that will offer that insight. Please check back as often as necessary or sign up to receive our newsletter at the bottom of this page.

In the meantime, online courses have, understandably, become very possible. In addition, we are currently considering a more intensive live, online experience (e.g., fours hour per day over two days for each course). If that is something you are interested in learning more about, please contact us.

Diversity Certification refers to the credentialing of professionals to serve in management or executive level diversity and inclusion leadership roles.