While the financial liabilities of sexual harassment can be substantial, they represent only a part of the total cost.
To the extent sexual harassment defines how your organization values its employees, your organization increasingly becomes a place to avoid. To the extent your organization accepts sexual harassment as an incidental working condition, you tell employees, applicants, and third parties: we don’t value you. And to the extent your organization does not take immediate action to correct problems, you demonstrate that they should look for employment elsewhere.
To the extent sexual harassment defines how your organization values its employees, your organization increasingly becomes a place to avoid. To the extent your organization accepts sexual harassment as an incidental working condition, you tell employees, applicants, and third parties: we don’t value you. And to the extent your organization does not take immediate action to correct problems, you demonstrate that they should look for employment elsewhere.
Why you should Attend:
As a result, the marketplace is increasingly asking and evaluating the following critical questions:- Does the organization avoid the growing legal pitfalls to avoid sexual harassment?
- Does the organization properly conduct sexual harassment and workplace investigations?
- Does the organization properly weigh and balance privacy issues and concerns?
- Are all employees encouraged to report incidents of sexual harassment and are all supervisors and managers required to take action and report incidents?
Areas Covered in the Session:
- Discuss the impact of sexual harassment within your organization
- Define the definition and types of sexual harassment
- Describe how sexual harassment affects the achievement of organizational goals
- Discuss the financial impact of sexual harassment on your organization’s bottom line
- Discuss the human resources impact on the planning and managing of your workforce
- Play a leadership role in reducing and managing sexual harassment
Speaker
Ronald Adler is the president-CEO of Laurdan Associates, Inc., a veteran owned, human resource management consulting firm specializing in HR audits, employment practices liability risk management, HR metrics and benchmarking, strategic HR-business issues and unemployment insurance.He has more than 37 years of HR consulting experience working with U.S. and international firms, small businesses and non-profits, insurance companies and brokers, and employer organizations.Who Should Attend
- HR Professionals
- Internal and External Auditors
- Compliance Officers
- Risk Managers
- C-suite Executives
- Middle and on-line Managers
