Sexual Harassment Awareness and Prevention Training Session
Sexual Harassment:
Awareness and Prevention
prepared and presented by:
Office of General Counsel &
OA, Bureau of Equal Employment
Opportunity
2
Agenda
•
Introduction and
Objectives
•
Survey
•
Definition of Sexual
Harassment
•
Video Vignettes
•
Commonwealth
Policy
•
Reporting
Procedure
•
Summary
C
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b
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1.
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What Do You Know?
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2.
S
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x
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T
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(
P
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.
What Do You?
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3.
T
h
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c
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m
m
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w
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.
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.
What Do You?
What Do You?
T
h
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c
o
m
m
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w
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a
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t
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’
s
p
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:
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4.
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.
What Do You?
T
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5.
I
f
y
o
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n
t
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n
t
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s
a
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g
o
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y
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b
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v
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.
F
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.
A
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s
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t
.
What Do You Know?
T
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6.
I
f
e
v
e
r
y
o
n
e
e
l
s
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i
s
o
k
a
y
w
i
t
h
a
c
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-
w
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’
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b
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v
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c
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p
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v
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f
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t
o
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f
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n
d
s
y
o
u
.
F
A
L
S
E
.
What Do You Know?
Y
o
u
h
a
v
e
a
r
i
g
h
t
t
o
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b
j
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c
t
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t
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e
.
What Do You Know?
T
r
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7.
A
s
k
i
n
g
a
c
o
-
w
o
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k
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r
f
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d
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t
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x
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a
l
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r
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s
m
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n
t
.
T
R
U
E
.
What Do You?
A
s
k
i
n
g
a
c
o
-
w
o
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k
e
r
f
o
r
a
d
a
t
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s
n
o
t
s
e
x
u
a
l
h
a
r
a
s
s
m
e
n
t
.
H
o
w
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v
e
r
,
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f
y
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r
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p
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t
t
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v
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t
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u
n
w
a
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d
,
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t
c
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s
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s
m
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n
t
.
What Do You Know?
T
r
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o
r
F
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8.
I
f
y
o
u
i
g
n
o
r
e
t
h
e
b
e
h
a
v
i
o
r
o
f
s
e
x
u
a
l
h
a
r
a
s
s
m
e
n
t
,
i
t
w
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l
l
u
l
t
i
m
a
t
e
l
y
s
t
o
p
o
r
g
o
a
w
a
y
.
F
A
L
S
E
.
S
e
x
u
a
l
h
a
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s
s
m
e
n
t
m
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t
b
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e
a
l
t
w
i
t
h
i
m
m
e
d
i
a
t
e
l
y
.
What Do You Know?
T
r
u
e
o
r
F
a
l
s
e
?
9.
I
t
i
s
n
o
t
i
m
p
o
r
t
a
n
t
t
o
t
e
l
l
s
o
m
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o
n
e
t
o
s
t
o
p
u
n
w
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n
t
e
d
b
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h
a
v
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o
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b
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c
a
u
s
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t
u
s
u
a
l
l
y
d
o
e
s
n
’
t
d
o
a
n
y
g
o
o
d
.
F
A
L
S
E
.
What Do You Know?
T
e
l
l
i
n
g
s
o
m
e
o
n
e
t
h
a
t
h
i
s
/
h
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r
b
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h
a
v
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o
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u
n
w
a
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t
e
d
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f
f
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n
s
i
v
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s
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n
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m
p
o
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f
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p
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o
p
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g
s
e
x
u
a
l
h
a
r
a
s
s
m
e
n
t
.
What Do You Know?
1.
P
u
t
s
t
h
e
p
e
r
s
o
n
o
n
n
o
t
i
c
e
2.
G
i
v
e
s
h
i
m
/
h
e
r
t
h
e
o
p
p
o
r
t
u
n
i
t
y
t
o
c
h
a
n
g
e
T
r
u
e
o
r
F
a
l
s
e
?
10.
A
l
l
e
m
p
l
o
y
e
e
s
s
h
a
r
e
r
e
s
p
o
n
s
i
b
i
l
i
t
y
f
o
r
e
n
s
u
r
i
n
g
t
h
a
t
t
h
e
w
o
r
k
p
l
a
c
e
i
s
f
r
e
e
f
r
o
m
a
l
l
f
o
r
m
s
o
f
s
e
x
u
a
l
h
a
r
a
s
s
m
e
n
t
.
