These examples help clarify what constitutes appropriate, inappropriate and illegal behaviors in the context of sexual harassment prevention, promoting a safer and more respectful work environment.
- Respectful Communication: Communicating in a respectful and professional manner with colleagues, avoiding offensive or inappropriate comments.
- Consent: Always seeking and obtaining clear and voluntary consent in any personal or social interactions, and respecting boundaries.
- Non-Discrimination: Treating all colleagues equally and without discrimination based on their sex, gender, or other protected characteristics.
- Reporting Incidents: Encouraging and supporting the reporting of any inappropriate or potentially harassing behaviors to the appropriate channels within the organization.
- Participating in Training: Actively participating in sexual harassment prevention training to gain awareness and knowledge about appropriate workplace behaviors.
- Insensitive Comments: Making inappropriate comments or jokes of a sexual nature, even if not explicitly directed at someone, which can create discomfort for others.
- Unwanted Flirting: Engaging in flirtatious behavior that may not be explicitly sexual but makes colleagues feel uncomfortable.
- Leering or Staring: Continuously staring at someone in a suggestive or uncomfortable manner.
- Offensive Language: Using offensive or derogatory language related to a person’s gender, appearance, or other protected characteristics.
- Invasion of Personal Space: Invading someone’s personal space in a way that makes them uncomfortable, such as unwelcome touching or close physical proximity.
- Quid Pro Quo Harassment: A supervisor demanding sexual favors in exchange for job benefits, such as promotions or raises.
- Persistent Unwanted Advances: Repeatedly making unwelcome sexual advances despite clear rejection or discomfort expressed by the other person.
- Creation of Hostile Environment: Engaging in verbal or physical conduct that creates a hostile or intimidating workplace environment based on sex or other protected characteristics.
- Explicit or Graphic Content: Sharing explicit, sexually explicit, or offensive materials, such as explicit jokes, images, or videos.
- Retaliation: Taking adverse actions against individuals who report harassment or participate in investigations, which is illegal under anti-retaliation laws.
*****To ensure you get the most out of this training and meet the course requirements, please note that it is necessary to watch the entire video of each lesson before proceeding to the next one.*****