Sensitivity Training

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Be a better human by being open to change!

Who says that sensitivity training has to be dull and corny?

Being open does not always come as second nature to everyone. It is crucial in today’s diverse world that we learn how to interact appropriately and respectfully. Oculus sensitivity training can help your team with the right words, actions, attitudes, and even thinking!

Our sensitivity training is always 100% customized for your needs, plus we infuse the training with activities, stories, and fun scenarios. The content will be compliant with local laws; however, we focus more on changing learner behaviours. Our sensitivity training programs will cover appropriate communication skills, ways of thinking, accepted behaviours, and actions.


Live & Custom


+ $12.00 / per learner

  • 100% Custom
  • Live & Trainer-Led
  • Syllabus Approval
  • Flexible Scheduling

Your team will walk out the door with a new perspective on respect and dignity for all.



An advanced understanding on how values, beliefs and identity can differ from one person to another and how it is important to not force your ideals onto someone else.


Think Global

Sometimes, our personal or community thinking do not allow us to be successful within a global environment. We will show you how to think globally.


The Do Nots

There are just some things you shouldn’t do or say to be respectful. Our sensitivity training will help your team understand the basics of inclusive communication


Confidence & Change

We speak on both compliance and behavior, but our focus is on changing behaviors and ways of thinking. Your HR department can easily go through the “rules”, but changing actions is a whole other matter.

Seeing is believing.

Check out a sample of our training by watching this short sensitivity video on gossip!

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There are many topics we can include within our sensitivity training. Here are a few of our most requested.


We must be accountable for our contribution towards creating an attitude of respect or disrespect at work. To make a change, we have to examine our mindset. In this module and dialogue session, we will review the following:

  • What does it mean to be sensitive?
  • Sensitivity is just another tool. We should add sensitivity to our toolbelt, and it’s a good idea to continue sharpening your sensitivity skills.
  • A Sneak Peek. A workplace without sensitivity and respect.
  • The Truth. An open discussion with the trainer about insensitivity and disrespect. Some discussion points include:
    • Let’s be honest about how we ended up in this training. 
    • What part did you play?
    • How did you make the victim feel?
    • What actions did you take to repair the damage?
    • What are you willing to commit to doing to repair the damage further?
    • Do you fully understand the consequences?

The danger of the ignorant mind.

Do you make assumptions about people, tasks, cultures, or ways of thinking? Assumptions are ego-centric, unrefined thoughts and can get you into the danger zone at work. They showcase our biases and often highlight how we are uneducated, closed to change, or lack emotional awareness.

  • Common assumptions that people make about values, forgiveness, and general understanding.
  • Starting fresh with each person you meet.

The world consists of a mix of cultures and values. Amazing, don’t you think? We will review the significance of understanding the perspective of others and why a mix of cultures and values makes a great workplace!

  • What is wrong with the Golden Rule?
  • An introduction to the Platinum Rule.
  • The Platinum Rule vs. Golden Rule.
  • How can we know how someone wants to be treated?
  • Why Platinum benefits us!
  • Different is not bad.
  • Using Platinum thinking to create better relationships with others.

You have influence!

When we think about privilege, we often think about the commonly used “white privilege.” We can’t deny that white privilege exists, but there are many other types of privilege that impact decisions, communication, and opportunities. In this module, we will discuss the concept of privilege and how understanding and accepting privilege can update our thinking.

  • Power dynamics and privilege.
  • Experience and background privilege.
  • Economic privilege.
  • Race privilege.
  • Class privilege.
  • Educational privilege. 

Claiming you “don’t know” doesn’t work when you have offended or hurt someone. It’s just another form of excuse. In this section, we will talk about the following: 

  • The hazards of ignorance.
  • Avoiding educating yourself in a modern, information-driven world.

What you should consider?

People often state that they didn’t “intend” to offend or that they didn’t “mean” to hurt someone. That doesn’t change the outcome. It is essential to separate intent from perception. If someone has been hurt, it doesn’t matter what your intention was. It matters how the person was left feeling. We will discuss accountability, intent, and perception in this module.

This general workplace engagement section will review various discussion points about respect and dignity when engaging others.

  • “PC” is not enough. Being politically correct is an excellent start to respectful communication, but being sensitive requires an openness to change.
  • The definition of sensitivity. In this module, we will talk about the meaning of sensitivity and how to apply the definition to our thinking. 
    • Learn. Learn about others and hear their stories.
    • Teach. Teach others about us.
    • Change. Adapt to cultivate an environment of success and respect.
  • Change needs to happen. What would happen if the world didn’t progress and we didn’t explore new ways to be sensitive?
  • Excellence Matters. This section will review why striving for excellence as a team is essential, sometimes by putting aside your personal preferences and opinions.