T
R
U
E
.
What Do You Know?
T
r
u
e
o
r
F
a
l
s
e
?
11.
M
e
n
,
a
s
w
e
l
l
a
s
w
o
m
e
n
m
a
y
b
e
e
i
t
h
e
r
t
h
e
p
e
r
p
e
t
r
a
t
o
r
s
o
r
v
i
c
t
i
m
s
o
f
s
e
x
u
a
l
h
a
r
a
s
s
m
e
n
t
.
T
R
U
E
.
What Do You Know?
T
r
u
e
o
r
F
a
l
s
e
?
12.
S
e
x
u
a
l
h
a
r
a
s
s
m
e
n
t
m
a
y
i
n
c
l
u
d
e
a
c
t
i
o
n
s
b
y
m
e
m
b
e
r
s
o
f
t
h
e
o
p
p
o
s
i
t
e
s
e
x
,
a
s
w
e
l
l
a
s
m
e
m
b
e
r
s
o
f
t
h
e
e
m
p
l
o
y
e
e
’
s
o
w
n
s
e
x
.
T
R
U
E
.
What Do You Know?
T
r
u
e
o
r
F
a
l
s
e
?
13.
S
e
x
u
a
l
h
a
r
a
s
s
m
e
n
t
i
s
o
n
l
y
p
r
o
h
i
b
i
t
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What Do You Know?
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What Do You Know?
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14.
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15.
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What Do You Know?
Sexual Harassment is Discrimination
S
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y
:
Title VII of the Civil Rights Act
Pennsylvania Human Relations Act
Commonwealth Policy
(Executive Order 2002-4 and
Management Directive 505.30).
Sexual harassment is unwelcome
sexual advances, requests for
sexual favors, and/or other verbal,
visual or physical conduct of a
sexual nature where:
What is Sexual Harassment?
Sexual harassment is unwelcome
sexual advances, requests for
sexual favors, and/or other verbal,
visual or physical conduct of a
sexual nature where:
What is Sexual Harassment?
a.
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What is Sexual Harassment?
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Sexual harassment is unwelcome
sexual advances, requests for
sexual favors, and/or other verbal,
visual or physical conduct of a
sexual nature where:
What is Sexual Harassment?
c.
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.
Sexual harassment is unwelcome
sexual advances, requests for
sexual favors, and/or other verbal,
visual or physical conduct of a
sexual nature where:
Traditional Examples of
Sexual Harassment
•
Harassment by a male supervisor of
a female subordinate.
•
Harassment by co-workers based on
a “hostile work environment.”
The definition has evolved
over the years. It now it
includes . . .
Harassment by a female supervisor of
a male subordinate;
Harassment by a supervisor of the
same sex as the subordinate;
Definition of Sexual Harassment
The definition has evolved
over the years. It now it
includes . . .
Harassment of employees by non-
employees, such as clients, contractors,
vendors, etc.
Harassment based on a supervisor’s
consensual relationship with another
employee.
Definition of Sexual Harassment
•
W
r
i
t
t
e
n
Unwelcome suggestive, sexually
explicit or obscene letters, notes,
emails or invitations.
What Behavior May Be Harassing?
–
Derogatory, sexually explicit or offensive
comments, epithets, slurs or jokes;
–
inappropriate comments about an
individual’s body or sexual activities;
–
repeated unwelcome propositions or
sexual flirtations;
–
direct or subtle pressure or repeated
unwelcome requests for dates or sexual
activities.
•
V
e
r
b
a
l
What Behavior May Be Harassing?
Sexually oriented gestures, display of
sexually suggestive or derogatory
objects, pictures, cartoons, posters or
drawings.
Looking a person up
and down
(“elevator eyes”).
•
V
i
s
u
a
l
What Behavior May Be Harassing?
Impeding or blocking movements,
touching, patting, pinching, or any
other unnecessary or unwanted
physical contact.
Touching an employee’s hair,
clothing or body.
Brushing up against a person.
•
P
h
y
s
i
c
a
l
What Behavior May Be Harassing?
Two Types of Sexual Harassment
1.
Q
u
i
d
P
r
o
Q
u
o
2.
