Less than two weeks after Gretchen Carlson filed her harassment suit against Roger Ailes, the powerful chairman of Fox News is reported to be leaving his employer with a healthy severance package. We may never know what happened. Yet, if Ailes leaves now, his name will be attached to the
Here are some quotes from a document I read last week: “Workplace harassment remains a persistent problem.” … ““There is a compelling business case for stopping and preventing harassment” … “It starts at the top… leadership and accountability are critical” … “Training must change.” As I kept reading I thought,
Last week, the U.S. Equal Employment Opportunity Commission (EEOC) released its recommendations for a new, more effective approach to preventing harassment in the workplace. In the 18 months prior, the Select Task Force on the Study of Harassment in the Workplace, worked closely with sociologists, industrial-organizational psychologists, investigators, trainers, lawyers,
Ask five co-workers for a definition of microaggression and you will likely receive five different responses. While people may have a general idea of what microaggression is, many are unsure of its exact meaning. Understanding the definition of microaggression is important but knowing what it means for your workplace is
An effective behavior change training solution should reduce incivility and reinforce positive behavior. It sounds like a practical plan, but how can you make sure your training is really changing behavior? At ELI®, we have identified four necessary components for achieving true and lasting behavioral change: Awareness of the behavior
Every organization has its share of poor-performing employees and those who violate company standards. While every incident can not be prevented, it is possible to minimize the occurrences. Here are three practical tips on how to improve employee behavior and attitude: Have values and communicate them For employees to follow
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