sensitivitytraining3

Our Approach to Sensitivity Training:

Our common-sensed approach to sensitivity training 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 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 managers or employees don’t come to work looking to intentionally be insensitive or disrespectful.  Something happens: they get angry; they open their mouth; their brain stops; 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 communications styles may be perceived (or mis-perceived) by others…in many cases, it’s not just what was said…it was how or it was where it was said or maybe even what wasn’t said. In our training, attendees build action plans to improve the roles they play developing a more respectful workplace. When we are training managers, we emphasize & reinforce the importance of them being role models to their employees and representatives of  your organization.

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

  • 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

Click here for Training Benefits, Deliverables & Course Outline

Promoting a Diverse & Harassment-Free Workplace

  • 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

Click here for Training Benefits, Deliverables & Course Outline 

Enhancing Diversity, Respect & Sensitivity within the Workplace

  • 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

Click here for Training Benefits, Deliverables & Course Outline

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

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Preventing Harassment in the Workplace

  • 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

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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

Click here for Training Benefits, Deliverables & Course Outline

Effectively Manage & Communicate in a Diverse Workplace

  • 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

Click here for Training Benefits, Deliverables & Course Outline

info@proven-training-solutions.com