Gender Issues

Training Benefits & Deliverable Include: Meet CA AB 1825 sexual harassment training requirements…Build stronger working relationships through increased understanding…Improve productivity by providing a more comfortable working climate…Communicate more professionally and effectively with co-workers…Reduce the instances of being misunderstood or misrepresented…Reduce the exposure to employment and labor law claims by documenting sexual harassment training…Deal with cultural, generational, religious and other differences more sensitively…Learn communication skills that can eradicate harassment and discrimination before it begins…Sensitize employee awareness to colleague perceptions and perspectives…Address the most common causes of harassment and disrespect…Increase the employee’s understanding of their responsibilities of behavior…Identify and avoid risky work place conduct…Reinforce your company’s anti-harassment and discrimination policies

Prevent discrimination or harassment situations from arising with co-workers…Build stronger working relationships through increased understanding…Provide a more comfortable working climate…Communicate more professionally and effectively with co-workers and customers…Reduce the instances of being misunderstood or misrepresented…Reduce the exposure to legal claims by documenting sensitivity training…Deal with cultural, generational, and other differences more sensitively…Learn communication skills that eradicate harassment or discrimination…Sensitize employee awareness to colleague perceptions and perspectives…Address the most common causes of harassment and disrespect…Reinforce your company’s anti-harassment and discrimination policies

This is not your typical Leadership Skills Training Course for Women. In this course, we’ll finally answer the question “Are women better leaders than men?” while also equipping you with the skills to be the best leader you can be. Women do lead differently, but how? We’ll look at the facts and the fiction about women in leadership, detail concepts from the bestselling book “Lean In”, and take a deep dive into some of the more delicate issues that still face women in the workforce.

Many times, new employees, especially those who are different, are not properly introduced and mentored into the organization. In this scenario, your audience will be able to explore the conflicts and potential implications for organizations.

Ensure consistency – Hire/fire/discipline employees safely – Reduce potential company exposure to discrimination/harassment complaints – Maximize management's rights within FMLA, ADA, EEO, HPPA, FLSA and Worker's Comp interpretations – Develop & enforce a safe progressive discipline process – Maintain legally correct department and employee files – Address personal problems, substance abuse and other sensitive issues – Document verbal and written warnings

Our common-sensed approach to sensitivity & diversity training is different from other training providers. Instead of delivering what is really just a – legally-focused/legally-centric discrimination prevention course – and labeling it “sensitivity training”, we actually identify & address the causes of insensitive, disrespectful or harassing behavior. Yes, we tackle the legal issues, but they do little to actually change a person’s behavior or thinking. We believe the vast majority of managers and/or employees don’t come to work looking to intentionally be insensitive or disrespectful. Something happens: they get angry; they open their mouth; their brain stops; and quite frankly, they say or do something stupid! We work with the learners to identify their communication and behavior styles. They have to better understand how their communications style may be perceived by others. In our training, the learners build action plans to improve their role in a more respectful workplace.

Our common-sensed approach to sensitivity & diversity training is different from other training providers. Instead of delivering what is really just a – legally-focused/legally-centric discrimination prevention course – and labeling it “sensitivity training”, we actually identify & address the causes of insensitive, disrespectful or harassing behavior. Yes, we tackle the legal issues, but they do little to actually change a person’s behavior or thinking. We believe the vast majority of managers and/or employees don’t come to work looking to intentionally be insensitive or disrespectful. Something happens: they get angry; they open their mouth; their brain stops; and quite frankly, they say or do something stupid! We work with the learners to identify their communication and behavior styles. They have to better understand how their communications style may be perceived by others. In our training, the learners build action plans to improve their role in a more respectful workplace.

Our common-sensed approach to sensitivity & diversity training is different from other training providers. Instead of delivering what is really just a – legally-focused/legally-centric discrimination prevention course – and labeling it “diversity training”, we actually identify & address the causes of insensitive, disrespectful or harassing behavior. Yes, we tackle the legal issues, but they do little to actually change a person’s behavior or thinking. We believe the vast majority of managers and/or employees don’t come to work looking to intentionally be insensitive or disrespectful. Something happens: they get angry; they open their mouth; their brain stops; and quite frankly, they say or do something stupid! We work with the learners to identify their communication and behavior styles. They have to better understand how their communications style may be perceived by others. In our training, the learners build action plans to improve their role in a more respectful workplace.