Complete Video Library
E•Z START™ Tackling Unconscious Bias
Addressing unconscious/hidden bias takes time and considerable effort. It’s about making a more conscious choice about how you show up in the world. It’s about getting comfortable with being… well, uncomfortable. This E•Z START™ is geared towards all employees within your organization (executives, managers, supervisors, front-line employees, staff, etc.) promoting healthy conversations around our biases – and how they impact others. Total Discussion Time: 30-60 Minutes
E•Z START™ Understanding Microaggressions
Microaggressions tend to be the everyday, subtle interactions or behaviors that communicate some sort of bias toward another person or group. They can be intentional or unintentional and sometimes even well-meaning. This E•Z START™ is geared towards all employees in your organization - providing a quick primer on the power (typically negative) and impact of microaggressions in the workplace. Total Discussion Time: 30-60 Minutes
E•Z START™ Understanding Third Party Harassment
Third-party sexual harassment occurs when someone outside of the employer's organization harasses an employee in or outside the workplace. Such third parties may include customers, vendors, consultants, or anyone that the employer has a business relationship with. This E•Z START™ is geared towards all employees within your organization. Total Discussion Time: 30-60 Minutes
Legal Briefs™ Substance Abuse: Creating & Maintaining a Drug-Free Workplace
You suspect an employee is “under the influence” while on the job. How do you deal with the situation without putting the organization at risk of a costly lawsuit? This program helps managers deal with the tough problems involving substance abuse in the workplace. Help your managers legally maintain a safe, drug-free work environment onsite and off.
Look! I Am Color Blind
Encouraging respect for ourselves and others does not mean failing to recognize race or other differences when they affect our understanding of a situation, our impact on others or our relationships. No matter how you may feel as an individual, color and race consciousness exist in our society and is the lived experience of many people. This video also acknowledges the importance of identity… which is how we see ourselves and how others see us.
It's Still Not Just About Sex Anymore™: Harassment & Discrimination in the Workplace (2019 Version)
Updated with the US Supreme Court decision protecting LGBTQ+ workers! There is far more to workplace harassment and discrimination than just sex. To demonstrate, this program dramatizes employee behaviors that lead to formal charges and result in serious consequences for the individuals involved. Topics covered: protected classes (i.e. pregnancy, obesity), paternalism, gender identity, religion, free speech and much more!
Discussion Card: ALL IN!™ Tackling Tough Workplace Diversity Dynamics
No one likes tension or conflict in the workplace. But with such a diverse workforce, differences are bound to surface. These easy-to-use cards provide an easy-to-remember model (B.E.A.T.) along with thought-provoking questions as a framework for recognizing and responding to situations involving race and other diversity dynamics. These cards are great for a quick reminder, reinforcement or as a conversation generator.
Are You Saying This is a Race Issue?
Being an outsider can happen to any of us at any time. It can happen based on occupation, tenure, age, gender… the list goes on and on. When there are race or cultural differences the points of connection may not be easy, reactions may be more intense, and misunderstandings are more likely to occur. Inclusion is all about intentional acts that build connections and strengthen relationships.
Come On Now... I’m Not Racist!
Sometimes people don’t recognize when and how racial bias is expressed in our society and in day-to-day interactions. Most of us have seen or experienced racial bias in the form of microaggressions, which are subtle, sometimes indirect, and often unintentional behaviors that communicate hostile, derogatory or negative racial messages or assumptions. Although these things may not be intended as racist, they can come across that way.
Go Back to Where I Came From!
When employees are subjected to slurs and other negative behaviors based on legally protected status—like race, national origin, religion, age, disability and gender among others—the organization has an obligation to prevent and protect their employees from these types of behaviors, including behaviors on the part of non-employees, such as customers.
She’s Young... And a Girl!
Diversity, equity and inclusion are about encouraging and listening to ALL voices. When ideas are dismissed or discouraged, or when there are negative consequences for speaking up, we miss opportunities for innovation and problem solving. Beating tough diversity dynamics at work means creating an environment where all voices can be hard and valued. This is everyone’s responsibility.
White Guys Need Not Apply!
It's easy to see how the focus on diversity, equity and inclusion has caused some white men to believe they have fewer opportunities. But the fact is that laws on fairness and equity apply equally to everyone. Efforts on the part of organizations to expand their race, gender, and ethnic diversity can’t legally, unfairly disadvantage any group. White males are protected by these same laws and have the same rights as everyone else.
Way To Go Team... (a Sexual Harassment Situation for Discussion)
Slapping any employee on the butt is inappropriate workplace behavior and should not happen with any employee! Unwanted touching, swatting, rubbing or any other physical action of this type spells trouble in the workplace. It’s best to keep physical contact to a minimum and always on a professional level. For example, a fist bump is generally appropriate when offering congratulations.
The Birthday Girl... (a Sexual Harassment Situation for Discussion)
Because appropriate touching varies so much among different people, the best advice is to keep close personal touch to a minimum and always on a professional level. For example, a congratulatory handshake or fist bump. Beyond that, unless you are absolutely sure that your contact is welcomed by the other person, it's best not to touch them at all.
Just Relax... (a Sexual Harassment Situation for Discussion)
Third-party sexual harassment occurs when someone outside of the employer's organization harasses an employee in or outside the workplace. Such third parties may include customers, vendors, consultants, or anyone that the employer has a business relationship with. This video also highlights the active bystander/ally concept.
Sexting... (a Sexual Harassment Situation for Discussion)
Joking can make the workplace fun, but it is also an area that can easily cross the line from being inappropriate to being illegal. People who work together sometimes engage in ‘harmless flirting’. As long as that behavior is welcome for those who are flirting, and those who are around to see it, it isn’t sexual harassment. When someone changes their mind, however, the welcomeness ends, and it’s time to stop.
The Spy... (a Sexual Harassment Situation for Discussion)
It’s important to remember that sexual harassment can take many forms. It can be verbal, as with jokes, comments, or propositions. It can be visual, as in written notes, cartoons, or objects. It can be electronic, as in e-mails, social media posts, and texts. And it can be physical, as with touching, gesturing, or leering and staring.
Scratch My Back... (a Sexual Harassment Situation for Discussion)
Quid pro quo sexual harassment occurs when an employee's supervisor, manager, or someone else in authority offers or suggests that an employee will be given something, such as a raise or promotion, in exchange for some sort of sexual favor. This also includes refusing someone a promotion.
The Honeymooner... (a Sexual Harassment Situation for Discussion)
Sexual jokes, innuendos or graphic stories could easily cross the line from simply inappropriate and unprofessional to unlawful... in a hurry! Understanding the line when it comes to workplace jokes is key to avoiding a sexual harassment lawsuit.
The Best Side... (a Sexual Harassment Situation for Discussion)
Sexual harassment can take place anywhere. Any gender can unlawfully harass another other gender. Women can harass men, women, and transgender people; men can harass women, men, and transgender people; and transgender people can harass men, women, and transgender people.