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      KEYZINE: An e-zine for LEADERS:
     ABOUT THE PEOPLE PART OF BUSINESS
                 Volume 51, June 2005
    Publisher: © Key Associates, 2005
              ISSN # 1545-8873
           http://www.mkkey.com

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This Issue: On "Harassment"

This is a monthly electronic magazine for anyone 
who wants to be a better leader, coach, facilitator, 
or simply, to tune up their people skills.  It is a 
complimentary publication, devoted to the next
evolution of Quality Thinking.

View Earlier Issues --See our new website (http://www.mkkey.com) 

Contents:

• What's Hot in Leadership
• Maintaining Yourself as a Leader
• Frequently Asked Questions from Leaders
• Educational Opportunities
• Useful Websites
• Articles/Publications
  

"You see what power is--holding someone else's fear 
in your hand and showing it to them. "
           -- Amy Tan

"Some people have so much respect for their superiors 
they have none left for themselves."
           -- Peter McArthur

"That you may retain your self-respect, it is better to 
displease the people by doing what you know is right, 
than to temporarily please them by doing what is wrong."
           -- William J. H. Boetcker

"Though force can protect in an emergency, only 
justice, fairness, consideration, and cooperation 
can finally lead men to the dawn of eternal peace."
           -- Dwight D. Eisenhower

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WHAT'S HOT IN LEADERSHIP
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UPHOLD RESPECT FOR ALL PEOPLE.  HAVE 
ZERO TOLERANCE FOR HARASSMENT.

DEVELOP FAIR, TRANSPARENT PROCESSES 
AND PRACTICES.

DISTRIBUTE POWER AND LEADERSHIP.

ROLE MODEL THE VALUES OF THE ORGANIZATION.

EMPHASIZE THE RICHNESS OF OUR DIFFERENCES.

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MAINTAINING YOURSELF AS A LEADER
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Some of the behaviors that enhanced people's 
organizational success in the past, are now illegal,
inappropriate, offensive, and unsanctioned in the workplace.  
Chances are good that you have seen or heard of 
or even conducted some of these behaviors yourself.

We are referring to harassment, which is any behavior 
of an unwelcome nature, often sexual, that is severe 
enough to affect a person's employment and create 
an abusive, hostile working environment for that person 
and others around them.

Moreover, the employer is liable for such acts of disrespect, 
even if they are not aware of it or are simply condoning it.

Commit to a Plan of Action.  Establish zero tolerance policies
for discrimination and harassment.  Develop 
company-wide behavior standards.  Undertake a workplace 
relationship skills training.  And most of all, model the way!

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FREQUENTLY ASKED QUESTIONS
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"What really is Harassment?"

n. unwanted approaches (verbal, physical, 
or visual) and/or repeated unpleasant, degrading 
and/or sexist remarks directed toward an employee 
with the implied suggestion that the target's employment 
status, promotion or favorable treatment depend upon 
a positive response and/or "cooperation." 
Harassment is a private nuisance, unfair labor 
practice or, in some states, a civil wrong (tort) 
which may be the basis for a lawsuit against 
the individual who made the advances and 
against the employer who did not take steps 
to halt the harassment.  As one attorney put it, 
"remember it is your house, your car, and your 
boat" at stake here.

There are two types:

QUID PRO QUO - means "this for that" or 
trading sexual favors for job benefits.

HOSTILE WORK ENVIRONMENT - where 
work conditions are so offensive or hostile 
that the environment becomes abusive and 
a person's conditions of employment and/or
performance on the job are altered.

Hostile Work Environment extends the definition 
beyond sexual advances and favors, to any abusive,
intimidating act.

"Are women the only protected group?"

Gender implies both genders, regardless of sexual 
preference.   Estimates are that more than 50% of 
women at work have or will experience harassment, 
and 15.1% of the complaints to the EEOC in FY-04 
were from men.  But the list of other groups is long:

Title VII of the Civil Rights Act (Title VII)  prohibits 
harassment of an employee based on race, color, sex, 
religion, or national origin. 
The Age Discrimination in Employment Act  (ADEA) 
prohibits harassment of employees who are 40 or older 
on the basis of age, and 
The Americans with Disabilities Act (ADA) prohibits 
harassment based on disability. 

It is probably a more sensible practice to treat all people
(employees, vendors, co-workers, customers) as protected,
and emphasize our similarities rather than our differences--
i.e., promote respect for all people.

"What other behaviors are we talking about, besides 
asking for sexual favors?

Here are some examples:

- teasing, jokes, innuendo, sarcasm
- derogatory remarks 
- suggestive looks
- suggestive noises
- staring, looking up and down
- spreading rumors or telling tales about a person
- giving massages (or any unwanted touch)
- blocking normal movement
- derogatory gestures
- inappropriate pictures, posters, cartoons, drawings, screen savers, links to sexual sites
- pressuring someone to develop or keep a personal relationship
- bullying
- gifts
- mobbing
- and more...

It all depends on how the act is perceived.  Harassment 
is in the eyes of the beholder.

Even in consenting relationships, romance in the workplace 
can have a negative effect on other co-workers.

"And if you are a victim of harassment?”

Say STOP.  Inform the harasser that the conduct is 
"unwelcome and offensive."  Use the feedback formula:

When you ______________
I feel __________________.
Please ___ (request)______.

If you say no and the act is repeated, what you have is a "pattern."
A "reasonable person" standard will be applied to your case-- 
which is strengthened by reporting at the time of harassment 
and in writing..  

Report the acts to your supervisor, or if the offender is your 
supervisor, the HR department or someone in upper management.

If fear of retaliation is preventing you from speaking up,
know that RETALIATION itself is unlawful and 
therefore punishable.  All of the anti-discrimination 
statutes enforced by the EEOC prohibit retaliation for 
complaining of discrimination or participating in complaint 
proceedings.  Harassment victims also have the right to 
collect compensatory and punitive damages under 
The Civil Rights Act of 1991.