Individuals have various boundaries that guide their actions, thinking, and words. Within a respectful environment, we want to be respectful of boundaries to ensure we create a safe and welcoming space for all team members. 

  • Physical boundaries. Maintain appropriate distance within a professional environment. 
  • How to enter someone’s personal bubble, when needed.
  • Verbal boundaries. Maintaining professional and respectful language within the workplace.
  • Sharing boundaries. Allowing people to maintain a distance between their professional and personal lives.

We all want to have an excellent reputation. Our work ethic is a component of how people judge us, but that is just one element. If you want to cultivate a stellar reputation amongst coworkers and customers, you have to manage the impressions that you put out into the world. In this module, we will review the foundations of reputation management.

  • How people judge us without trying. These judgments form a part of our reputation. We will review areas like:
    • Body Language
    • Tone of Voice
    • Attitude
    • Appearance
    • Words and Sounds (or lack of)
    • Actions (or lack of action)
    • How we engage others. Are we being fair? Treating someone differently or ignoring others?
  • Why is it difficult to change an impression once made?
  • Why should I care what people think about me?
  • Impression Tips. Positive steps to managing your reputation and assembling a good impression.

As respectful members of the human race, we want to celebrate and honor others. This module will review the importance of getting to know someone without expectations.

  • Understanding how others view themselves.
  • How we can help maintain someone’s self-image by acting with integrity both within and outside the workplace.

Do you worry about being canceled? Not woke enough? Don’t worry! With the right attitude towards openness, you can be who you are without jumping on the social “woke” bandwagon. In the module, we will review 

  • What being “woke” means?
  • What is “cancel culture?”
  • Why you shouldn’t fear the Woke Warrior.
  • What birds-eye lessons should we learn from the trends?
  • A discussion of general sensitivity towards others, education, an open mindset, and how overall respect will keep you on the right side of history.

Acknowledging we have upset someone.

Have you offended or upset someone? Are they avoiding you or just unwilling to engage with you? People don’t always have to verbalize that you make them uncomfortable. In this module, we will discuss warning signs of someone feeling disrespected. 

  • A review of non-verbal signs of discomfort.
  • Listening to verbal clues that people provide.
  • Recover from a damaging situation by proactively addressing the warning signs.

Global Thinking

Maybe you think you are fair to everyone; however, you might have some biases that make you feel, act or say insensitive, unfair, sexist, or racist things. In this module, we will discuss 

  • Bias danger zone areas 
  • Conscious Bias
  • Unconscious Bias
  • How to identify your biases
  • Admitting to biases doesn’t make you an enemy.
  • Simple actions you can take to change your innermost thoughts!

Read more about our diversity training by clicking here >

Celebrating differences in life!

Diversity and inclusion is a hot topic, but it often ends with a discussion and no action. The world includes an array of different cultures and people. To unlock a dialog about being inclusive and having an open and welcoming environment, you must construct a plan to drive changes. In this module, we can discuss themes like:

  • Diversity – Welcoming the World!
    • What is a cultural lens?
    • Different does not equal bad.
    • Diversity is great but it doesn’t work without inclusion!
    • Action! What does inclusion look like?
  • What is discrimination?
    • Discrimination through silence.
    • The effects of discrimination on the victims.
    • The impact of discrimination on the team.
  • Generalizations vs. Stereotypes.
    • Othering. Separating yourself from others through words, thinking and action
    • Approvals. Do you attempt to connect with people different from you by providing approval? 
  • Honoring History. The value of educating yourself about cultures and how to seek knowledge appropriately.
  • Seeking Differences. How differences can make up a more effective and creative workplace.
  • How to respect differences in others. A discussion on ways you can act to be inclusive.

Read more about our diversity training by clicking here >

The workplace is full of team members from all stages of life. Here, we will look at the general concepts around interacting with and respecting all generations.

Shifting your professional thinking to encompass today’s reality.

“It’s a small world, after all” is not just your favorite Disney song! It is the reality we deal with in a modern, international workplace. Learning to think and act globally is a great strategy to be successful within a multicultural, diverse, and ever-changing workplace. In our Global Thinking modules, we cover topics like:

  • Where we learn to be sensitive.
  • Personal and Community Norms: Do your norms align with global expectations?
  • Community/Personal Norms vs. Universal Norms. How to frame our professional thinking.
  • Universal ways to communicate respectfully.

