Unfortunately, some will never get it and your only option for this type of behavior will be to remove the offender through termination. As I mentioned at the very beginning of this book, in our litigious society termination is always a risk. In this workplace issue, however, if you have done your homework and investigated and documented the facts, it is an acceptable, albeit calculated, risk. If you terminate, make sure you review your reasons and facts with those who approve terminations, as identified in Chapter Three.
Encourage Sensitivity
The bottom line to any effective training program on harassment prevention is sensitivity. That is, each person must understand the issue and feel the discomfort of someone experiencing harassment. Here is an exercise that will help. It is called “Perspectives: Cease and Desist.”
| Perspectives: Cease and Desist | ||
|
Men |
Women |
|
|
Cease
|
1. 2. 3. |
1. 2. 3. |
Directions: Divide the group by gender. Ask each group to come up with three things they need to Cease and Desist from the perspective of the other group. As an example, the men might list:
1. Cease—telling offensive jokes in the presence of women.
or
2. Cease—the use of sexual innuendo or slang in the work environment.
1. Cease—stereotyping all men as potential harassers.
or
2. Cease—my avoidance behaviors for fear of sending the wrong signals.
This exercise requires a trained facilitator, one who knows how to deal with both positive and negative feedback, and knows how to turn the latter into a greater sense of understanding of individual differences.