As an employer, it is becoming increasingly essential to implement equality and diversity training in order to promote equal treatment and mutual respect among different groups of people. This training is most often offered through an employer or trade union, but can also be offered through various other groups, organisations and committees. Training is a good way of creating harmony amongst the workforce because it helps employees to understand how their actions and words can impact on others. All employees should be included in this training.

Equality is defined as the equal treatment of all member of the community or workforce. On the other hand, diversity has taken on a number of meanings, it retains the principal of offering opportunities to all individuals within a sector or community. The reasons for training can range from concerns over sexual harassment and other discriminatory behaviours to increasing an organisation’s ability to reach a previously inaccessible market segment.

Through education, equality and diversity training can create a greater awareness of other people’s points of view and promote tolerance and unity. This includes a better understanding and respect for different cultures, which is especially beneficial for organisations and companies associating with foreign clients.

A diversity training program specifically designed to educate individuals on the different aspects of a particular culture can help those individuals avoid inadvertently disrespecting foreign clients through an ignorance of cultural etiquette. Having training programs in place provides a safe haven for employees to voice any concerns they may have. Employees are made aware of how to recognise potential problems and how they can go about reporting harassment and bullying. On another level, managers and supervisors are trained how to handle cases reported to them in the correct manor.

This type of training is an ongoing process and should be broken down into manageable segments. The training requirements may vary depending on who it is aimed at, the inclusion of role play can help create a better understanding. A comprehensive training program should include training for everyday communication as well as conflict resolution policies and plans.

This type of training covers sensitive issues and can be subject to legal implications. Because of these reasons, the training is usually carried out by specialists who are detached from the employees and organisation. Training facilitators may be outsourced or the alternative is to train an individual within the company who can then carry out the training requirements. In some instances, an HR manager would be expected to carry out equality and diversity training. To make sure that all employees understand what is required, the employer may make the training compulsory.

360 diversity is a tool which aids UK organisations in effectively managing diversity in the workplace. For further information visit www.360diversity.com.

Most people think of sexual harassment as something that occurs on the job or in the workplace, but it could also happen out of the office. And occasionally sexual harassment out of the office can even be illegal. Laws change by state, so it's important to talk with a sexual harassment attorney in your neighborhood. Below we'll talk about California law.

Who Can Be Sued?

Typically, only employers can be sued for sexual harassment. For example, if a man grabs a woman’s breast in a bar, that isn't sexual persecution, though it could be assault and battery. But if a woman’s supervisor grabs her breast (and she doesn't want him to) that's probably sexual harassment.

The law has lately been modified to allow people to sue others for sexual victimization, even if the harassment isn’t at the job.

The following folk can be sued for sexual aggravation, when they have a business, service, or pro relationship with the individual they harassed:

A person’s consultant, psychotherapist, or dentist

– Attorneys
– Marriage, family or child counselors, licensed clinical social workers, and those with a Masters in Social Work (MSW)
– Property agents and real estate assessors
– Accountant financiers, trust officer, fiscal planners and loan officers
– Collection services
– Contractors
– Escrow loan officers
– Executors, trustees, or administrator beneficiaries
– Owners and property managers
– Teachers
– People who are in a committed relationship that's significantly similar to any of the above

The sexual harassment must happen in the background of the relationship. As an example, just because somebody is a doctor does not mean he will never legally sexually harass anyone. The law says that he cannot sexually harass his patients. Teachers can’t sexually harass their students, for example.

– Makes sexual advances
– Makes solicitations
– Makes sexual requests
– Makes demands for sexual compliance This is in general called “quid-pro-quo” harassment. For a more definitive description, see this sub-heading under the section on Sexual Harassment at work.When Is the Harassment Illegal? Sexual harassment is not legal when there's a business, service, or professional relationship between the harasser and the victim.Request to Stop For the harassment to be against the law, the victim must likewise have made a request that the behaviour stop. This indicates that the 1st request or advance is never illegal.Incapacity to Leave For the harassment to be unlawful, the victim shouldn't be able to simply terminate the relationship without tangible hardship. To explain, if the victim can just leave with no problems, it's not illegal. This does not mean the victim must be physically restrained. For example, if an individual is about to undergo surgery, and her doctor harasses her, it would probably be tricky to find another without “tangible hardship.” That will be expensive, and if she actually needs the operation , perhaps dangerous! Having to find a new attorney in the middle of a case might also be a real difficulty.

So as you can see, the law protects both ladies and men from sexual persecution, even if it happens outside the office.

Pablo Zapetita was a victim of sexual harassment at work and she called labor lawyers to help her resolve the situation.