Strategies to Uncover and Combat Workplace Sexual Harassment: Silence is Costly!
What Will It Take to Break the Silence in Your Office?
Instructor :
Ronald Adler
Webinar ID:
5908
Date: AUG 05, 2024 (MON)
Start Time: 10 am PT
Duration: 90 Mins.
What Our Tribe Says
[★★★★★]
“Extremely enlightening. The training delved deep into the financial and business aspects of sexual harassment that many often overlook. Mr. Adler presented the information well, though a bit more on preventive measures would’ve been the icing on the cake.”
– Linda F., Risk Management Specialist
[★★★★★]
“The content was well-researched and Ronald Adler’s delivery was top-notch. I now understand the comprehensive business impact of sexual harassment. However, a section on implementing proactive measures would make this training unbeatable.”
– Arjun M., Chief Strategy Officer
[★★★★☆]
“While the course extensively covered the repercussions of sexual harassment on a business’s finances and reputation, I felt the need for more interactive sessions. Ronald’s expertise was evident, but participant engagement could be enhanced.”
– Isabelle T., Compliance Officer
What Our Tribe Says
[★★★★★]
“Extremely enlightening. The training delved deep into the financial and business aspects of sexual harassment that many often overlook. Mr. Adler presented the information well, though a bit more on preventive measures would’ve been the icing on the cake.”
– Linda F., Risk Management Specialist
[★★★★★]
“The content was well-researched and Ronald Adler’s delivery was top-notch. I now understand the comprehensive business impact of sexual harassment. However, a section on implementing proactive measures would make this training unbeatable.”
– Arjun M., Chief Strategy Officer
[★★★★☆]
“While the course extensively covered the repercussions of sexual harassment on a business’s finances and reputation, I felt the need for more interactive sessions. Ronald’s expertise was evident, but participant engagement could be enhanced.”
– Isabelle T., Compliance Officer
What you will learn
- Analyzing Sexual Harassment’s Organizational Impact
- Clarifying Sexual Harassment: Definitions and Types
- Impact on Organizational Goals by Sexual Harassment
- Financial Repercussions of Sexual …
- Analyzing Sexual Harassment’s Organizational Impact
- Clarifying Sexual Harassment: Definitions and Types
- Impact on Organizational Goals by Sexual Harassment
- Financial Repercussions of Sexual Harassment
- HR’s Role in Managing Sexual Harassment Effects
- Leadership’s Influence on Mitigating Sexual Harassment
- Strategies for Preventing Sexual Harassment
Course Description
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.
- Accepts of sexual harassment as an incidental working condition, you tell employees, applicants, and third parties: we don’t value you.
- Does not take immediate action to correct problems, you demonstrate that they should look for employment elsewhere.
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 weight and balance privacy issues and concerns?
- Are all employees encouraged to report incidents of sexual harassment; are all supervisors and managers required to take action and report incidents?
In this interactive webinar, Ronald Adler, with over 45 years of HR consulting experience, will address these critical issues and other important elements of an effective sexual harassment program.
Enroll Now!
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.
- Accepts of sexual harassment as an incidental working condition, you tell employees, applicants, and third parties: we don’t value you.
- Does not take immediate action to correct problems, you demonstrate that they should look for employment elsewhere.
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 weight and balance privacy issues and concerns?
- Are all employees encouraged to report incidents of sexual harassment; are all supervisors and managers required to take action and report incidents?
In this interactive webinar, Ronald Adler, with over 45 years of HR consulting experience, will address these critical issues and other important elements of an effective sexual harassment program.
Enroll Now!
Why you should attend
Sexual harassment claims increasingly expose your organization to significant business, financial, and human resources related costs and liabilities.
Potential claims now often exceed six-figure numbers. More importantly, sexual harassment:
- Increases recruitment and hiring costs
- Increases absenteeism and turnover costs
- Lowers employee morale
- Reduces job performance,
- Overall results in lost productivity.
As a result, if your company has a 6% profit margin, it will have to generate $1,667,000 in new sales to cover the costs of each sexual harassment claim or award of $100,000.
Join Mr. Adler in this session as by the end of the session you will have clarity on the issue of sexual harassment, sex discrimination, its definition and the laws that prohibit it and how to prevent it in the workplace.
Join us Now!
Sexual harassment claims increasingly expose your organization to significant business, financial, and human resources related costs and liabilities.
Potential claims now often exceed six-figure numbers. More importantly, sexual harassment:
- Increases recruitment and hiring costs
- Increases absenteeism and turnover costs
- Lowers employee morale
- Reduces job performance
- Overall results in lost productivity.
As a result, if your company has a 6% profit margin, it will have to generate $1,667,000 in new sales to cover the costs of each sexual harassment claim or award of $100,000.
Join Mr. Adler in this session as by the end of the session you will have clarity on the issue of sexual harassment, sex discrimination, its definition and the laws that prohibit it and how to prevent it in the workplace.
Join us Now!
