Managing Essentials™ Gender Discrimination

Managing Essentials™ Gender Discrimination

Addressing Gender Discrimination

An employee comes to you and complains that they have been discriminated against because of gender. What do you do? This video scenario provides the just-in-time information and tools needed to help a manager address the situation while maintaining a respectful workplace.

Learning Path & Details

Competencies

  • Developing Core Leadership Skills
  • Fostering Inclusion, Equity & Belonging
  • Leading and Managing for Peak Performance

Learning Objectives

  • Understand how to respectfully work through an employee's claim of gender discrimination.
  • Visualize (by example) how to address common management issues in today's workplace.

Buying Options

Library License

You may license this asset or the entire video library. Please contact your sales representative for cost-effective license pricing. Enterprise licensing also available.
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Download License $5.00 (Minimum 100 employees)

We will contact you for license agreement details and any applicable set-up fees.
Employees: 

USB Key $595.00

Video program delivered on a secure/executable USB drive. USB drive must be seated in computer in order to run. No returns on USB drives. Please confirm you can run a USB executable before purchasing. Discussion/workshop materials (when applicable) will be delivered via email.
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Training Files (3)

TitleTypeTime/PagesLanguage 
Managing Essentials™ Gender Discrimination
Video with graphics and narrator
Video Vignette02:57 minEnglishDemo
Workshop Material 3 pagesEnglishPreview
Additional Material 5 pagesEnglishPreview

Additional Information

Trainer Comments: If you find there has been discrimination, make upper management aware of it. If there’s no evidence of discrimination, you need to counter the employee’s perception of it. Cite organization policy and give specific examples to show your organization’s point of view. If you find there has been discrimination, either conscious or unconscious, assure the employee it will be stopped. Agree on actions to be taken to prevent it from happening again. Make sure you check-in with the employee within a week, and frequently after that, until the problem is resolved. Document all discussions when it’s appropriate.


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