H
o
s
t
i
l
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E
n
v
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m
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t
Classic Examples:
•
Occurs when an employee’s
submission to or rejection of
unwelcome sexual advances or
conduct is used as the basis for an
employment decision affecting that
employee.
Quid Pro Quo Sexual Harassment
Classic Examples:
•
“If you want a promotion, you must
sleep with me.”
•
“If you do not want to be disciplined for
being late and missing work, you must
go out on a date with me.”
Quid Pro Quo Sexual Harassment
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Hostile Work Environment
•
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Hostile Work Environment
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Hostile Environment
•
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“
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Hostile Environment
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Discussion Questions
•
A
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Reporting Procedure
Any employee who believes that
he or she has been the victim of sexual
harassment in any form, by any manager,
supervisor, co-worker, customer, client, or
any other person in connection with his or
her employment . . .
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Reporting Procedure
Reporting Procedure
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Reporting Procedure
The employee may take his or her
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•
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Q
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s
t
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o
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s
What actions in this video might be
sexual harassment?
If it is not sexual harassment
what would have to happen to
make it sexual harassment?
How does the commonwealth’s
policy apply to these types of
situations in the workplace?
If you were faced with this
situation, what would you do?
D
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Q
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s
Why Do Some Hesitate?
•
In groups of 3 or 4 discuss
•
List as many reasons or barriers as you
can
•
Count 1 point for each item your group
listed that appears in the following list
•
Recipients of sexual harassment may
be very embarrassed and do not want
to talk about it with anyone.
•
They do not want the sexual harasser to
get in trouble.
Why Do Some Hesitate?
•
Some women are told, “Be a good
sport,” “Can’t you take a joke?”
Boys will be boys,” or “You’ve got to
expect that in a traditionally male
job.”
Why Do Some Hesitate?
•
They are afraid of being blamed or
the subject of ridicule.
•
They are reluctant to talk to
someone because no one else
seems to mind the harasser’s
behavior.
Why Do Some Hesitate?
•
They fear that, if they talk about it,
nothing will be done or the complaint
will not be taken seriously.
•
They fear reprisal from the harasser,
especially if that person is their boss or
a representative of management.
Why Do Some Hesitate?
•
They may be concerned about being
labeled a troublemaker, especially if
they are new on the job.
•
They are afraid of being fired,
demoted, not promoted, or
transferred.
Why Do Some Hesitate?
•
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Unwanted Attention
S
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p
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•
Date, time, place of incident;
•
Specific unwelcome behavior;
•
Your response;
•
Names of witnesses; and
•
Copies of documentation (e.g.,
notes, emails, pictures, etc.)
S
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p
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:
D
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:
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B
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Immediately report the behavior
to your supervisor or the agency
official designated to receive
complaints.
Unwanted Attention
•
Who?
•
What?
•
Where?
•
When?
•
Why?
S
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p
3
:
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:
Unwanted Attention
•
How many times has this happened?
•
Any witnesses?
•
What were your feelings?
•
Was your work affected?
•
Did you document the incident?
•
What remedy do you want?
S
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p
3
:
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Unwanted Attention
If you believe that you are
the subject of retaliation,
immediately report this
to your supervisor and/or
to (insert appropriate agency
official).
S
t
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p
4
:
R
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p
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R
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Unwanted Attention
Agency Contacts
•
Your agency head has designated the
following individuals as those to whom
you should report incidents or
concerns about sexual harassment if
you are uncomfortable reporting to
your supervisor:
•
Equal opportunity manager/ specialist
<insert agency info here>
•
Human resources officer
<insert agency info here>
•
other agency designated official
<insert agency info here>
Agency Contacts
•
Know and follow the commonwealth’s
policy prohibiting sexual harassment.
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Act professionally and treat
co-workers with respect;
Strategies for Prevention
Strategies for Prevention
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Report harassing behavior
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Strategies for Prevention
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Summary
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Your complaint will be taken seriously
and will be investigated promptly and
thoroughly.
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When warranted, prompt and
appropriate corrective action will be
taken.
Summary
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Any employee who engages in or
knowingly condones sexual
harassment shall be subject to
disciplinary action, up to and
including dismissal.