Course Agenda
- Evaluating the Impact of Sexual Harassment on Your Organization
- Explore the comprehensive effects of sexual harassment on team dynamics and organizational culture.
- Understanding Sexual Harassment: Definitions and Varieties
- Clarify the concepts and categorize the different forms of sexual harassment, emphasizing legal and ethical considerations.
- The Organizational Toll: How Sexual Harassment Hinders Goals
- Analyze how sexual harassment disrupts the achievement of strategic objectives and undermines organizational effectiveness.
- Financial Repercussions: The Economic Costs of Sexual Harassment
- Assess the direct and indirect financial impacts of sexual harassment on the organization’s profitability and sustainability.
- HR Challenges: Managing the Workforce in the Wake of Sexual Harassment
- Discuss the implications for human resources in recruitment, retention, and workforce planning due to sexual harassment issues.
- Leadership’s Crucial Role in Mitigating Sexual Harassment
- Highlight the importance of leadership in fostering a culture of respect, accountability, and zero tolerance towards sexual harassment.
- Proactive Prevention: Strategies to Combat Sexual Harassment
- Outline effective preventive measures, including policies, training, and cultural initiatives, to combat sexual harassment and promote a safe work environment
BONUS:
- PDF copy of the presentation handout for your future reference.
- Soft copy of the certificate of completion on request.
- Q&A Session with the Presenter: Get your pressing questions answered verbally, via chat or email.
- Evaluating the Impact of Sexual Harassment on Your Organization
- Explore the comprehensive effects of sexual harassment on team dynamics and organizational culture.
- Understanding Sexual Harassment: Definitions and Varieties
- Clarify the concepts and categorize the different forms of sexual harassment, emphasizing legal and ethical considerations.
- The Organizational Toll: How Sexual Harassment Hinders Goals
- Analyze how sexual harassment disrupts the achievement of strategic objectives and undermines organizational effectiveness.
- Financial Repercussions: The Economic Costs of Sexual Harassment
- Assess the direct and indirect financial impacts of sexual harassment on the organization’s profitability and sustainability.
- HR Challenges: Managing the Workforce in the Wake of Sexual Harassment
- Discuss the implications for human resources in recruitment, retention, and workforce planning due to sexual harassment issues.
- Leadership’s Crucial Role in Mitigating Sexual Harassment
- Highlight the importance of leadership in fostering a culture of respect, accountability, and zero tolerance towards sexual harassment.
- Proactive Prevention: Strategies to Combat Sexual Harassment
- Outline effective preventive measures, including policies, training, and cultural initiatives, to combat sexual harassment and promote a safe work environment
BONUS:
- PDF copy of the presentation handout for your future reference.
- Soft copy of the certificate of completion on request.
- Q&A Session with the Presenter: Get your pressing questions answered verbally, via chat or email.
Who is this course for
Maximize the Learning Experience in A Group Setting!
- Human Resources Manager
- Chief Human Resources Officer (CHRO)
- Diversity and Inclusion Manager
- Employee Relations Specialist
- HR Compliance Officer
- CEO (Chief Executive Officer)
- CFO (Chief Financial Officer)
- Corporate Legal Counsel
- Risk Management Specialist
- Training and Development Manager
Maximize the Learning Experience in A Group Setting!
- Human Resources Manager
- Chief Human Resources Officer (CHRO)
- Diversity and Inclusion Manager
- Employee Relations Specialist
- HR Compliance Officer
- CEO (Chief Executive Officer)
- CFO (Chief Financial Officer)
- Corporate Legal Counsel
- Risk Management Specialist
- Training and Development Manager
Instructor Profile
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 issues.
Mr. Adler has more than 45 years of HR consulting experience working with U.S. and international firms, small businesses and non-profits, printers, insurance companies and brokers, and employer organizations.
Mr. Adler is the developer the Employment-Labor Law Audit™ (ELLA®), the nation’s leading HR auditing and employment practices liability risk assessment tool.
Mr. Adler has served as an adjunct professor at Villanova University’s Graduate Program in Human Resources Development and taught a course on HR auditing. Additionally, Mr. Adler has served as a certified instructor for the CPCU Society and has conducted courses on employment practices liabilities.
Mr. Adler has assisted Congress and state legislatures develop employment and UI related legislation and has testified before the U.S. Senate Finance Committee on unemployment insurance and the U.S. Senate H.E.L.P. Committee on genetic discrimination in the workplace. Mr. Adler has also served as an expert witness in discrimination and negligent hiring cases.
Mr. Adler is a member of the Institute of Internal Auditors. Mr. Adler is also a member of the Society for Human Resource Management (SHRM), has served as a subject matter expert to SHRM on HR metrics, formerly served on SHRM’s Human Capital Measurement/HR Metrics Special Expertise Panel, and formerly served on the National Employment Committee.
Mr. Adler has additionally served as a consulting expert on workplace issues to SHRM’s legislative staff and has represented SHRM in meetings with the EEOC.
Mr. Adler has a B.S. degree in finance from the University of Maryland and an M.B.A. from Southern Illinois University