If you are holding onto a stereotype, you could be missing out on a tremendous human-to-human experience. Learn how to acknowledge and let go of the stereotypes you have.

Team Building

Keeping Your Work Environment Fresh

Do you want everyone to be the same within your work environment? It would be remarkable if we could duplicate certain traits or skills, but that is not how humans work. This module will discuss how we should consider diversity, personalities, culture, generations, experience levels, and more. 

  • How to keep your salad bowl “fresh” and welcome others.
  • No Soups. Stop trying to blend everything and everyone.
  • Ingredients List. Understanding and appreciating all positions, departments, personalities, and experience levels making up your tasty salad.
  • The Mold. Actions that can cause mold to grow in your workplace salad.

Our management and leadership training can be customized to focus on and include sensitivity training topics. Visit our leadership training sessions site for ideas on popular focus training themes.

Visit leadership training page >

General Sensitivity Training Themes

During this training session, we will review how to interact respectfully and foster a comfortable environment for individuals with disabilities. In this module, we will discuss the following:

  • Using people-first language
  • Understand the importance of physical space.
  • Respectful body language, movement, and actions.
  • Respectful comments and questions.

Preventing & Addressing Bullying at Work

You might think that bullies exist only in the playground but they can also be found in the workplace. This session will show you how to deal with a workplace bully. We can help you learn to set clear boundaries and what to do if your boundaries are being crossed. If you are a bully, we will discuss which actions, words, and behaviors are not acceptable and what steps you must take to change.

  • What is Workplace Bullying?
    • Where can it happen?
    • Who can be the victim and offenders?
  • Types of Workplace Bullying.
    • Embarrassment & Belittling
    • Exclusion 
    • Isolation
    • Intimidation 
  • Bullying through language and actions.
  • Setting people up for failure.
  • Consistency and fairness
  • The unintentional bully.
  • The effects of workplace bullying on the victims.
  • The impact of workplace bullying on the team.
  • Paying attention to communication clues.

The sexual orientation or identity of others should not determine the way in which you interact with them. In this session, we will discuss stigmas and stereotypes associated with the LGBTQIA2S+ community and provide examples of how to house a supportive and inclusive work environment.

More On Respectful LGBTQIA2S+ Training >

It’s the little things that build up!

You might feel that you always respect others since you keep your language politically correct, polite, and kind. This may be true, but sometimes little things, actions, and words can build up to create more significant issues. In this module, we will talk about the perils of microaggressions and how they erode relationships over time.

Sexual Harassment

No one likes to deal with harassment in the workplace, especially sexual 

harassment. In this session, we will review how to set boundaries with coworkers, recognize if you are a victim of sexual harassment; and what to do or whom to speak with to ensure your security. We will also review the idea of harassment, some indicators, and which thoughts and actions are inappropriate for the workplace.

  • The definition of sexual harassment.
  • Who can be offenders and victims of sexual harassment?
  • The impacts of sexual harassment on victims.
  • Indirect victims of sexual harassment.
  • How harassment can change the workplace dynamic.
  • Golden Rule way of thinking and sexual harassment
  • Face & Body
    • Eyes- Look, Don’t Stare
    • Establishing the private and intimate zones.
    • Mouth- Being attentive to actions you take with your mouth.
    • Body- Being attentive to actions you take with your body.
  • Providing and respecting personal space.
  • Touching
  • Words
    • Sexual comments and questions.
    • Speaking on appearance or bodies.
    • Proposal of sexual activity.
    • Speaking of sexual history.
    • Speaking on orientation or expression.
    • Sexual humor
    • Ranking people
  • Tone
    • Sexual undertone
  • Actions
    • Sexual images at work.
    • Simulating sex.
    • Exposing yourself.
    • Lewd gestures.
    • Touching or adjusting yourself.
  • Grooming Victims
    • Control, Powersplaining & Dominating Conversations
    • Friend / Foe / Friend 
    • Favors and Promises
    • Blurred professional relationships
  • Speaking up
    • The right to say no.
    • Establishing boundaries.
    • Speaking with the offender.
    • Reporting an issue.
    • You are protected against retaliation.
  • Speaking up when you see someone who is being harassed.
  • Taking accountability when you are offended
    • Listening to the victim.
    • Apologizing for your actions and making a promise to stop.
    • Stop making excuses.
  • The danger of complimenting someone.
  • Can I ask someone out for social gatherings?
  • Romantic relationships at work and a review of the power dynamics.

