Sensitivity Training

Home / Sensitivity Training

Our Approach to Sensitivity Training:

Our common-sensed approach to sensitivity training & sensitivity training for managers is different from other training providers. Instead of delivering what is really just a – legally-focused/legally-centric discrimination prevention course – and labeling it “sensitivity or harassment prevention training”, we actually identify & address the causes of insensitive, disrespectful or harassing behavior.  Yes, we tackle the legal issues, but they do little to actually change a person’s behavior or thinking.

We believe the vast majority of  people don’t come to work looking to intentionally be insensitive, disrespectful or harassing.  In some cases, the workplace might have become too casual or comfortable; the line between personal and professional has become blurred and someone says or does something they shouldn’t have. In other cases, something happens: someone becomes emotional; they open their mouth; their brain stops – or maybe it doesn’t engage at all; and quite frankly, they say or do something stupid! We work with the learners to identify their communication and behavior styles and to better understand how their words or actions may be perceived (or misperceived) by others…in many cases, it’s not just what was said or done…it was how or it was where it was said. In our training, learners build action plans to improve their part in developing a more respectful  and harassment-free workplace. When we are delivering sensitivity training for managers, we emphasize & reinforce the importance of them being role models and stewards of your organization’s reputation.

If our common-sensed approach to sensitivity training interests you, please click through to see our specific programs or complete & submit the request information form to your right…thank you!

 

Sensitivity Training for Managers

  • Exceeds all employer training requirements for the upcoming state of New York & New York City harassment prevention laws
  • Build stronger working relationships through increased understanding
  • Increase manager’s understanding of their responsibilities as a role model
  • Improve productivity by providing a more comfortable working climate
  • Reduce turnover caused by negative or toxic work environment
  • Communicate more professionally and effectively with employees
  • Reduce the instances of being misunderstood or misrepresented
  • Reduce the exposure to employment and labor law claims by documenting sensitivity training 
  • Deal with cultural, generational, religious and other differences more sensitively
  • Learn communication skills that can eradicate harassment and discrimination before it begins
  • Sensitize managers to employee perceptions and perspectives
  • Address the most common causes of harassment and disrespect
  • Reinforce your company’s anti-harassment and discrimination policies
  • Meet and document workplace sensitivity training, diversity and discrimination prevention training

Harassment Prevention Training Empowers the Workplace

  • Exceeds all employer training requirements for the upcoming state of New York & New York City harassment prevention laws
  • Help reinforce a culture of respect and respectful communication in the organization
  • Prevent sexual harassment and hostile work environment harassment/discrimination in the workplace
  • Enhance the courteous communication between co-workers, customers and clients
  • Ensure respectful and professional behaviors are exhibited by all employees at all times
  • Increase situational awareness of how different communication & behavior styles come across
  • Provide a more comfortable and respectful working climate
  • Become more aware of your personality and how it may be perceived by others
  • Keep the workplace from becoming too informal where respectful boundaries are blurred
  • Reduce the exposure to legal claims by documenting harassment-prevention & sensitivity training
  • Build stronger working relationships through improved communication & understanding
  • Decrease turnover due to interpersonal conflicts and/or toxic workplace environment

Promoting a Diverse & Harassment-Free Workplace

  • Exceeds all employer training requirements for the upcoming state of New York & New York City harassment prevention laws
  • The workplace has become ‘a little too casual’ with what is being said to one another
  • Workforce has become more multi-cultural and a refresher sensitivity training would be beneficial
  • Certain employees or managers speak without thinking and tend to offend people
  • Harassment or discrimination complaints have been filed by employees
  • Some employees feel they may be victims of being workplace bullying or intimidation
  • Jokes and humor can sometimes come across as potentially offensive
  • Employees misinterpret comments made by some co-workers or managers
  • Comments have been made about potentially suggestive pictures or posters
  • Sexual innuendo or wordplay sometimes takes place at work
  • Sometimes racially or ethnically insensitive comments are made

