sample respect instructors guide 11-16.… · • play suitable music (downloaded onto your laptop)...

Our Respectful Workplace

Session Objectives

Instructor Guide

Created by DeDe Church & Associates , LLC

At the end of this session, participants will be able to:

• Better understand the demographic changes in our workplace • Know the federally protected categories and legal definition of

harassment • Recognize five expected behaviors for contributing to a

respectful workplace • Understand our anti-harassment policy, its reporting

requirements, and our commitment to non-retaliation • Know how to tell someone they’ve crossed the line and how to

respond after offending someone else

Instructor Guide: Respectful Workplace Page 1

BEFORE THE SESSION

LOGISTICS

• Confirm the date, time and location of your workshops • Arrive 30 minutes early to address any technical difficulties • Check seating, room temperature, any outside noises, and evaluations • Play suitable music (downloaded onto your laptop) as participants arrive (e.g., “Respect” by Aretha

Franklin, “Sweet Caroline” by Neil Diamond, “ABC” by the Jackson Five, etc.) • Greet participants as they arrive

SESSION MATERIALS

• PowerPoint Slides • Evaluation Forms

AUDIO VISUAL REQUIREMENTS • Flipchart with markers (not necessary but may be helpful) • Computer • LCD Projector with screen • External speakers (or speakers within the projection system)

METHOD ICONS

Slide

Participant Centered Activity

Flipchart or Poster

Participant Manual or Handout


SESSION TIMELINE (Suggested) SECTION TIME

(In minutes) METHOD MATERIALS

Welcome & Warm UP 8 Opening Activity: Olympics Presentation: Why We’re Here

Slides 1-8

Section II. Our Changing Workplace

10 Presentation: Diversity stats

Slides 9-16

Section III. The Rules

32 Presentation: Hostile Environment, Expectations, Code Words, Upstander Activity: Protected Categories, What does Respect Mean, Fill in the Blank, True/False

Slides 17-36

Section IV. Final Tips for Showing Respect

7 Presentation: Crossing the line, Social media reminder Activity: Hot Button Issues

Slides 37-44

Conclusion 3 Presentation: Questions & Answers

Slides 44-46

TOTAL TIME 60


OUR RESPECTFUL WORKPLACE APPROX TIME METHOD CONTENT Total Time: 60 minutes

Welcome & Warm Up

Slide 2

Slide 3

Slide 4

Welcome & Warm Up! Good morning/afternoon! My name is __________________________, and I am a ______________________ (title). I have worked here for ___ years . . . (add an interesting fact about yourself). I am very happy to be with you today, and I want to welcome each of you to participate in our organization-wide training initiative. Over the next hour, we are going to discuss together how we can create and maintain a respectful environment here at work. It’s important that we all know the rules and expectations placed upon us. I know this is a large group, but you are encouraged to participate by speaking up, asking questions, and letting me know if I need to slow down (or speed up! Ha ha!) Attention to Detail Do you love the Olympics as much as I do? Well, I was thinking that if I could create my own Olympics, I might change some of the events. For example, instead of dancing with ribbons, I might create events that really impact our day-to-day lives -- like Attention to Detail. To show you how this would work, I’m going to put a phrase up on the screen, and I want you all to read it out as loudly and as quickly as you can. Are you ready? Here we go -- Paris in The The Spring [Leader Note: Many people will get this wrong. Smile.] Let’s try that again! [Keep going until most of the people figure it out. Then slowly point out the second “the.”] This exercise is a metaphor for how we sometimes behave at work. Our brains sometimes think they know what’s going on so we skip the details and make assumptions about things we see in the hallways. It’s a good idea for us to slow down, really examine interpersonal situations and not assume that we know what someone else is thinking.


OUR RESPECTFUL WORKPLACE APPROX TIME METHOD CONTENT

Slide 5

Slide 6

Slide 7

Section II. OUR CHANGING WORKPLACE Let’s begin by looking more closely at changes in our workplace. Let’s start with an overview of race in the U.S.

U.S. Population This graph reflects our U.S. Population. [click]. In the year 2000, white people were a clear majority making up 72 % of the population. Blacks or African Americans were in second place at 12%, with Hispanics in third place with 11%. Now, let’s take a look at what will happen over the next 50 years according to the U.S. Census Bureau. [click] In the year 2050, the U.S. will look very different. White people will no longer be the majority race. Hispanics will more than double in population, and 5% of our population will be people of mixed races or those who do not identify as just one race. [click] But wait. Recently the U.S. Census Bureau came out and said, “We were wrong.” These changes in our racial make-up are happening much faster than we predicted. It won’t be 2050 when whites lose their majority status – it will be 2043. Because these changes are happening rapidly, it won’t be a surprise if they come back again and change that date to an even earlier one.

In addition to race, some other changes that are shaping our country and our workplace include: [click] Immigration [Read slide: 14% of U.S. population is foreign-born compared with 5% in 1965. (Most Americans say increasing ethnic diversity makes the U.S. a better place to live.)]

[click] And religion. [Read slide: Christianity is still Number 1 religion, but dropped 7% in 7 years; 23% of U.S. adults are “unaffiliated” with any religion].



Slide 8

Slide 9

Slide 10

Instructor’s Note: 35% of millennials say they are unaffiliated with any religion.

Women are definitely shaping the U.S. workplace. In fact, [Read slide: 59% percent of the college-educated, entry-level workforce are women. And Mothers are the sole or primary breadwinner in 40% of households.].