Summary
More Information
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Agency EEO contact person
<insert agency info here>
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Office of Administration, Bureau of
Equal Employment Opportunity
717.783.1130
Summary and Close
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Key Learning
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Questions
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Evaluation
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Adjourn
• Welcome Participants
• Introduce Presenters
Gain knowledge on sexual harassment definitions, types, workplace behaviors, reporting procedures, prevention strategies, and the importance of Commonwealth policies. Understand why both the employer and employees should be concerned about sexual harassment. Engage in interactive sessions, surveys, and discussions to enhance awareness and prevention efforts.
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Presentation Transcript
Sexual Harassment: Awareness and Prevention prepared and presented by: Office of General Counsel & OA, Bureau of Equal Employment Opportunity
Agenda Introduction and Objectives Survey Definition of Sexual Harassment Video Vignettes Commonwealth Policy Reporting Procedure Summary 2
Course Objectives After completing this session, you will be able to: Define sexual harassment. Identify the types of sexual harassment. Identify behaviors that may be interpreted as sexual harassment in the workplace. Apply commonwealth policy that prohibits sexual harassment and retaliation.
Course Objectives After completing this session, you will be able to: Report sexual harassment pursuant to commonwealth policy. Identify strategies to prevent sexual harassment.
Why? Why would the commonwealth, as your employer, be concerned about sexual harassment? Why would you, as an employee, be concerned?
Pre-Training Survey Please take a few minutes and complete the Pre-Training Survey What Do I Know About Sexual Harassment found in your handouts . . .
What Do You Know? True or False? 1. Sexual harassment in the workplace is a form of workplace discrimination. TRUE.
What Do You? True or False? 2. Sexual harassment is a violation of state and federal laws. TRUE. Sexual harassment is a violation of state law (PHRA) and federal law (Title VII).
What Do You? True or False? 3. The commonwealth has a policy prohibiting sexual harassment that includes procedures on how to report harassment. TRUE.
What Do You? The commonwealth s policy on sexual harassment is found in: Executive Order 2002-4 Prohibition of Sexual Harassment in the Commonwealth Management Directive 505.30 Prohibition of Sexual Harassment in Commonwealth Work Settings
What Do You? True or False? 4. Any commonwealth employee who engages in or knowingly condones sexual harassment related to employment is subject to disciplinary action up to and including dismissal. TRUE.
What Do You Know? True or False? 5. If your intentions are good, your behavior cannot be considered sexual harassment. FALSE. A harasser s intent is irrelevant.
What Do You Know? True or False? 6. If everyone else is okay with a co-worker s behavior, you should just accept it, even if it offends you. FALSE.
What Do You Know? You have a right to object to offensive behavior no matter how many other co-workers find the behavior acceptable.
What Do You? True or False? 7. Asking a co-worker for a date is not sexual harassment. TRUE.
What Do You Know? Asking a co-worker for a date is not sexual harassment. However, if you repeat the behavior after being told that your attention is unwanted, it could be considered or become sexual harassment.
What Do You Know? True or False? 8. If you ignore the behavior of sexual harassment, it will ultimately stop or go away. FALSE. Sexual harassment must be dealt with immediately.
What Do You Know? True or False? 9. It is not important to tell someone to stop unwanted behavior because it usually doesn t do any good. FALSE.
What Do You Know? Telling someone that his/her behavior is unwanted or offensive is an important first step in stopping sexual harassment. 1. Puts the person on notice 2. Gives him/her the opportunity to change
What Do You Know? True or False? 10.All employees share responsibility for ensuring that the workplace is free from all forms of sexual harassment. TRUE.
What Do You Know? True or False? 11.Men, as well as women may be either the perpetrators or victims of sexual harassment. TRUE.
What Do You Know? True or False? 12.Sexual harassment may include actions by members of the opposite sex, as well as members of the employee s own sex. TRUE.
What Do You Know? True or False? 13.Sexual harassment is only prohibited if it occurs in the workplace during working hours. FALSE.
What Do You Know? Sexual harassment will not be tolerated in the workplace or in work- related settings, no matter the time or place it occurs.
What Do You Know? True or False? 14.Sexual harassment complaints must be in writing before an investigation will be initiated. FALSE.
What Do You Know? Sexual harassment complaints do not have to be in writing before an investigation is initiated. All allegations of sexual harassment will be investigated in a prompt and as confidential a manner as possible.