Enhancing Diversity, Respect & Sensitivity within the Workplace

  • Exceeds all employer training requirements for the upcoming state of New York & New York City harassment prevention laws
  • Long time co-workers may take liberties in how they speak to each other
  • Workforce has become more multi-cultural and a refresher training would be beneficial
  • Unprofessional communication takes place between co-workers
  • Insensitive comments are made too often to be an ‘accident’
  • Certain employees speak without thinking and regularly offend people
  • People’s feeling are hurt by belittling comments or behavior
  • Co-workers don’t feel profanity in the workplace should be offensive to others
  • Some employees use their personality as the excuse for rude or uncivil behavior
  • Certain employees are excluded from conversations or socializing
  • Aggressive co-workers come across in an intimidating way
  • Workplace morale & productivity would benefit from sensitivity training

Sensitivity Training for Doctors

  • In order to maintain their privileges at a hospital the doctor is required to pay for and attend sensitivty training
  • Hospital/ practice has more multi-cultural patients and needs a ‘refresher’ training
  • Patient complaints have been made against a physician for disrespectful communication
  • Co-worker have complained about a physician’s belittling & disrespectful behavior
  • Comments have been made about a physician whose behavior borders on harassment or discrimination and needs sensitivity training
  • Some humor being used is ‘stepping over the line’ of what is appropriate
  • A physician feels that patients or co-workers are too sensitive and ‘need to get over it’
  • Physician feels that they’ve done nothing wrong and it’s the other people’s problems
  • Patient information texted/emailed via physician’s phone thereby violating HPPA
  • CMS/AMA Evaluation & Management Documentation Guidelines aren’t being followed

Preventing Harassment in the Workplace

  • Exceeds all employer training requirements for the upcoming state of New York & New York City harassment prevention laws
  • Insensitive comments or potentially offensive situations have been observed
  • Productivity has decreased because of an uncomfortable work environment
  • The “old boy” network needs to update communication and behavior styles
  • Managers don’t know the working definitions of harassment
  • Harassment complaints have been informally made in several departments
  • Managers don’t know what constitutes an “uncomfortable or hostile work environment”
  • Managers need to understand when and how humor can go too far in the workplace
  • Managers are asking some potentially dangerous questions in the hiring process
  • Employees and managers may not know company anti-harassment policies
  • Managers haven’t received employment law training, sexual harassment training or sensitivity training
  • Employees haven’t received sensitivity training, sexual harassment training or diversity training

California AB 1825 Harassment Prevention Training

  • Informal complaints have been made and supervisors don’t know how to handle them
  • California law requires supervisory harassment prevention training every two years
  • Comments and jokes are coming close to ‘stepping over the line’ of what is proper
  • Emails have been sent or forwarded that contained inappropriate material
  • Games are played with some employees work or tools that could be harassment
  • Supervisors aren’t exactly sure what ‘protected group status’ means or includes
  • Co-worker radio or ‘push to talk’ communication needs to be cleaned up
  • Some supervisors think that swearing on the job is no big deal
  • Supervisors don’t understand how or why they can be held  legally responsible

Effectively Manage & Communicate in a Diverse Workplace

  • Exceeds all employer training requirements for the upcoming state of New York & New York City harassment prevention laws
  • Employee cliques of different races and cultures have been developed at work
  • Conflict and arguments are affecting multi-cultural work teams
  • Employees feel that some managers are playing favorites
  • Manager and supervisors are having difficulty communicating to some employees and could benefit from sensitivity training
  • Comments and jokes are coming close to ‘stepping over the line’ of what is proper
  • Managers are sure what do about informal harassment or discrimination complaints
  • New supervisors aren’t exactly sure what ‘protected group status’ means or includes
  • Emails have been sent or forwarded that contained inappropriate material
  • Some supervisors feel that swearing  in the workplace isn’t a big deal

Request Information

Call Now
Scroll to Top