This training program will discuss whether women are more hostile among each other in the workplace. It will discuss sexism and stereotypes in our perceptions of women and men's bullying, the nexus of bullying and harassment, and the impact of bullying on witnesses.
WHY SHOULD YOU ATTEND?
This webinar will discuss the phenomenon - or lack thereof- of women's hostility to other women, outline what one should do if bullied, and discuss management's role in the prevention and intervention of the behavior. Research suggests that men and women employ different tactics in bullying.
Because women's ways of bullying are generally more subtle, managers may not recognize it as bullying and ignore the behavior thereby giving tacit approval for it to continue. This leads to poor morale, lack of trust in management, and poor performance, absenteeism, and turnover.
- Are women really each other's worse enemy or is it just a myth and a stereotype?
- What does research show about women's hostility to other women, sometimes called bullying in the workplace?
- Is female to female bullying an issue that deserves attention apart from general workplace bullying?
- Do we have different expectations of women's behavior at work than we do of men's behavior?
- Do we have a responsibility, as women, to support other women at work?
AREA COVERED
- To describe women's ways of bullying
- To discuss the theoretical causes and contributing factors of women's bullying
- To determine if bullying could be illegal harassment
- To explore the impact of women bullying their colleagues
- To identify management's role in the prevention and intervention of women's bullying
- To list the steps to take if targeted by a bully
LEARNING OBJECTIVES
- Theories as to whether women are more hostile to each other than to men
- Sexism and stereotypes in our perceptions of women and men's bullying
- The nexus of bullying and harassment
- Impact of bullying on witnesses
- Tort laws
- Tokenism
WHO WILL BENEFIT?
- Human Resources Generalists
- Managers
- Directors
- Women Owners
- HR Managers
- Controllers
- Supervisors
- Office Managers
- Accounts Managers
- Anyone in Management at all Levels
This webinar will discuss the phenomenon - or lack thereof- of women's hostility to other women, outline what one should do if bullied, and discuss management's role in the prevention and intervention of the behavior. Research suggests that men and women employ different tactics in bullying.
Because women's ways of bullying are generally more subtle, managers may not recognize it as bullying and ignore the behavior thereby giving tacit approval for it to continue. This leads to poor morale, lack of trust in management, and poor performance, absenteeism, and turnover.
- Are women really each other's worse enemy or is it just a myth and a stereotype?
- What does research show about women's hostility to other women, sometimes called bullying in the workplace?
- Is female to female bullying an issue that deserves attention apart from general workplace bullying?
- Do we have different expectations of women's behavior at work than we do of men's behavior?
- Do we have a responsibility, as women, to support other women at work?
- To describe women's ways of bullying
- To discuss the theoretical causes and contributing factors of women's bullying
- To determine if bullying could be illegal harassment
- To explore the impact of women bullying their colleagues
- To identify management's role in the prevention and intervention of women's bullying
- To list the steps to take if targeted by a bully
- Theories as to whether women are more hostile to each other than to men
- Sexism and stereotypes in our perceptions of women and men's bullying
- The nexus of bullying and harassment
- Impact of bullying on witnesses
- Tort laws
- Tokenism
- Human Resources Generalists
- Managers
- Directors
- Women Owners
- HR Managers
- Controllers
- Supervisors
- Office Managers
- Accounts Managers
- Anyone in Management at all Levels
Speaker Profile

Dr. Susan Strauss is a national and international speaker, trainer, consultant and a recognized expert investigator on workplace and school harassment and bullying. She conducts harassment and bullying investigations and functions as an expert witness in harassment and bullying lawsuits. Her clients are from business, education, healthcare, law, and government organizations from both the public and private sector. Dr. Strauss also provides organizational, management, and employee development by conducting training, coaching, and facilitating workshops. She has been the Director of Training and Development and consults with a variety of organizations and industries, both large and small. Susan has also …
Upcoming Webinars

FDA Regulation of Artificial Intelligence/ Machine Learning





FORM I-9 2022: ICE Announces New Extension Date and Require…

Establishing a Robust Supplier Management Program

With Mandatory Paid Leave Gaining Ground, Is It Time To Do …

Project Management for Non-Project Managers

Three Key Risk Assessments in Your ERM Program - ERM IT and…

Travel and Expense Policy Development and Automation


Utilizing HR Metrics to Illustrate & Improve Human Resource…


Implementing an Effective Human Error Reduction Program

How to prepare an effective audit manual for an internal au…

CMO Supplier Quality Agreements: How to Comply with new FDA…



Human Factors Usability Studies Following ISO 62366 and FDA…

Managing Toxic & Other Employees Who have Attitude Issues

The Importance of Packaging and Labeling in Pharmaceutical …

I-9 Audits: Strengthening Your Immigration Compliance Strat…


Stay Interviews: A Powerful Engagement and Retention Tool

Employee Handbooks in 2022! New NLRB Changes and the Impact…

Impact Assessments For Supplier Change Notices

Payroll Rules & Administration Made Simple: Proper Classifi…

Project Management for administrative professionals


CFPB's New Proposed Debt Collections Rules

The Top Ten Excel Functions Everyone Should Know

Building a World Class Accounts Payable Operation: P2P, AP
