Friday, February 9, 2018

#MeToo Focus in the Caribbean

The morning after a day in Jamaica starts off with a bang in Julie Pugh's session covering Harassment in the Headlines most recently refenced by hashtags #MeToo and #TimesUp.  Her session was titled Have Your Life Jacket Handy: The HR Professional's Role in Addressing Pre-Lawsuit Procedures. Whew! That's a mouthful! However, being prepared is a big deal and deserves our attention, understanding, and consideration to avoid a mouthful of curse words (quietly of course) when you get handed your first EEOC complaint or lawsuit.  Believe me, they are not fun to deal with!

I have personally had my share of harassment (especially sexual) complaints during my tenure in HR.  So far this year, I have delivered a couple of programs as well as conducted a couple of investigation and it's only February! The stories I could tell would make you wonder what type of work is actually being done in the workplace.  Matter of fact, I shared one of them in the session that helped Julie make her point about other types of complaints you can get besides harassment.  The one I shared was constructive discharge and sexual harassment. 

What I found new and interesting in this session is to look at documentation related to the topic and remove things like the word "confidential". For example: Don't tell employees in person or in harassment policies that their conversation or complaint will remain confidential.  Why? Because it won't! You can't keep it confidential.  Again, why? Because you may have to conduct interviews, talk to management, attorney's, etc.

So, what can you say or write instead on using the word confidential?
      • Say we will be "discreet", or
      • We will only share on a "need to know basis"
In addition, Julie mentioned an example of a time she was conducting training when someone in the room asked for a definition of an inappropriate behavior.  She redirected the question to make a point about how managers need to be constantly vigilant about what is discussed in the workplace while another manager got up and demonstrated the inappropriate behavior in front of the whole group.  She politely took the person to the side to have a private conversation about how inappropriate her demonstration was and how that type of reaction and attitude is exactly what they are trying to avoid in the workplace.  I can't tell you how many times employees and managers have taken pot shots at some of the main points of a harassment awareness training I was conducting.  What a great lesson on how to deal with those outbursts. 

Constant vigilance and awareness of surroundings was a key suggestions Julie shared.  As an example: she mentioned the timely resignation of Steve Wynn, Chairman & CEO, of Wynn Resorts and Wynn Macua due to sexual misconduct allegations he denies.  This occurred after we set sail from Fort Lauderdale.  It seems something about this topic is coming out weekly these days.  It's sad that it's not a surprise.  

Continue to educate staff and management about the importance of this topic from a risk management standpoint.  Most importantly, prevention is key and communication is key to prevention.

Finally, I should mention that Julie's employer where she is Partner, Graydon was one of the sponsors for #HRCruise2018 - thank you Graydon & Julie!


Tuesday, February 6, 2018

Workplace Wellness Takes SAIL

It's Showtime at sea for attendees of the 1st Annual #HRCruise heading to Haiti and Jamaica.  After a great opening session by Greg Hawks, the first session of the week began with Brad and Suzanna Cooper with US Corporate Wellness.  They have walked attendees through a well thought out, detailed and thoughtful presentation about what corporate wellness should look like.  In my experience wellness programs have been very narrowed.  For example, when I first started my career, there was a $100 prize for the employee who lost the greatest percentage of weight.  I was only 23 at the time without a great deal of other influences buying for my time.  It was a cinch.  I won! I went out and bout a brand new suit to wear to work with my winnings.  I was excited, proud and focused.  I had willpower.

However, the wellness program was only focused on one thing, weight loss. A strategically planned program will consider so much more like smoking, stress, spirit, mental, physical, exercise, sleep, and so much more.  Sleep today is a huge thing for me.  The light bulb when off when I heard Brad say that without a good nights sleep, I have over a 40% chance of eating junk food in the afternoon.  He was right, I know what I need to eat or drink.  I am a Weight Watcher (recently rejoined) for gods sake.  I know I don't get good sleep and knowing this helps me understand at least one reason why I am constantly sabotaging my success towards my weight loss goal.  

There are so many other great takeaways from this great speaking duo and as I write this blog post, brad asked everyone starting with me to speak out about their one takeaway.  So I typed them up for your to review here. 

Takeaways from the attendee's: 
  • Increase communication of wellness initiative as an ongoing process
  • Tailor your message to your audience such as generation ally different employees
  • Creating lasting and meaning full change in wellness - not a one time shot like my personal example above
  • Try-in, Buy-in ~ Let employees try something to help
  • Focus on the individual - one size does not fit all
  • Tracking what I want to be a year from now and track progress towards that goal
  • Scarlett Letter - you don't have to be perfect on your wellness journal
  • Corporate Social Responsibility tie into wellness
  • Even if your good about exercise in the morning but sit a lot at work doesn't give you a free pass
  • Never use any phone sitting down - get up and move
  • Being intentional
  • Maslow's Hierarchy of needs - Top is now Social Media
  • You are all so sexy, I want to be you!
  • It's just not fitness and food...it's about so much more like Financial Wellness
  • Create ways to have impact without intrusion
  • Mini SWOT analysis of individual company specific wellness programs
  • Wellness Wheel
  • Traveling trophy in the office when teams win challenges
  • Utilization Review of programs 
  • Wellness coaching & EAPs
It's showtime! What are you going to do to improve your overall wellness program?

Thanks for the corporate sponsor of this event which can actually be a great incentive option for wellness programs: Corporate Traditions - a company that allows you to let your employees pick their favorite gifts.

#HRCruise2018