One-on-One Sensitivity Training that Works

“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 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 training course.

Unfortunately, in a classroom or online setting, they may be reluctant to ask questions directly related to their situations. And if they’re hostile, they may say nothing, fade into the background, disrupt the group, or share inappropriate and highly sensitive information.

We offer proven one-on-one sensitivity training for these employees.

An attorney will discuss with your management and Human Resources the specific allegation, the results of your investigation, and your desired outcomes.

The initial session with the individual usually lasts for three hours. Sometimes we have multiple meetings with the same individuals with targeted homework between each session.

The participant will receive a comprehensive reference guide that can be used going forward.

After the one-on-one sensitivity training session, management and HR will receive a verbal and/or written 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 for this practical and meaningful approach.

Typical Meeting Content Includes

The causes of sexual harassment, discrimination, retaliation, and workplace bullying
Why most disrespectful behavior is unintentional
The legal definition of sexual harassment, discrimination, and retaliation
Discussion of “welcome” vs. “unwelcome” attention
How to apply the definition to examples including the specific accusation
Management’s duty to prevent sexual harassment
Review of company policies and procedures
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, delivery. add post-crisis follow-up options for your team, please contact us.

Related Information

I had been working with LSA for many years across a few different companies.

Currently, I’m with a company who hadn’t done much new manager training. LSA designed and delivered exactly what we needed at this stage in our life cycle.

Our managers are excited, talking in the halls about the great experience, and applying what they learned.

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HR Director

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I personally have partnered with LSA Global at four of my previous companies. It continues to be a delight.

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VP Human Resources

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HR Manager

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Vice President, Human Resources

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Workforce Planning Bureau

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Human Resources Business Partner

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Vice President of Human Resources

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VP Human Resources

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Chief Financial Officer

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Director of Human Resources

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Senior HR Manager - Staffing, Training, & Development

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Director Human Resources

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Vice President Human Resources

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HR Manager, BU Radiology Informatics

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Senior Marketing Manager