What you learn:
- Define harassment, bullying, and discrimination with clear criteria
- Differentiate between protected and non-protected characteristics
- Identify examples across verbal, written, and behavior-based actions
- Understand the impact on individuals, teams, and business outcomes
- Recognize when escalation is required and where to seek guidance
Description:
This module clarifies the key terms used in workplace conduct policies and supports learners in recognizing when behavior crosses lines. You will explore examples of harassment, bullying, and discrimination, understand why each is harmful, and learn the basic legal and ethical implications for organizations and individuals. The course uses realistic scenarios to help you identify subtle and explicit conduct that can create a hostile or unsafe work environment.
By the end, you will have a solid framework to distinguish between problematic actions and acceptable workplace interactions, laying the foundation for respectful behaviors and compliant practices across teams and locations.
Scenario 1: Hiring Decision
A candidate from a protected group is not hired after an interview that shows the same or better qualifications as others. Review interview notes, assess if criteria were applied consistently, and consider whether accommodations or alternative evaluation methods could have improved assessment.
Scenario 2: Promotion Bias
A qualified employee from a protected group is repeatedly passed over for promotion. Examine promotion criteria, performance data, and ensure diverse input from the interview or selection panel to identify bias in decisions.
Scenario 3: Policy Impact
A policy restricting flexible work affects caregivers from a protected group more than others. Evaluate whether flexibility is essential to business needs and explore reasonable accommodations without compromising operations.
Scenario 4: Accommodation Challenges
A team struggles with access to necessary accommodations that would enable equal opportunity. Document needs, consult with HR, and implement reasonable solutions while maintaining fairness for all staff.