Management’s Role in Preventing Harassment, Abusive Behavior, Bullying and Discrimination

The #MeToo movement has opened the eyes and pocketbooks of upper management throughout the country. Until recently there were many in management responsible for maintaining a safe and cordial workplace culture who failed to offer harassment prevention training. In some companies they just didn’t think about it. In other’s they had less than 50 employees in the USA and didn’t think they needed to offer it. (If you have more than 50 employees, no matter where they are located in the U.S., you are mandated to offer training.)

Now, there is a new awareness of the importance of training and of management’s role in not only being a good role-model, but also being aware of the behaviors of others in their organization.

Many executives have lost their jobs because “they should have known” about behavior going on in their divisions. And not just executives, but all managers are partly responsible for the work behavior of those on their teams. That’s a critical part of what both ‘managing’ and ‘leadership’ are about.

But all too often, managers just abdicate their responsiblity and bring neither the guidance nor the training (nor the expectations) for proper on-the-job behavior – and that’s when trouble rears its head. 

Don’t be a statistic, and don’t be responsible for one. Learn about “Management’s Role in Preventing Harassment, Abusive Behavior, Bullying and Discrimination in the Workplace“.

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ArLyne Diamond, Ph.D., is an internationally recognized Leadership, Management, Professional Development and O-D consultant specializing in people and processes in the workplace. Multifaceted, Dr. Diamond has extensive experience in a wide range of disciplines (business, education, management, marketing, business ownership, psychology – and some economics and law as well.) This enables her to see things from a variety of angles and to cleave to the essence of a problem quickly, offering her clients creative and practical solutions