What Do You Know? True or False? 15.Commonwealth policy prohibits any form of retaliation against an employee who complains of sexual harassment or who cooperates in the investigation of a sexual harassment complaint. TRUE.
Sexual Harassment is Discrimination Sexual harassment is one form of sex discrimination and is prohibited by: Title VII of the Civil Rights Act Pennsylvania Human Relations Act Commonwealth Policy (Executive Order 2002-4 and Management Directive 505.30).
What is Sexual Harassment? Sexual harassment is unwelcome sexual advances, requests for sexual favors, and/or other verbal, visual or physical conduct of a sexual nature where:
What is Sexual Harassment? Sexual harassment is unwelcome sexual advances, requests for sexual favors, and/or other verbal, visual or physical conduct of a sexual nature where: a. Submission to or rejection of such conduct is made either explicitly or implicitly a term or condition of an individual s employment;
What is Sexual Harassment? Sexual harassment is unwelcome sexual advances, requests for sexual favors, and/or other verbal, visual or physical conduct of a sexual nature where: b. Submission to or rejection of such conduct by an individual is used as a basis for employment decisions affecting that individual; or
What is Sexual Harassment? Sexual harassment is unwelcome sexual advances, requests for sexual favors, and/or other verbal, visual or physical conduct of a sexual nature where: c. Such conduct has the purpose of or effect of unreasonably interfering with an individual s work performance or creating an intimidating, hostile, or offensive working environment.
Traditional Examples of Sexual Harassment Harassment by a male supervisor of a female subordinate. Harassment by co-workers based on a hostile work environment.
Definition of Sexual Harassment The definition has evolved over the years. It now it includes . . . Harassment by a female supervisor of a male subordinate; Harassment by a supervisor of the same sex as the subordinate;
Definition of Sexual Harassment The definition has evolved over the years. It now it includes . . . Harassment of employees by non- employees, such as clients, contractors, vendors, etc. Harassment based on a supervisor s consensual relationship with another employee.
What Behavior May Be Harassing? Written Unwelcome suggestive, sexually explicit or obscene letters, notes, emails or invitations.
What Behavior May Be Harassing? Verbal Derogatory, sexually explicit or offensive comments, epithets, slurs or jokes; inappropriate comments about an individual s body or sexual activities; repeated unwelcome propositions or sexual flirtations; direct or subtle pressure or repeated unwelcome requests for dates or sexual activities.
What Behavior May Be Harassing? Visual Sexually oriented gestures, display of sexually suggestive or derogatory objects, pictures, cartoons, posters or drawings. Looking a person upand down ( elevator eyes ).
What Behavior May Be Harassing? Physical Impeding or blocking movements, touching, patting, pinching, or any other unnecessary or unwanted physical contact. Touching an employee s hair, clothing or body. Brushing up against a person.
Two Types of Sexual Harassment 1. Quid Pro Quo 2. Hostile Environment
Quid Pro Quo Sexual Harassment Classic Examples: Occurs when an employee s submission to or rejection of unwelcome sexual advances or conduct is used as the basis for an employment decision affecting that employee.
Quid Pro Quo Sexual Harassment Classic Examples: If you want a promotion, you must sleep with me. If you do not want to be disciplined for being late and missing work, you must go out on a date with me.
Lets Talk About It Time for a video . . .
Discussion Questions What parts of this situation might be sexual harassment? If it is not sexual harassment, what would have to happen to make it sexual harassment?
Discussion Questions If you were faced with this situation, what would you do? What do you think commonwealth policy requires?
Hostile Work Environment Hostile work environment sexual harassment is created when unwelcome harassment is severe or pervasive enough to alter the conditions of an individual s employment or creates an abusive, intimidating, hostile or offensive working environment.
Hostile Work Environment unwelcome severe or pervasive creates an abusive, intimidating, hostile or offensive working environment.
Hostile Work Environment severe or pervasive
Hostile Environment Severe or Pervasive Generally, a single or isolated incident is not enough to create a hostile environment. However, a single or unusually severe incident of harassment may be sufficient to create a hostile work environment, particularly when the harassment is physical.
Hostile Environment Severe or Pervasive The United States Supreme Court stated in its recent decisions that Title VII does not prohibit all verbal or physical harassment in the workplace.
