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 As an employer do you know what your responsibilities are for protecting your employees who may be involved with domestic violence? Listen to this episode to learn more from Ruthann about Domestic Violence in the workplace.
Ruthann Weeks is a Cultural Change Strategist and Principal Consultant at Harmony In The Workplace. She is a change agent whose efforts have helped to bring the importance of an abuse-free work environment to the forefront of public awareness. She is a best-selling author and gifted speaker who delivers a powerful message about today’s workplace challenges. Working as a Certified Resource Specialist in the human service sector, Ruthann went on to graduate as a Human Resource Manager. She is a Certified Psychological Safety Advisor and specializes in diversity and inclusion, workplace bullying, sexual harassment, domestic violence, and mental health in the workplace. Ruthann Weeks, CRS, Cultural Change Strategist rweeks@harmonytraining.ca 780-460-1019 https://www.harmonyintheworkplace.com https://www.linkedin.com/in/ruthann-weeks-harmonyintheworkplace/ https://www.facebook.com/HarmonyInTheWorkplace/ https://twitter.com/toxicprevention https://www.instagram.com/harmony___official/?hl=en
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 Tim is founder and CEO of LeaderFactor and is based in Salt Lake City, Utah.
Tim ranks as a global authority in the fields of senior executive development, strategy acceleration, and organizational change. He is the author of five books and has written more than 150 articles on leadership, change, strategy, human capital, culture, and employee engagement in publications such as Harvard Business Review, Forbes, and Fast Copany. He is a highly sought-after advisor, coach, and facilitator to CEOs and senior leadership teams. He has worked with leading organizations around the world. Tim’s leadership experience is extensive. He was previously President and CEO of Decker, a consulting firm based in San Francisco, and CEO of Novations SDC, a consulting and training firm based in Boston. Prior to these assignments, Dr. Clark spent several years in manufacturing, serving as a vice president of operations and plant manager of Geneva Steel Company. He began his career as a survey research project director for what is now Harris Interactive in Washington, D.C. Dr. Clark earned a doctorate degree in Social Science from Oxford University and was both a Fulbright and British Research Scholar. He also earned a master’s degree in Government and Economics from the University of Utah. As an undergraduate at Brigham Young University, he was named a first-team Academic All-American football player where he completed a triple degree cum laude. Where to find Tim: Website: leaderfactor.com Email: tclark@leaderfactor.com Twitter: @Timothy R. Clark Linkedin: https://www.linkedin.com/in/timothyrclark/ The 4 Stages of Psychological Safety™ Behavioral Guide - A Free guide https://www.leaderfactor.com/the-4-stages-behavioral-guide  How are you as a leader in your organization addressing conflict when it arises? Is your culture one that buries its head in the sand? Or do you combat conflict with more conflict? Listen in to learn simple steps to create healthy, sustainable ways to address conflict in your workplace.
Chantara Leistner is the Owner of Cloudburst Consulting Services. Cloudburst provides support to individuals, families, and businesses faced with conflict by helping to develop long-lasting conflict solutions. After graduating from Brock University with her Honours B.A., Chantara went on to obtain her Honours Post Graduate Certification in Alternative Dispute Resolution (Mediation) from Humber College. After extensive work in the social service sector Chantara decided to take the leap into entrepreneurship in 2019. Chantara combines her unique skillset/experience in mediation, negotiation, conflict coaching, and restorative justice with an intense passion, to deliver creative conflict resolution content and strategies. Where you can find Chantara: Cloudburst Consulting Services: www.cloudburstconsultingservices.com Email: cloudburstconsultingservices@gmail.com Instagram: @cloudburstconsulting Facebook: @cloudburstconsulting Phone: (289) 407-7590  How to recognize and address trauma in the workplace.