Preventing Workplace Violence

Violence in the workplace is stressful, damaging, and dangerous. We need to protect and stop anyone from any type of workplace violence.

  • Types of Workplace Violence.
  • Your legal rights.
  • The impacts of violence on the victims.
  • The effect of violence on the team.
  • Respecting Space Boundaries.
  • Safety and placement tips when entering a room with a team member.


Being able to communicate with people appropriately on a day-to-day basis does not come naturally to everyone. Provide your team with advanced communication skills and a greater understanding of people and culture.

Do your candid opinions and words harm, hurt or offend others? There is a time and place for direct communication, and we should develop emotional and professional awareness to measure the appropriate time, place, and audience.

  • Why is being direct often perceived as being rude?
  • Excuses: Using “I am direct.” or “I don’t have time.” to justify your hurtful behavior and lack of empathy.
  • Filter: What is a filter? Why should we apply it?
  • Fluff: Adding some “fluff” to how you deliver messages both verbally and virtually.
  • Interrupting: What the act of interrupting says about you and how you value others.

Let’s face it; the only person listening to your excuses is you! In the workplace, we should be accountable for our actions. We need to eradicate all of our excuses. We will talk about the “but..”, “When I was…” etc. that we use to defend our bad behaviors.

“Hey, guys!” “He” and “She” might not always be the most respectful way to engage others. Learning to be gender-neutral takes some thought and practice. In this module, we will speak on the importance of pronouns, why being gender-neutral is respectful to all genders, and how to converse without the use of pronouns naturally.

Gossip might seem harmless but can create a toxic work environment and negatively impact the victim of the rumor and the person/people spreading the stories. This module will discuss how talking about or commenting on someone’s personal or professional life can create a hostile work environment and might even be considered bullying.

Learning to communicate even without words!

It doesn’t matter what you speak; the service language is the same. We will teach you how to deal with incoming customers and coworkers who don’t speak your language and how you can provide a respectful and positive experience without saying a word!

We might love using community language, swearing, and slang within our communication, but it can change how people perceive us. We need to keep our language professional within the workplace. In this module, we will review the following:

  • Offensive language
  • Discriminatory language
  • Confusing language
  • Terms of endearment

We must constantly be aware of how our words, tones, and messages impact those around us. In this section, we will review some challenges that can come up

  • Consider people’s feelings.
  • When saying nothing says everything. 
  • Sarcasm & Tone
  • Disrespect through distractions
  • The art of confirmation: How and when to react.
  • Condescending conversation (“mansplaining” or powersplaining)
  • The importance of timing in the delivery and success of a message. 
  • Listening skills and how to show others you are paying attention.
    • Asking appropriate questions
    • Paying attention to non-verbal cues

Respectful Communication Within/On:

  • Social Media
  • Email
  • Telephone
  • Texting
  • In-Person Interactions

Communication Factors

  • Gender
  • Personality
  • Generation
  • Culture

This module will discuss the importance of maintaining respect with our virtual communication methods. We will discuss how shorthand slang can be interpreted in many different ways.

  • Why timing matters. Respect the time of others.
    • When setting deadlines, have reasonable expectations.
    • Send emails at the “right” and respectful times.
    • Reply promptly.
  • To copy or not to copy! The dangers of cc and reply-all
  • Greetings and Salutation. Clarify your tone by including some simple salutations.
    • Use the person’s name plus a salutation.
    • Make an engaging statement.
    • Include proper manners and politeness
  • Caps, shorthand, emphasis, commas, and emojis! Symbolism is real! If you communicate without tone, you must entirely understand the language you use.
  • Follow-up and Confirmations. Everyone has different needs when it comes to follow-up and confirmation notifications. What does that look like for you?
    • Ask for follow-up and respect the people who are asking.
    • Send confirmation for those who tend to supply one.
    • Indicate if you don’t need confirmation.
    • Don’t keep people waiting. Provide updates if you can’t make a deadline.
  • Know when virtual communication is not the best option.
  • Don’t dangle communication carrots.

Do you have a habit of putting your foot in your mouth? If so, you might want to leave it there to save yourself from making mistakes! A better way of being a productive and respectful member of society would be to educate yourself in danger and safe zone topics when engaging others. In this respectful workplace engagement course, we will review sensitive conversation areas to consider when engaging customers, vendors, coworkers, and even your very own family!