Instructor’s Note: [Data is from U.S. Census Bureau 2016.]

Finally, younger workers known as millennials are shaping our workplace. [Read slide: Millennials are people born 1980-1994 – so they are 36 and younger. They have surpassed Baby Boomers as our largest generation, and they are the most racially diverse generation in history with 43% being non-white. They are the most educated generation to date, and ¼ millennial workers will become managers in 2016. Instructor’s Note: 3.6 million baby boomers will retire in 2016, so millennials are stepping up to provide next generation leadership. Ninety-one percent of millennials aspire to leadership positions. This new generation will fill the leadership gap by flattening corporate hierarchies, empowering others to succeed and forcing companies to make an impact on society, rather than just focusing on money. Site: Forbes Magazine Challenges of Diversity in the Workplace We know that having a diverse workforce brings great innovative, cultural, and financial benefits. But it can also bring challenges.

http://www.washingtonpost.com/blogs/fact-checker/wp/2014/07/24/do-10000-baby-boomers-retire-every-day/



Slide 11

Slide 12

Slide 13

Slide 14

Friction For example, we may see some friction in the workplace as we adjust to working with people who may be different from us and may have different ideas and approaches. So we have to think about that friction and deal with it in a responsible way. Our Leadership Wants to Help This training is one way that our leadership wants to help. We are about to clarify our company’s expectations of every employee. In addition, I want to extend to each of you an invitation from our Leadership to please come forward with any concerns or questions that you may have. Section III. The Rules Knowing the rules will help you do your job even better. While some of this may be a review for you, please pay close attention and let me know if you have any questions. We know that laws have been put in place in our country to protect workers from unfair treatment. But these laws don’t protect us from everything that might go wrong. They only prevent employers from making decisions or considering certain protected or Red Flag categories. Let’s make sure we all know what those categories are. Someone tell me one . . . Great! [Repeat what they say.] How about another? [When they’ve gotten most of them, either give them a clue about the remaining categories or go ahead to the next slide.]



Slide 15

Slide 16

Instructor’s note: If someone says “sexual orientation” or “gender identity,” smile and say those categories are not currently protected by federal law. Some states and cities have enacted their own laws to include these categories as protected from workplace discrimination. So you guys got them all [or] almost all of them! Federal Laws Prohibit Discrimination and Harassment in the workplace on the basis of: Race or color, sex, national origin (some call this ethnicity), religion, pregnancy, age, disability, and genetics. Genetics is the category most people do not recognize. It was added to the list of federally protected classes in 2008, and it says, for example, an employer can not refuse to hire someone because she carries a gene that makes it more likely she will develop cancer. It is believed by some that there were companies running DNA tests on applicants to try and avoid hiring anyone who might make their health care premiums rise or who might need to go out on medical leave. Instructor’s Note: Most of these protected categories were first put into law in the Civil Rights Act of 1964. This was the law signed by President Johnson that provided for fairness and equality in voting, education, public accommodations like hotels and trains, and the workplace. The part of the law dealing with the workplace is known as Title VII. Illegal Hostile Environment For misconduct to create an illegal hostile environment, it must be related to one of these protected or “Red Flag” categories such as race, age, gender, religion, disability, national origin, etc. And it must be so frequent or severe that it actually alters the conditions of the victim’s employment and creates an abusive workplace. An example might be a victim who is so overwhelmed with fear and stress that she has to vomit every day at work and is unable to complete her job because of the harassment she is enduring.



Slide 38

Slide 39

Slide 40

Section V. Final Tips for Showing Respect Lastly, let’s take a look at some easy tools for showing respect at work. Avoid Hot Button Issues At Work When Possible First, let’s remember that this is our place of work, not a place to hang out with our friends. So we can reduce tension at work by avoiding certain hot button issues. What are some topics that you think we might try not to talk about at work? [Pause and wait for suggestions.] Those are all great suggestions. Here are some that I came up with – Sexual comments, politics, religion, and money. Accept that others may have a different line when deciding what’s offensive. Respect their line. Everyone has a different place where they’ll say, “Hey, that crossed the line for me.” We have to accept that even though you think an off-color joke is really funny, your co-worker might find it offensive. We have to be respectful at work and not expose others to offensive behavior – because it’s the law and because it’s the right thing to do.



Slide 41

Slide 42

Slide 43

Slide 44

Can you ever be certain where another person will draw the line? No. It depends on how his day is going, what his mood is, how he’s feeling, whether his dog just died, etc. So even if a co-worker laughs at your joke on Monday, we can’t assume that he’ll also laugh at a similar joke on Tuesday. The only way to be safe is to avoid bringing that type of humor into the workplace at all. When Faced with Disrespectful Behavior, explain that the words or actions crossed your line. Remember that the goal is to educate, no humiliate. So it may be unproductive to talk to the offender in front of a large group of people. Try to keep judgment out of your voice. When Someone Says You Have Crossed the Line: It’s possible that every one of us may say something hurtful or offensive at some point. When a co-worker or patient says we’ve crossed the line, we need to immediately cease the discussion and simply say, “I am sorry.” Reminder Finally, I want to remind you that all of these rules that we’ve been discussing apply whether you are talking to someone in person or online. We need to be respectful in all forms of communication.



Slide 45

sample respect instructors guide 11-16.… · • play suitable music (downloaded onto your laptop)...

Documents