Discriminatory harassment is any behaviour that is discriminatory and creates a hostile or intimidating work environment for an individual or group of individuals based on a protected characteristic (sometimes known as attribute). Protected characteristics are those characteristics that are protected under federal and state laws, such as race, sex, religion, national origin, disability, or sexual orientation etc. Discriminatory harassment in the workplace is a serious issue that can have significant negative impacts on both individuals and the work environment.
Forms of Discriminatory Harassment
Discriminatory harassment can take many forms, including verbal abuse, physical assault, or other conduct that creates a hostile or intimidating work environment.
Verbal abuse, such as making racist, sexist, or discriminatory jokes or comments, or using racial or sexual slurs, is one of the most common forms of discriminatory harassment.
Physical assault or intimidation, such as hitting, pushing, or making threatening gestures towards someone based on their protected characteristic.
Exclusion from professional opportunities or job responsibilities because of their protected characteristic.
Unfair performance evaluations or disciplinary actions based on a protected characteristic is another form of discriminatory harassment. This type of discrimination is known as “structural discrimination.”
Discriminatory harassment can also happen in online forums and digital communication platforms like emails, and instant messaging, it’s crucial to have a clear policy in place to ensure that employees are aware of the consequences of engaging in discriminatory behaviour.
In this blog post, we will discuss what constitutes discriminatory harassment, the forms it can take, the impact it can have, and steps that can be taken to prevent and address it.
‘Old is gold’ or ‘New is always better’?
Let’s go ahead and debunk 6 such myths.6 Common Myths about Blended LearningILT + eLearning = blended learningIt costs more than classroom trainingIt’s just a steppingstone from ILT to eLearningRole of instructors and facilitators becomes superfluousILT is the only facet of offline learningYour employees need to be tech savvy for blended learning to workDebunking 6 Common Myths around Blended LearningMyth #1: ILT + eLearning = Blended LearningBlending learning doesn’t mean having a few classroom sessions followed by a few eLearning courses or vice-versa.
There are many ways of delivering both online and offline training, depending on the learning requirement.You can start with introductory ILT sessions and follow them with eLearning modules to provide in- depth information.You can start with an eLearning pre-assessment and continue with classroom sessions.You can include job shadowing, mentoring, peer coaching, as well as workshops, seminars, and webinars in your blended training programs.You can deliver the entire training in the classroom and provide job-aids through mobile apps for performance support.You can mix and match any format of online and offline learning and come up with a new cocktail of blended learning.
But if you factor in the cost of the venue, traveling and lodging, food, and loss of production time when employees are in training, and the necessity of doing this over and over again every few months, you might want to reconsider your options.
The best thing about blended learning is that it’s an inexpensive way of training your global workforce who can all access the same training from wherever they are, whenever they need.Myth #3: It’s Just a Steppingstone from ILT to eLearningTransitioning your entire training program from ILT to eLearning can be a challenge, and blended learning can help make the process easier as employees can get acclimatized to online training.
But if you include a classroom role-playing session where learners collaborate and learn the art of selling, the training will effectively address both requirements.The fundamental principle behind a blended learning solution is to recognize the best learning format that will provide complete and effective training.Myth #4: There is NO Role for Instructors and Facilitators in Blended LearningNothing can be farther from the truth than the assumption that instructors are not important in a blended learning program.