  • Values: In the values section, we will review danger zone topics, including politics, religion, beliefs, and personal values. 
  • Identity: In the Identity section, we will review danger zone topics, including race, gender, expression, and orientation.
  • Privacy: In the privacy section, we will review danger zone topics that are sexual-centric, age-related, and about physical appearance.
  • Gossip. Professional and personal gossip should never enter a respectful environment.
  • Warnings. Listen up and pay attention to the signs that people give.
  • The Unknown: When speaking on topics you are unaware of or have experience in, you enter a danger zone.
    • We may be using vocabulary and slang without understanding the meaning or perceived meanings.
    • Conversing on subjects where you are not an expert or have any “lived” experience.
    • Using “I didn’t know” as an excuse for your behavior. 
  • The Invite: Entering the danger zone on the invitation. From time to time, you might be invited into a conversation that is within the danger zone. In this module, we will talk about what to consider.
  • Where are these topics dangerous!? Don’t think that danger zone topics are only complex inside the workplace. Should you have a misstep, even outside of your workday, the fallout consequences can follow you to work the next day! 

It is not just what you say that is important; it is also how you say it! Both actions and attitude speak louder than words; team members must look at themselves and understand the accurate impression they convey to their customers and coworkers with their tone and mood.

Behavior and Personalities

This training session will review how to deal with workplace stress and anger appropriately. The session will provide the tools to cope with anger and reduce stress. We will teach your team members to vocalize their current situations to others calmly and constructively.

  • Why a filter is essential at work.
  • How being direct can be perceived as being rude.
  • The effects of workplace bullying on the victims.
  • How to remove yourself from triggering situations.
  • A review of calming techniques.

It’s a jungle out there!

Is it not connecting with someone? It could just be a clash in personality types, and that is okay. We have to understand who we are and what are our personality traits that can lead to conflict with others. Learn more about the personality types that are different from yours and learn to look through a variety of personality lenses. 

  • An introduction to your natural and adapted personality types.
  • The Bear and personality traits.
  • The Peacock and personality traits.
  • The Fox and personality traits.
  • The Eagle and personality traits.

Do your looks make someone uncomfortable with how you look at them or are you just communicating annoyance with your eyes? Dismissive looks are belittling and microaggressions that no one appreciates. This module will discuss some of the messages we share with our eyes.

Your body can bully, intimidate or embarrass someone! Have you ever not turned to acknowledge someone because you didn’t want to give them the time of day? In this module, we will discuss ways that we will keep your body language respectful.

Do you have to work with or engage people who are different from you, practice unfamiliar faiths, or have diverse expressed identities? It’s a commonplace situation within a global work environment. Before you label someone as “flawed,” “abnormal,” or “unfit,” take a step back and think. Even if you don’t have shared values, beliefs, or expressions with someone, it doesn’t mean you can’t show them kindness, respect, and dignity! 

  • It separates your personal views and values from your professional life.
    • Respect and dignity do not represent like-mindedness.
    • How would you feel? Understand your reaction when someone disrespects you.
    • Risk evaluation. You are evaluating when and where you should speak up.
    • Why change? Why should I be the one uncomfortable? 
  • We do not want to create an environment of humiliation, separation, and exclusion.
    • We are eliminating excuses to defend your lack of consideration and need for compliance.
  • Choosing humane actions and words should always be a guiding principle. 
  • Allowing people to exist outside our personal bubble and rules is imperative.
  • Action. You must act when exposed to information that clarifies someone’s needs. Don’t actively choose to disrespect them.
  • How to honor differences amongst others.


Not every interaction will be positive, and perhaps your coworkers are facing emotions that are making their day a little difficult. We can help you deal with team members who are having a bad day and help you place yourself in their shoes while maintaining a professional distance.

The ability to connect with others will dramatically improve your workplace environment. We will explore how to communicate with others through shared experiences to create a positive and fun-filled workplace.
All business, all the time, doesn’t work! Professional distance and distance are two separate things.

We all have “off” days and situations that can cause us to act out of character. This module will review tips on managing emotions like Disappointment, Anger/Frustration, Stress, and Grief to help others understand your perspective.

  • When to leave emotions behind. Finding a safe and stress-free space at work.
  • Engaging with your team when you have emotional stress.
  • Are emotions a reason to disrespect others?
  • Understanding and communicating your limits.

