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2.3-Diversity and affirmative action

2.3-Diversity and affirmative action - Unit 2 Lecture 3...

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SEXUAL HARASSMENT AND DIVERSITY TRAINING Prof. John Kammeyer-Mueller MGT 4301 Unit 2, Lecture 3: Sexual Harassment and Diversity Training
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Plan Where are we? Understand some of the principle concepts that go into employee learning and development Where we want to be Learn about sexual harassment and other forms of workplace harassment Discuss methods of providing diversity training and their outcomes How we’ll know how we’re doing Be able to define sexual harassment Compare quid pro quo versus hostile work environment harassment Describe best practices in developing harassment prevention programs What are the typical effects of diversity programs? Unit 2, Lecture 3: Sexual Harassment and Diversity Training
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What is Sexual Harassment? Sexual harassment is the subjection of an employee to unwanted sexual contact, propositions, or innuendos sex discrimination (Title VII) Bisexual harassers? (Holmans v. Indiana) The Equal Employment Opportunity Commission has two requirements to define harassment. The conduct is unwanted if: The employee did not solicit or initiate it, The employee finds it undesirable or offensive. Unit 2, Lecture 3: Sexual Harassment and Diversity Training
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Quid Pro Quo Harassment Rewards or punishments offered by a supervisor in return for sexual behavior (Barnes v. Costle) Paulette Barnes was an employee of the EPA Her supervisor, Douglas Costle: Repeatedly asked her out despite refusals Made sexually suggestive remarks Said he would wreck her career if she didn’t comply The court found that Barnes was treated differently with regard to terms and conditions of employment Economic damage standard Unit 2, Lecture 3: Sexual Harassment and Diversity Training
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Hostile Work Environment Harassment Employment conditions (Meritor v. Vinson) Vinson received sexual advances she believed would lead to consequences, but suffered no adverse economic results She actually had sex with her supervisor Court still said she was supported in her claim Unit 2, Lecture 3: Sexual Harassment and Diversity Training
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Hostile Work Environment Harassment Sex roles (Price Waterhouse v. Hopkins) Hopkins' secured a $25 million contract, which she carried out "virtually at the partner level.“ Despite this performance she was not promoted due to poor “interpersonal skills” and being “overly aggressive” One partner described her as "macho"; one advised her to "walk more femininely, talk more femininely, dress more femininely, wear make-up, have her hair styled, and wear jewelry." The court determined that the presence of these stereotypes may have undermined Hopkins’ ability to get a promotion Unit 2, Lecture 3: Sexual Harassment and Diversity Training
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Hostile Work Environment Harassment Subjective, harder to define Includes pornography, speech, catcalls, and other non- economic treatment Would a “reasonable person” find this so offensive that they could not work successfully Reasonable woman standard—women slightly more likely to
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