Crate Training Program: Dealing with Sexual Harassment in the Office
Training Module for Dealing with Sexual Harassment in the Office.
I settled on designing a training module for the employees to create awareness on sexual harassment and mechanisms of combatting it. These are outrageous sexual acts subjected to all genders at work place whilst most of the employees are ignorant of the handling this issue. Their ignorance leaves them vulnerable to the perpetrators who have the audacity to continue victimizing them while taking advantage of their ‘illiteracy’ on it. Employees of all genders are the ideal audience for the program. The senior officers such as Supervisors and managers will be enlightened on how to handle, engage their junior officers without perpetrating this indecent and assisting them in case they are victimized. By the end of the program, I hope the employees will have in depth understanding of the issue and the proper measure that should be taken by the employees when they are victimized.
Manifestations of sexual harassment
Common perpetrators of sexual harassment
Common victims of sexual harassment
Course of Action for victims
Reporting to a senior
Asking for immediate help for extreme cases such as rape
Personal precautionary measures.
Description of training:
The training module will enlighten the employees the sexual harassment acts and how the victims can approach the issue successfully. Both male and female employees will be the target audience. The whole training session is expected to last for around three hours with two breaks that last for seven minutes at different intervals.
Purpose of training:
Creating sexual harassment awareness in workplaces can promote mutual respect and decency how employees interact with each other. Most of the employees do not totally understand acts related to it what makes it important to enlighten them. Therefore, this training module is aimed at teaching the employees what sexual harassment, discipline its perpetrators and the measures that should be taken in case they happen to be the victims. The managers should be reliable in offering legal assistance to the victims. The employees will feel that their respect is adhered therefore promoting their confidence at work. The perpetrators will have to change their indecent behaviour since their victims will no longer be ignorant on the issue.
The objectives of this course are:
To shed light on various types of sexual harassments that workers face in offices.
Explaining to employees the characteristics of a sexually harassed workers in order to enable them to identify them and offers all the essential assistance required such as ensuring that the culprits are accountable of their indecent actions.
Teach the employees the legal approach to sexual harassment and legal actions that the victims should undertake in order to have justice.
Ensure employee understand various ways in which they can keep sexual bullies at bay.
Teach employees the actions or measures that one needs to take at a personal level to reduce cases of sexual harassment in the office.
Sexual harassment is a common crime around the office that often goes unreported.
The victims avoid reporting victimization due to the shame associated with it since it’s a form of sexual abuse.
Sexual harassment refer to sexual requests in order to make favours, sexual advances, physical or verbal harassments which are sexual in nature.
Types of Sexual harassment that occur in the office
Requesting for sex for favours.
Physical or verbal harassments which are sexual in nature.
Inappropriate sexual advances.
Common perpetrators of sexual harassment
Chief Executive Officers
Female or male secretaries
Female junior or new employees
Young or junior male employees
New job applicants.
Employees seeking promotions.
Dealing with Sexual Harassment
Reporting to a senior
a) The victim can report the perpetrator to a manager or team leader
b) If the perpetrator is a manager, reporting to an even more senior manager can help
c) It is also advisable to report to law enforcement if necessary
Asking for immediate help for extreme cases such as rape.
If caught unawares by an office rapist, employees need to shout.
They also need to call other employees as they fight back.
There are times when the company or employer might be reluctant to take action or be the perpetrator
At such times legal action is necessary
Gather evidence and give it to an attorney
Be confident while going through all these and seek psychological help if necessary
Confide in a trusted friend as you handle the legal issues
Personal precautionary measures
Dressing in a respectable manner
Keeping off sexual talk if it sends wrong message to others
Knowing to spot potential perpetrators and avoiding them
Reporting minor harassment as it leads to major harassment later on
Trying to be in the company of someone around the office as much as practicable.
Duration: 2 hours (15minutes break).
Participants: 40-50 participants per session.
Describe Activities Materials Feedback/Assessment Time
By the end of this segment, trainees will:
a) Explain what sexual harassment is and give examples. -Defining sexual harassment
Video depicting sexual harassment Letting trainees give ideas on what has been discussed 30 min.
Perpetrators and Victims By the end of this segment, trainees will:
Name victims -Defining a victim,
Perpetrator and their differences.
Literature on sexual harassment Letting trainees discuss the shared ideas 30 min.
3. Dealing with sexual harassment
By the end of this segment, trainees will be able to:
Explain what Anti-Discrimination Act is
Explain the role of the Equal Employment Opportunity Commission
Show how the Civil Rights Act of 1964 prohibits sexual harassment
Explain personal precautionary measures against offenders and sexual harassments legal approach. -Explain ADA and EEOC
-Ask trainees to share ideas on what they think needs to be done
-Show the role of public officers such as sheriff and attorney in sexual harassment.
Video, PowerPoint presentation on ADA and EEOC Letting trainees share what they have learned in the segment 30 min.
Conclusion: Trainees should have in depth understanding of sexual harassment at the end of the program.
-Ask trainees pointed questions on what has been covered. Video content Letting trainees share ideas on the content. 30
Material and resources:
Video player and screen.
Sexual harassment hand outs.
Spacious hall or room.
Civil Rights Act of 1964 (1964). Civil Rights Act Transcript. Retrieved October 6, 2013 from Civil Rights Act
United States Equal Employment Opportunity Commission (1967). The Age Discrimination in Employment Act of 1967. Retrieved October 6, 2013 from http://www.eeoc.gov/laws/statutes/adea.cfm