What you find funny might not be appropriate or amusing to someone else. Understanding how humor can unify people and damage relations is essential! We can discuss how to read a room, the jokes that are never okay, and crossing the line with jokes and teasing. We can include information about what to do when a joke lands badly and how to apologize. 

  • Humor that falls into the danger zone.
  • Timing is everything.
  • Will everyone get the joke?
  • Respecting Limits. When something funny turns into something els

Control issues and ego-centric behavior.

Do you put yourself first in all situations? Have a hard time listening to the ideas of others? Are you constantly interrupting? You might have a case of what we like to call “social narcissism!” Within a public setting, especially in a cooperative workplace, we need to be able to find common ground with others, value the ideas of everyone and create a welcoming, inclusive space. 

  • A review of the signs that indicate you may be ego-centric.
  • Why using your own self as the measuring stick can lead to dangers when cooperating with others.
  • Life isn’t always a competition. You don’t always have to be first, right, or the best.
  • The Gift of Time. Make time and space for others to be seen and heard.
  • Listen. Truly listen and acknowledge the needs of others around you.

When things go wrong

We know that communication breakdowns happen. Understanding how to think about and craft a genuine and appropriate apology is important. We will review the following:

  • Anatomy of an apology! Learn how to genuinely apologize when you have made a mistake. 
  • Connecting with an emotion.
  • Removing excuses for bad behavior.
  • What can you say to turn an apology into an insult?


We can say and do as we please, but that doesn’t mean we should not consider others and the environment we will be left with. Everything you do and say will have consequences. If you create a storm, you might have to be a part of the messy “clean-up.”

  • Your rights vs. the right thing to do for a respectful and peaceful work environment.
  • Intention: Should you be penalized for things you do without intention?
  • Forgiveness. Does someone have to forgive you when you have made a mistake?
  • When you can’t come back: Sometimes, creating carnage within a work environment is something we can’t recover from, even when we want to.
  • The best practices for managing your reputation within your team.
  • Outside of work: Can there be consequences for events that occur outside of the work environment? A discussion on the situation that can follow us into the workplace

When all parties decide to move past an issue.

When an incident has happened, and all parties have agreed to move forward in the working relationship, we have some work to do! Although the relationship has been damaged, we have to work (on both sides) to put in the right effort to move forward and create a new environment of respect and success. This module will review reminders, recommendations, and tips for moving past disrespect.

Addressing Complaints.

Complaints happen! What matters the most is what you do next. In this module, we will review the importance of dealing with a complaint correctly.

  • What is considered a complaint?
    • Common mistakes people make when they hear a complaint.
    • Informal vs. Formal complaints.
  • What should you do when someone tells you about an issue they are having with someone else?
  • What should you do when someone tells you about a problem they are having with you?
  • What to do when you suspect someone has an issue with you.
  • What should we do as a manager when there is a formal complaint?

You might not be the offender, but knowing that someone is being offensive and doing nothing about it is not okay. In this module, we will approach how to deal with sensitive issues you see and hear in your workplace when you are not the victim.

  • Overcoming Bystander Fear. Studies have shown that within a group setting, a person is less likely to intervene during conflict, bullying, or uncomfortable situations. To help protect others, taking a stand against misconduct is essential. 
  • Duty to Protect. In some situations, you may be obligated to protect, address, and report incidents with your team. This section will discuss the standards to consider when dealing with an offense.
  • 1, 2, and 3 Warning Technique: Techniques to shut down inappropriate conversations and behavior.
    • Providing indirect and indirect feedback to an offender.
  • Assisting and supporting the victim post-incident.
  • Documenting an incident.
  • How and when to speak with a manager.

You are not alone if you have faced an incident in the workplace. It’s a stressful, intimidating, and confusing time. You are not alone, and there are some actions you can decide to take. This module will review your options to protect yourself and your employees.

  • Your rights and protection against retaliation.
  • Asking for a safe space.
  • Do you have to offer forgiveness?
  • Speaking up and stopping the cycle with the offender.
  • How and when to speak with a manager.
  • Reasonable Reporting Expectations. Maintaining reasonable expectations on what will be done after speaking with your managers is essential.
    • Redirecting Emotion. When you report an issue, a manager should protect you and conduct a fair investigation. We will discuss turning our emotions towards leadership.
    • Timing. You might not get an immediate response. Investigations and planning do take time.
    • Confidentiality. We can share some information with others; we cannot divulge some. 
    • The Outcome. It is best to have an open mind about what you want the outcome to be. The result may not always be what you want. How do you handle that?

Sensitivity Training Brochure

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