Sexual harassment at work is more than a legal issue. It is fundamentally a behavioral problem. PATTERNS takes on the behavioral challenge, arming employees and managers with the information they need to prevent sexual harassment and the tools that will help them to respond when incidents occur.

Rights and Responsibilities is a brief introduction to the issue of sexual harassment prevention intended for new employees. This orientation program describes what sexual harassment is, how it is damaging to the person being harassed, the harasser, the workgroup and the organization, and what an employees rights and responsibilities are in this area.

Responding to Sexual Harassment is an extension of PATTERNS: Preventing Sexual Harassment in both style and content, and we recommend that managers view both parts of the series. This program examines the legal liability issues and questions of personal responsibility that managers and supervisors must face. Using dramatizations, we explore different patterns of how managers often respond to sexual harassment incidents, including the ostrich, the chameleon, the wounded tiger and the mother hen and present more effective alternatives. Finally we discuss how incidents should be investigated and best resolved.

Preventing Sexual Harassment looks at four common patterns of inappropriate behavior – the habitual harasser, the smitten harasser, the bully and the jilted harasser. How we respond to harassment will be most effective when we recognize why the behavior is occurring. This program arms employees with information and insights to help them determine the best way to get the behavior to stop. A series of dramatizations bring each pattern to life. Attorneys, human resource professionals and a troupe of exceptional actors take us through the legal, psychological, cultural and moral issues.

You Can STOP Harassment is comprised of short dramatizations that explore harassment issues that are common within organizations. Each scenario is analyzed by a diverse group of legal, human resources and communications experts. These practitioners discuss the significance of the dramatization and suggest guidelines when encountering a similar situation. Several scenarios are "rewound" and played again, modeling appropriate, respectful communication.

Program 1 Scenarios (26 minutes):

1st Scenario: Sexual & gender harassment
2nd Scenario: Racial harassment
3rd Scenario: Sexual orientation harassment
4th Scenario: Religious harassment & retaliation

Program 2 Scenarios (25 minutes):

1st Scenario: Racial & sexual harassment
2nd Scenario: Ethnic & religious harassment
3rd Scenario: Same sex harassment

After viewing The Responsible Leader participants should understand…

-what illegal harassment is and its impact at work
-the need to support our co-workers in facing up to harassment
-how to confront harassment to make it stop
-how to defuse disrespectful or harassing situations
-that not all harassment is intentional
-that it's the impact of our behavior that counts, not our intentions
-the importance of setting appropriate boundaries
-the importance of modeling appropriate behavior
-the liabilities managers and organizations face
-how to handle a harassment complaint
-the danger of retaliation

After viewing Taking Responsibility participants should understand…

-what illegal harassment is and its impact at work
-the need to support our co-workers in facing up to harassment
-how to confront harassment to make it stop
-how to defuse disrespectful or harassing situations
-that not all harassment is intentional
-that it's the impact of our behavior that counts, not our intentions
-the importance of setting appropriate boundaries

Subtle Sexual Harassment is intended to take the titillation out of sex harassment training and allow employees to go beyond the obvious cases most of us already recognize as wrong. In so doing, we open our eyes and minds to the more subtle aspects and impacts of our own behavior.

Subtle Sexual Harassment Explores:

-the abuse of power in the workplace
-personal relationships and dating between employees
-peer pressure to conform to a work group's sexual values
-the challenges facing women or men in non-traditional work environments
-organizational liability in sex harassment cases
-rumors as harassment
-and much more.

Management's New Responsibilities examines the legal liability issues and questions of personal responsibility that managers and supervisors must face. We also explore how we can create a workplace free of sexual harassment, the elements of a good sexual harassment policy and how to handle complaints once they are received.

The Issue is Respect tackles complex issues. What one employee may consider sexual harassment, another may find perfectly acceptable. Both men and women can be and are victims of hostile work environments and subtle Quid Pro Quo behavior. The standards by which such behavior is measured are changing. Attorneys, psychologists, human resource professionals and a troupe of exceptional actors take us through the legal, psychological, cultural and moral issues.

Good communication and respect for others creates a beneficial work environment where employees feel safe and productive. When the workplace is disrupted by someone disrespecting one or more co-workers, anger and resentment can destroy morale. Workplace harassment can damage relationship and destroy lines of communication among employees. This safety video discusses various types of workplace harassment and how this unwelcome behavior affects the work environment. It also explains what you should do if you are a victim or observer of disrespectful conduct and how you can avoid having your own behavior interpreted as harassment. Featured are a variety of scenarios where workers exhibit unwelcome behavior to show viewers what types of behavior constitute harassment and how they should respond to such conduct.

Good communication and respect for others creates a beneficial work environment where employees feel safe and productive. When the workplace is disrupted by someone disrespecting one or more co-workers, anger and resentment can destroy morale. Workplace harassment can damage relationship and destroy lines of communication among employees. This safety video discusses various types of workplace harassment and how this unwelcome behavior affects the work environment. It also explains what you should do if you are a victim or observer of disrespectful conduct and how you can avoid having your own behavior interpreted as harassment. Featured are a variety of scenarios where workers exhibit unwelcome behavior to show viewers what types of behavior constitute harassment and how they should respond to such conduct.

Most of us cannot do our work without interacting with other people. Effective communication is usually part of the job, and cooperation can be essential. When interaction, communication and cooperation are hindered in some way the workplace can become "toxic" and threaten our sense of well-being. Feelings of stress, frustration and anger can boil to the surface. Attendance, productivity, quality and safety often suffer.

When people hear the word "harassment" they usually think of sexually-related activity. But harassment encompasses a wide range of behavior... from practical jokes to intimidation. It can also include threats, verbal abuse and discrimination, even stalking and assault... and anyone can be subject to it.

