Search Course Catalog (169 Courses Found)

Social media is a powerful communication tool. Employees can (and do) post things that are best left unseen in the workplace. But what if co-workers begin viewing and discussing another employee's posts in the workplace? Inappropriate, unprofessional or illegal?

Biases are the attitudes or stereotypes that affect our understanding, actions, perceptions and decisions. Going deeper, bias also refers to the persistent, harmful, and unequal treatment of someone based solely on some characteristic they possess or their apparent membership in or identification with a particular group. Stereotype is often defined as a generalized belief about a particular category of people. An example of a stereotype might be “All Asians are good at math.”

Promising a promotion in return for sexual favors is illegal and may be grounds for a quid pro quo sexual harassment lawsuit. While managers and supervisors are held to a higher legal standard in sexual harassment cases, sexual harassment prevention is everyone’s responsibility. What it all comes down to is this - preventing sexual harassment is about recognizing what's going on around us and then making good decisions.

What happens when a customer inappropriately touches an employee? This program poses two questions. First, is the situation simply an example of inappropriate behavior - or is it sexual harassment? And second, if the situation isn't sexual harassment, under what circumstances could it become sexual harassment? Being able to answer these two questions is important because they're the kinds of questions that will help you put things in context, recognize the warning signs, and stop sexual harassment before it starts.

We all know the definition of bias, right? It’s the negative or positive assumptions usually applied to groups of people. It can be blatant (also known as explicit) or subtle. It can also be unintentional and unconscious. Microaggressions tend to be the everyday, subtle interactions or behaviors that communicate some sort of bias toward another person or group. They can be intentional or unintentional and sometimes even well-meaning.

All employees must be willing to take personal responsibility for creating a respectful, productive work environment. Doing so leads to a high performing organization where people are valued for their talents and abilities. Spanish version of the course "TrainingBriefs® Gender Respect" course.

Studies have shown that having a diverse team is more innovative. But let's be real, finding and hiring diverse talent is often easier said than done. You may even be asking yourself, how can we get past potential bias and get the right talent in the door? And how do we keep them once we have them?

Most people know that laws exist to protect employees from discrimination and harassment. However, many don't know these laws also protect employees from retaliation. Employees can retaliate against other employees - you don't have to be a manager to retaliate. In fact anyone who is aware of the protected activity can commit retaliation. And anyone who engages in a protected activity can be the target of retaliation; even managers can be subjected to retaliation if they've engaged in a protected activity.

New Micro-Learning! Understanding standing and embracing other cultures is a key part of creating an inclusive workplace free of bias and stereotypes. This course provides an overview of the Mexican holiday – Cinco de Mayo. People outside Mexico often mistakenly believe that Cinco de Mayo is a celebration of Mexican independence, which was declared more than a half century before the Battle of Puebla.

Employees in "Everybody Wins" learn how to take the initiative to quickly resolve conflict with their coworkers and work together to find win/win solutions for most disagreements. Streaming version of the "Everybody Wins: How to Turn Conflict into Collaboration™" course.

New Micro-Learning! Wanting to have economic security is a basic need for everyone. But, in taking care of our economic needs, we need to make sure that we are not being disrespectful (or discriminatory) of others in the process. Caring for ourselves and our families is something that everyone in the world worries about. Immigrants are no exception of the rule.

New Micro-Learning! Personal appearance is just that – personal. When it comes to dress and style, what works for one person doesn’t always work for someone else… and that’s okay… as longs as we keep it within the parameters of our dress code.

New Micro-Learning! Building an inclusive workplace means that people can be authentic in the workplace. We can bring our whole selves to work and not be worried about belonging. Creating an inclusive workplace sometimes means stepping up… and sticking up for others. Being an ally isn’t always easy, but it’s the right thing to do to foster respect and encourage a sense a belonging for marginalized coworkers.

New Micro-Learning! Making assumptions and perpetuating stereotypes about someone based on their religion or their religious clothing does not lead to an inclusive or respectful workplace. People often have different religious practices based upon their faith. Some of these practices include wearing something like a crucifix. For others, it means wearing a piece of attire such as a hijab. Today’s inclusive and respectful workplace culture means that the ability to practice your religion is open to you.

New Micro-Learning! Speaking in a foreign language can be tiring and more challenging. Though English is the widely accepted language, there are certain instances when employees may not speak English and may choose to use their native tongue. When others do not know the language being spoken, it may cause people to feel like they are on the outside - which is in direct opposition to creating an inclusive workplace.

New Micro-Learning! There are still many stereotypes and prejudices about LGBTQ+ people - and this can often make it hard to come to work depending upon the attitudes and behaviors of co-workers. While religious beliefs about the LGBTQ+ community varies, what is important is that within the workplace, we provide a respectful environment for all workers.

New Micro-Learning! When the holiday season comes around, many people - by default - wish others a "Merry Christmas." But for people who don’t celebrate Christmas, this can feel disrespectful... and even rude. As we are seeking to create a respectful and inclusive workplace culture for everyone, part of that means recognizing that people celebrate different religions and come from different cultures and backgrounds.

New Micro-Learning! Cultural differences are the various beliefs, behaviors, languages, practices and expressions considered unique to members of a specific ethnicity, race or national origin. The goal of this course is to begin to build competency in quickly identifying these differences and learning how to handle them appropriately. We call this cultural competency.

Are you curious how diversity can help your team be more innovative and impact your culture? How about keeping that talent once they are in the door? But let's be real, finding and hiring diverse talent is often easier said than done. How can we get past potential biases and get the right talent in the door? And how do we keep them? This fast-paced course answers common questions and provides real world tips on finding and keeping diverse talent.

New Micro-Learning! Just because you can’t see the reason a person is using the accessible parking spot does not mean that they shouldn’t be using it. If someone asks for an accommodation, it’s important to be supportive - even if you don’t know why that change is needed. Be respectful of their needs, just as you would like them to be respectful of yours if you ever needed accommodation.