One-on-One Sensitivity Training

When you need targeted and discrete results

“We partnered with LSA Global to help us invest in our people in the areas of performance coaching, diversity, one-on-one sensitivity training, and inclusion. They focused on helping us succeed and were very flexible in meeting our specific needs. LSA Global exceeded my expectations from a speed, quality, and value standpoint. I would recommend LSA Global to anyone looking for a true business partner.”
Anita Luckinbill | Director, Human Resources | Skadden LLP

Description:

People who have been accused of harassment or discrimination often are required by their companies (or a court) to attend a sensitivity course.  Unfortunately, in a classroom setting, they may be reluctant to ask questions directly related to their situations.  And if they’re hostile, they may say nothing and fade into the background, or disrupt the group and the class.

We offer one-on-one sensitivity training for these employees.  An attorney will discuss with your management and Human Resources staff the specific allegation, the results of your investigation, and your desired outcomes.  The session with the individual usually lasts for two to three hours, although we have had multiple meetings with the same individuals, asking them to do homework between sessions.

The participant will receive a comprehensive reference guide that can be used over and over again.

After the one-on-one sensitivity training session, management and HR will receive a verbal report on the outcome.  We will make recommendations if we believe more in-depth counseling is required.

This one-on-one sensitivity training program has been successful in reducing hostility in people accused of harassment and discrimination, increasing their understanding of the legal parameters in which the company must act, and obtaining their buy-in to the process.  Our clients report that participants are grateful to them for providing this service.

Meeting Content Includes:

  • The causes of harassment and discrimination.
  • Why most disrespectful behavior is unintentional.
  • The legal definition of harassment and discrimination.
  • Discussion of “welcome” vs. “unwelcome” attention.
  • How to apply the definition to examples including the specific accusation.
  • Management’s duty to prevent harassment.
  • Legal requirements to institute discipline.
  • Guidelines for future conduct.

Target Audience:

People who have been accused of harassment or discrimination

To speak with an LSA Expert and learn about one-on-one sensitivity training program customization and delivery options onsite at your company, please contact us.

Related Information

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Edify

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