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

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Streaming License

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USB Key (3-Year License) $1,595.00

Secure USB must be seated in computer in order to run. Content can't be copied or downloaded. License fee allows access to content for three years. Associated discussion/workshop materials will be delivered digitally.
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Also Available as: Interactive Tools

Addressing a Gender Discrimination Complaint (Managing Essentials™ Series)

Addressing a Gender Discrimination Complaint (Managing Essentials™ Series)

New Just-In-Time Performance Management Tool! You have an employee who feels discriminated against at work based on their gender. What do you do? There are five steps you can take to help the situation.

Training Files (3)

TitleTypeTime/PagesLanguage
Managing Essentials™ Gender Discrimination
Video with graphics and narrator
Video Vignette02:57 min EnglishDemo
Workshop Material3 pages EnglishDemo
Additional Material5 pages EnglishDemo

Additional Information

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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