"Workplace Harassment in Industrial Facilities" discusses the various types of harassment that are found in the workplace, how they can affect an employee's work situation and what employees themselves can do to help prevent workplace harassment. Topics covered in these products include:

* The nature of workplace harassment.
* How to recognize various types of harassment.
* How to handle verbal abuse and threats.
* The many forms sexual harassment can take.
* How to recognize the many variations of "assault".
* Knowing what to do, and what not to do, when confronted with a stalker.
* How fostering a positive workplace environment can increase productivity and safety.
* and more!

Most of us cannot do our work without interacting with other people. Effective communication is usually part of the job, and cooperation can be essential. When interaction, communication and cooperation are hindered in some way the workplace can become "toxic" and threaten our sense of well-being. Feelings of stress, frustration and anger can boil to the surface. Attendance, productivity, quality and safety often suffer.

When people hear the word "harassment" they usually think of sexually-related activity. But harassment encompasses a wide range of behavior... from practical jokes to intimidation. It can also include threats, verbal abuse and discrimination, even stalking and assault... and anyone can be subject to it.

"Workplace Harassment in the Office" discusses the various types of harassment that are found in the workplace, how they can affect an employee's work situation and what employees themselves can do to help prevent workplace harassment. Topics covered in these products include:

* The nature of workplace harassment.
* How to recognize various types of harassment.
* How to handle verbal abuse and threats.
* The many forms sexual harassment can take.
* How to recognize the many variations of "assault".
* Knowing what to do, and what not to do, when confronted with a stalker.
* How fostering a positive workplace environment can increase productivity and safety.
* and more!

We are exposed to a daily barrage of media images and advertising messages, all designed to appeal to our sexuality. And yet, when it comes to work, we're expected to check it at the door, like a coat we take on and off at will.

There are plenty of training programs that deal with preventing sexual harassment in the workplace. They define sexual harassment. They give examples. Some teach managers how to create a harassment-free workplace. Some teach sexual responsibility.

But the LET'S GET HONEST package is the first to address how difficult it is to live in a sexually-charged society while working in an environment that is supposed to be void of anything sexual.

HE SAID, SHE SAID has been designed to help employees evaluate their own conduct as it relates to sexual harassment and inappropriate behavior at work. Seven interactive scenarios use riveting performances and twisting plot lines to subtly challenge employees' beliefs and perceptions. As employees progress through each scenario they first hear from the alleged victim as they present their view of the events in question. The DVD pauses and employees are asked to come to an initial conclusion. Discussions follow, which allow conflicting points of view to be aired and explored. Then as the scenario continues, employees are forced to explore for the facts and read between the lines as they hear from the alleged harasser and witnesses. In the end it becomes apparent that sometimes our bias, perceptions and behaviors may need to be re-evaluated.

LET'S GET HONEST sets a whole new standard in sexual harassment training. A beautiful program, it is remarkably human in its approach and message. It speaks candidly to employees regarding the difference between their work life and personal life. Engaging, insightful and occasionally humorous it offers employees a real world perspective, presenting surprisingly honest solutions to a variety of workplace issues ranging from flirting and dating to clueless behavior and predatory harassment. It offers employees real tools they can use immediately to help themselves be on their best behavior at work. Also included are 8 expanded training scenes for use in a workshop setting.

Sexual harassment can have an incalculable cost for victims, their families, friends and coworkers. Any form of sexual conduct in the workplace is inappropriate, and may constitute sexual harassment if the actions or comments are unwanted or threatening. But recognizing sexual harassment is only half the battle. If action isn't taken quickly, and the situation is not resolved fairly, a company can face lawsuits and hefty fines. In fact, the company's reputation, business relationships and financial security could depend on how a manager or supervisor handles a sexual harassment incident.

The third of a three-part series on preventing sexual harassment in the workplace, "Handling a Sexual Harassment Investigation" looks at a company's legal responsibility to prevent and deal with sexual harassment incidents, examines policies and procedures that should be followed when investigating allegations of sexual harassment, and discusses how to interview apparent victims, alleged harassers and potential witnesses.

Areas covered in the program include:

A company's legal responsibility regarding sexual harassment.
Conducting an ethical investigation.
Beginning the investigation process.
Documenting harassment allegations.
Interviewing alleged harassers and witnesses.

Most managers and supervisors have heard about fines and lawsuits brought against companies that ignore "sexual harassment'. And while they are the first lines of defense in preventing sexual harassment incidents, many managers and supervisors don't know what constitutes harassment, or what they should do if it occurs. Complicating things is that recognizing sexual harassment can be difficult. Conduct that might appear harmless to one person could be harassment to others.

The second of a three-part series on preventing sexual harassment in the workplace, "Preventing Sexual Harassment… for Managers and Supervisors" looks at behaviors and actions that can constitute sexual harassment, discusses why managers and supervisors must pay particular attention to what they say and do, and examines how to recognize sexual harassment in the workplace.

Areas covered in the program include:
* What constitutes sexual harassment.
* Managers' and supervisors' responsibilities.
* Preventing sexual harassment.
* Recognizing sexual harassment.
* What to do if sexual harassment occurs.

Most employees have heard the term "sexual harassment". But many of them do not know exactly what it means. More importantly, they may not be aware that some of the things they do might be considered sexual harassment. When people think about sexual harassment they often picture a male supervisor cornering a female employee to make unwanted sexual advances. While most reported cases do involve females being harassed by males, people of both genders, of any age and of any sexual orientation, can be victims.

Areas covered in the program include:

What constitutes sexual harassment.
Behaviors to avoid.
Recognizing victims and harassers.
Avoiding "accidental" harassment.
How to handle a sexual harassment incident.
Reporting sexual harassment to management.