Right Side of the Line
Creating a Respectful & Harassment-Free Workplace™

How to Prevent Workplace Harassment and Discrimination?

Teasing, Hazing, Gossip, Retaliation. Everyone, regardless of position, title or level in an organization, is responsible for creating a respectful and harassment-free workplace. Now more than ever, your employees need to know exactly where the boundaries of acceptable and legal workplace behavior are drawn.

Right Side of the Line is a powerful program that helps participants take a proactive approach to creating and maintaining respectful organizational cultures in order to remain legally compliant, to ensure adherence to organizational policies and to thrive and prosper.

How to handle unwanted pursuits of a relationship in the workplace?

It's important to firmly and explicitly reject any unwanted advances. If you face harassment, inform the relevant authorities. Furthermore, any form of retribution against anyone who reports harassment is both legally prohibited and unacceptable. This aligns with the principles of maintaining a respectful and safe workplace environment.

If You Change Your Mind…

Summary: An employee declines a client's boating invitation and his persistent advances. After discussing with a colleague, the employee reports his harassment to HR, only to be unfairly reprimanded by her manager.

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How to address unprofessional behaviors at work?

Hazing and teasing at someone else's expense are unprofessional and can lead to low morale, productivity, turnover, and safety issues in the workplace.

It Wasn’t Personal or Anything…

Summary: A new employee, tired of two months of teasing and pranks, confronts their coworkers about the misconduct and its harmful effects on work and morale.

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How can we distinguish between humor and disrespect in the workplace?

It's important to recognize the fine line between humor that is funny and humor that is disrespectful. Repeatedly telling offensive jokes or engaging in inappropriate behaviors in the workplace can lead to legal risks and policy violations. It's crucial to maintain professionalism and respect for all individuals in a work environment.

I’ve Got Another One…

Summary: А person shares jokes and mentions a coworker, Gina, who enjoys sharing humorous content. However, there's frustration over Gina's sometimes inappropriate jokes, especially a dementia joke that is offensive to an employee with a personal connection to the condition. This highlights the need for sensitivity in humor within the workplace.

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Scenarios Covered

Hazing and Teasing: Addressing the impact of practices that can be harmful or humiliating.
Inappropriate Jokes and Humor: Understanding the fine line between funny and offensive, and the importance of respectful humor.
Stereotyping and Bias: Recognizing and challenging preconceived notions that can lead to discrimination and unfair treatment.
Diversity and Inclusion: Emphasizing the value of a diverse workforce and the need for inclusive practices.
Gossip and Rumor Spreading: Identifying the destructive nature of gossip and the professional way to handle rumors.
Unwanted Pursuit and Relationships: Dealing with the complexities of unwanted romantic or personal pursuit in the workplace.

Key Benefits for Trainees

Awareness: Deep understanding of what constitutes unprofessional, prohibited, and illegal behavior in the workplace.
Prevention: Strategies to prevent harassment and discrimination, fostering a safer work environment.
Communication: Ability to communicate effectively and respectfully with colleagues.
Problem-Solving: Skills to address and resolve workplace conflicts related to harassment and disrespect.
Empathy: Development of empathy, which helps trainees understand the impact of their actions on others.
Leadership: Lead by example and uphold the standards of a respectful workplace.
Compliance: Well-versed in legal and policy requirements, ensuring the organization meets compliance standards.

Competencies Covered

Recognition of Unacceptable Behaviors: Trainees will be able to identify behaviors that are unprofessional, prohibited, or illegal.
Effective Communication: The ability to communicate concerns and issues professionally and constructively.
Conflict Resolution: Skills to address and resolve interpersonal conflicts without escalating tensions.
Empathy and Understanding: Developing the capacity to understand the impact of one's behavior on others.
Professional Judgment: Making informed decisions that align with organizational policies and legal standards.
Policy and Legal Compliance: A thorough understanding of relevant laws and organizational policies to ensure compliance.

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Frequently Asked Questions

What actions are considered hazing in the workplace?

Any initiation process that involves harassment, abuse, or humiliation as a way of welcoming a new employee is considered hazing.

Can humor ever be inappropriate in a professional setting?

Yes, humor that targets individuals or groups based on protected characteristics or that creates a hostile work environment is inappropriate.

What are the consequences of spreading gossip in the workplace?

Gossip can damage reputations, erode trust, and potentially lead to legal action for defamation.

How should one respond to unwanted pursuit or advances at work?

Clearly communicate that the behavior is unwelcome, and if it persists, report it to HR or a supervisor.

Is teasing a colleague considered unprofessional behavior?

Teasing can be unprofessional if it's unwelcome, offensive, or disrupts the work environment.

What should an employee do if they overhear an offensive joke?

They should address the issue directly if comfortable doing so, or report it to a supervisor or HR.

What steps can an organization take to prevent harassment?

Implement clear policies, provide regular training, establish reporting procedures, and enforce consequences for violations.

What steps should be taken if an employee feels they are being unfairly stereotyped?

The employee should document instances of stereotyping and discuss their concerns with a supervisor or HR representative.

Can a company enforce policies that are stricter than Federal anti-discrimination laws?

Yes, companies can set higher standards for behavior and enforce policies that go beyond legal requirements to ensure a respectful workplace.

What if I don't have a training program for workplace violence prevention in place?

It's crucial for the safety and well-being of all employees that anti-harassment programs are taken seriously and integrated into the workplace.

Here are some of the risks that may arise:

Lack of Awareness: You might not be fully aware of what constitutes harassment which could lead to engaging in or tolerating such behaviors.
Increased Risk of Policy Violation: Higher chance of inadvertently violating company policies or engaging in behavior that could result in legal issues.
Potential Isolation: Not sharing the common understanding and language about respectful behavior that coworkers who have taken the program might have.
Legal Repercussions: Ignorance of the law is not a defense; not knowing the legal implications of certain actions could lead to serious consequences.
Impact on Team Dynamics: Not being on the same page as others regarding acceptable behavior could disrupt team cohesion and productivity.
Personal and Organizational Liability: Without training, both the individual and the organization may be at risk if inappropriate actions lead to harassment claims.