Join Katharine and I as we discuss how trauma affects the workplace and how to address it. We also discuss her new book The Empathetic Workplace which discusses concrete ways to address trauma through empathy. Lots of great practical tips in this episode. Katharine Manning is the President of Blackbird, which provides training and consultation on issues of trauma and victimization, and the author of The Empathetic Workplace: Five Steps to a Compassionate, Calm, and Confident Response to Trauma on the Job. As a Senior Attorney Advisor with the Justice Department, for 15 years Katharine guided the Department through its response to victims in cases like the Boston Marathon bombing, Bernie Madoff, and the violence in Charlottesville. She has been an advocate, counselor, and legal advisor for victims for more than twenty-five years. How to find Katharine: Author website: www.katharinemanning.com Business website: www.blackbird-dc.com LinkedIn: https://www.linkedin.com/in/katharine-manning/ Facebook: https://www.facebook.com/EmpatheticWorkplace/ Twitter: https://twitter.com/kl_manning Instagram: https://www.instagram.com/empatheticworkplace/ How to find April Terreau - Workplace Investigations and Assessments or to be a guest on this podcast: www.niassociates.ca april@niassociates.ca https://www.linkedin.com/in/aprilterreau/  I am so excited to announce that The Harassment Free Workplace Podcast has reached 500 plays! Thank you to everyone who has contributed, shared, liked, rated, and reviewed the podcast. It has helped so much in getting the word out and helping to create workplaces that work for everyone.
A special thank you to all of my guests who have been a part of it so far: Kathryn Marshall, Dr. Georgette Zinaty, Maggie Craddock, Dan Holstein, Kathleen Hilchey (Wright), Deborah Jann (she/her), ElevatingHR, Michele Bush, Shari Angle, Bob Stenhouse, Jorge Lasso, Anne Cesak, CHRL, and Kellie Gray Thank you to everyone for being a stand for workplaces that are psychologically safe, where employees can truly shine. It is wonderful to be meeting and connecting with so many others who are committed to similar missions. And of course, thank you to all of the listeners! Please feel free to send feedback, questions, or suggestions for future episodes that you would like to hear. I am here to serve you! #mentalhealth #podcast #hr #humanresources #harassmentprevention #thankyou #harassment #celebratesuccess  Kellie Gray - Employment Lawyer
In this episode, we get back to some of the basics. Do you know how to recognize harassment complaints in the workplace? Do your managers? What is reprisal and how do we avoid it? Please listen in to our conversation with Kellie as she discusses some of the pitfalls that she has seen in her practice when it comes to complaints of harassment or discrimination. How to find Kellie Gray - Email: gray@omh.ca  Join Anne and me as we discuss the importance of building connections with your employees to improve engagement, ensure customer loyalty and drive business results. How are you connecting with your team in this world of remote work? How can staying connected with your team help decrease harassment? Welcome Anne to our podcast.
How to find Anne Cesak- https://www.linkedin.com/in/annecesak/ Jorge Lasso - Exploring the intersection of race relations and harassment in the workplace12/7/2020  In this episode we meet Jorge Lasso who was the first race relations officer in his police service in 1987. He has a wealth of information not only in navigating race relations but he has been performing many workplace investigations since his retirement as a police officer since 2012.
How to find Jorge: https://www.linkedin.com/in/jorge-lasso-1525b520/  Elevating HR - Shari Angle and Michele Bush are committed to elevating the conversation of who HR is in organizations.
Harassment claims and investigations can create a level of discomfort, even for HR professionals who are, often times, expected to facilitate or lead the process. But we can’t be afraid of the topic because it may make us uneasy. It can be complex, and some situations can be tricky, especially for HR because we can have unconscious biases, walking a fine line between employee advocate and representing the employer. There are 3 things that we can do proactively in our due diligence to help mitigate harassment in the workplace: (1) Make an intentional commitment to a workplace free of harassment – it’s more that just a written policy; (2) Define the behaviours – make it real for people by describing what is acceptable and unacceptable behaviour; and (3) Hold people accountable - be brave enough to address and/or take action if there is non-compliance. www.elevatinghr.ca https://www.linkedin.com/company/elevatinghr |
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