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Sexual Harassment Prevention: Changing the Culture and Climate That Drives It

Author: William Cook, PhD. Susan DePasquale, MSN, FPMHNP-BC

CE: 3 hours
Rated 4.6 out of 5.0 based on 3078 reviews

Course Summary

Sexual harassment is a form of workplace discrimination that is unlawful under federal law, and in some instances, state and local law. Sexual harassment may be based on sex, sexual orientation, self-identified or perceived sex, gender expression, gender identity and the status of being transgender. Sexual harassment is a global problem that pervades all industries and occupations, including the medical community. Sexual harassment in the workplace is mostly driven by a culture or climate within an organization that encourages or fails to discourage harassment. There cannot be progress in reducing sexual harassment unless management and employees work together to change the culture and climate within the workplace and the employer-organization. Additionally, an organization may create an “ethical culture” within the company that sets a higher standard against harassment than is required by law. An employer should have a policy that prohibits sexual harassment. These policies should be directed at removing barriers to reporting and resolving sexual harassment incidents. Sexual harassment training may be mandatory in some states, and if it is not, it is strongly recommended. It should be directed at changing the workplace culture and climate that tends to promote harassment. Finally, an employer should have an effective complaint or grievance process and should take timely action to end the harassment.

Course Format

Homestudy

Course Syllabus

I.         Introduction
II.        Rules Governing Sexual Harassment
III.       Defining Sexual Harassment
IV.       Prevalence of Sexual Harassment
V.        The Workplace Culture and Climate
VI.       Specific Forms of Sexual Harassment
1.        Verbal or Physical Harassment
2.        Conduct that Rises to the Level of Harassment
3.        Quid Pro Quo or Hostile Environment
4.        Tangible Employment Action
5.        Harassment as a Single Incident
6.        Stalking may Constitute Sexual Harassment
7.        Conduct that is Harassment
8.        Conduct that is Not Harassment
9.        Economic Harm
10.      Employer Responsibility
VII.     Setting a Higher Standard
VIII.    Effects of Sexual Harassment
1.        Effect on Employee-Victim
2.        Effect on Patient Care
3.        Effect on the Employer
4.        Effect on Person Harassing
IX.       Prevention of Sexual Harassment
1.        Removing Barriers to Reporting Sexual Harassment
2.        Policies Regarding Sexual Harassment
3.        Training and State-Mandated Training
X.        Process to Handle Claims of Sexual Harassment
1.        Reasonable Investigation of Claim
2.        Remedial Action
3.        Retaliation is Barred
4.        EEOC Complaint
XI.       Case Studies: Sexual Harassment in the Workplace
1.        United States Case Study: Workplace Stalking
2.        International Case Study (Australia)
XII.     Summary

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