CE 02 DELA 2 Sexual Harassment Prevention - AsianInc
Sexual harassment prevention training is a critical component of workplace compliance, reinforced by landmark Supreme Court decisions in Faragher v. City of Boca Raton and Burlington Industries, Inc. v. Ellerth (1998). These rulings, along with subsequent legal precedents and EEOC guidelines, emphasize the importance of proactive training to prevent harassment and protect both employees and employers.
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Course Overview
- Comply with California law (Government Code §12950.1).
- Reduce liability risks in sexual harassment claims.
- Foster a safe and respectful workplace for all employees.
- This course is designed for staff members and aligns with your employer’s sexual harassment prevention policy.
- It provides legal training, but it does not constitute legal advice.
- If you have any questions, please contact your human resources officer or employment officer for guidance.
- The training will take approximately one hour.
- You can navigate backward using the previous or back arrow.
- You can move forward by selecting next or the forward arrow.
- Your progress cannot be saved, so please complete the training in one session.
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)
Course module details
Logistics
Completion
Kopenhavn
This course provides participants with a framework for transforming an organization into an engaged, productive, and inclusive workforce
Why students love this course
Hello. You are so awesome! I am so glad that you are sharing your D&I knowledge and experience with the global community. I will definitely keep in touch. I have learned a great deal and plan to put it in action.
Nekita sullivan
I just presented an overview of the program to our Vice President of Diversity & Inclusion and her team. They were impressed with the "Cultural Competence and Organizational Inclusion" framework and the five stages of cultural competence in the model. I shared that by way of next steps my plans are to complete a comprehensive assessment of the business unit I support to determine where they are perceived to be along that continuum and then work with their office to identify potential interventions.
ED Nieves
The information you provided helped me to gain a better understanding of the personal and professional characteristics needed and the challenges faced by Diversity & Inclusion professionals.
Felicia Ross
Thank you so much for your support and for sharing your knowledge...quite valuable!.
Laura Montiel
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.
