Sexual Harassment Prevention

Customized Programs to Achieve Your Organization's Goals

After more than a decade of working in the field of sexual harassment prevention, we have learned that being knowledgeable about the letter of the law is not enough to safeguard either organizations or employees from litigation or from the less obvious costs of allowing sexual harassment to exist in the workplace. It is also critical for employees at all levels—as well as for customers, vendors, and other stakeholders—to be aware of the spirit of the law, which is based on the conviction that treating people with respect and dignity benefits the bottom line.

"We have a lot of creative people in our agency. We work long hours; we're like a family. By the end of a long day, someone always seems to be sitting on someone else's lap. It all seemed fine to me--so I really was stunned when one of our newer employees came to me with a complaint about being sexually harassed. That's when I picked up the phone and called the Camper Group. I'm glad I did!"
—Manager, Small Advertising Agency

We don't believe in simplistic "fine line" markers for harassment because there is no universal agreement on what constitutes a "fine line." In fact, virtually everything about sexual harassment rests on different interpretations of the same incident. In the final analysis, what actually constitutes sexual harassment frequently depends on each individual's perceptions, on nonverbal cues, on context, on credibility, and on past relationships. That's why sexual harassment complaints may begin and end with the victim's word against the offender's.

"We waited a little too long to get professional help. Maybe if we'd retained the Camper Group sooner, it wouldn't have cost us so much. There are better ways to spend scarce resources than to fiddle around with lawyers and psychologists. Live and learn."
—COO, Large Financial Services Co.

And that's why our sexual harassment prevention programs are designed to go beyond the letter of the law in an effort to help employees and managers develop a greater understanding of the sources of harassment complaints and the consequences for individuals and organizations. See How We Work With You for more information about how we develop our customized interventions.

Please contact us for a phone consultation to determine how the Camper Group can help your organization establish a more productive work environment and protect itself from harassment lawsuits.

The Seminar Modules outlined below offer examples of how we structure our custom-crafted seminars and illustrate the range of substantive issues covered by a comprehensive Sexual Harassment Prevention Program.

Sexual Harassment Defined

Legal Definitions: Federal & State
Organizational Definitions
Legal, Business & Ethical Drivers
Why Easy Answers are Elusive
Limits of "Consentuality"
Common Sense? The Goal is "Uncommon Sense"
Two Critical Words: "It Depends"
Complex Core: Perception v. Reality
Physiological Blindness: A Troublesome Malady

Sexual Harassment Warning Signs and Symptoms

At Risk Individuals
At Risk Organizations
Check the Records
Classic Perpetrators (& Exceptions)
Classic Victims (& Exceptions)
Domestic Issue Carryover
Predictable & Unpredictable Outcomes
The Complacency Syndrome

Impact of Sexual Harassment

Magnitude of Workplace Harassment
Cost: Victims
Cost: Bystanders
Cost: Other Stakeholders
Cost: Organizations
Legal & Less Obvious Costs

The Role of the Organization

Adopt a Zero Tolerance Policy
Characteristics of a Safe Workplace
Annual Employee Attitude Surveys
All Employees Educated
All Stakeholders Educated
Policies & Procedures Disseminated
Responsible Investigations
Mentorship Programs
Career Pathing
Global/Local Issues
Liability Insurance

Employees' Responsibilities

Supervisors & Managers
Individual Contributors
Filing Complaints
Taking Complaints
Appropriate Responses
Departmental Audits
Pro-active & Reactive Behaviors

Sexual Harassment Law: Letter & Spirit

Federal Guidelines
State Laws
Case Law
Defining Spirit: Respect & Dignity
Acting on a New Definition

"I always taught our sexual harassment classes. I enjoyed doing it, but I have to admit I'm not really current on the law; besides when I got promoted, I had no time to teach and there's no one else in our company that's qualified. Even though I was reluctant, I had to let go-and let the Camper Group do the job for us." —VP, Human Resources, Midsize Biotech Company