HR Scenario 1

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School

Temple University *

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3512

Subject

Management

Date

Apr 3, 2024

Type

docx

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Uploaded by destiniifaith

As a consultant at McClendon Dynamics, there is a lot to unpack regarding the development of a sexual harassment prevention program. It is not a subject to be taken lightly, and must be taught in a serious manner to all working parties involved. In order for the program to be successful and effective, its important that we start from the beginning and make sure we understand the legal basics of sexual harassment and the sub- categories that go along with it. To begin with the basics of sexual harrassment, one should be advised of what sexual harassment in the workplace is. It can be defined as “unwanted sexual attention”. This can be anywhere from making verbally explicit comments to another employee to unwanted physical contact. After having an understanding of what sexual harassment in the workplace is then the next step would be to discuss and layout the relevant laws and legal precedents related to sexual harassment. There are many laws set in place to protect people within the workplace. Many of these laws are the core factors of a business. These laws also play a huge role in the HR department, because these are the laws that will be referred to if an incident occurs. One of the most important laws within the field of HR and also the workplace is Title VII of the Civil Rights Act. Sexaul harassment in the workplace is protected AND illegal under this Act. Sexual harassment is also a violation under the Equal Employment Opportunity. The EEO is another important organization that should be considered when developing a prevention program for sexual harassment. The EEO is important to know about not only for the purpose of this prevention program, but as a business as well. The EEO is an agency that was developed around the same time the Title VII Act came into effect. By knowing the laws that are made for workplace harassment, the program will be able to implement these laws into the layout of the prevention program. By using the two tools listed above, the management team will be able to develop the lessons that will be taught at this sexual harassment program. The most important thing to know is the laws associated with your topic. As a management team, it's important to know the laws to protect the employees, the business, and yourself! After knowing the laws and having proper training, you can then start asking which employees would be interested in joining the program. The program should remain confidential, and able to be personalized and comfortable for all employees to utilize. The next important step in implementing a successful sexual harassment program, is to develop an effective DEI strategy. DEI stands for diversity, equity, and inclusion. DEI strategies utilize components of making employees feel comfortable and safe.Proper communication can lead to employee feedback, which is always good to help improve the company’s culture and work environment for the employees. There are a few key ways to create an effective DEI strategy for its employees. One of those keys would be to communicate! Having strong communication with your employees will make them feel more comfortable and able to communicate with you. Another key factor that would help develop an effective DEI strategy is to be inclusive! Inclusivity is a great way to improve verbal communication and employee engagement. A positive workplace culture is imperative to running a successful business. The more satisfied the employee is, the better performance they will deliver.

With respect to a D&I program, I do believe that the banking company should implement a sexual harassment program within the business. I think it will help improve the culture of the company, while also looking out for the well-being of the employees.

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HR Scenario 1

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