Author: ClaireAnnette
Date: 2015-06-03 18:29
I have had work where everyone must have routinely scheduled training.
Generally, in work situation, it is based on how the recipient of the said behaviors perceived those, not on how the instigator intends them.
If one directs a behavior towards another, and the latter does not appreciate it; it means THEY, are perceiving it as undesirable and that it makes that individual feel uncomfortable. It could be considered harassment.
So, it is based on the the recipient's reaction/feelings to behavior (statement, gesture, etc.)
If recipient requests that the behavior cease, it should cease. But, remember, other person may be offended (feel uncomfortable) and not even say something about it at the time.
This could even be their perception of a behavior towards a third party (watching someone imitate another, a statement made during a meeting towards staff, etc.) EVEN IF everyone else finds the behavior humorous or not at all a problem.
The recipient of the behavior need not figure out the intent. Obviously, this is because no one thinks alike and anyone would have to be guessing at the intent. Even if the "offender" saying it was meant as a joke and everyone was laughing.
It is up to the individual dishing out the behavior to understand that this behavior is not acceptable to the other's perception. To understand what are expectations for proper behavior: usually spelled out in great detail in employee manuals. (Which are generally based on legislation with company expectations included. Example: a well known chain that wishes employees to say, "Bless you" to clients. Realizing that may be offensive to some who may believe otherwise.)
Finally, all need to think before we act or say in work environment. Be respectful of others. Realize diversity. Consider actions that benefit productivity and good working relationships. Think ahead as to what we KNOW is improper (like certain slang descriptors) and how another might feel.
The point is that no one should be made to feel uncomfortable or unsafe in their work environment. If management is informed and behavior continues, with no consequences or ineffective consequences; that is also a failure in the work environment.
And I agree, I do not think, in general, performing arts organizations provide the level of Training in employment issues that they should. it is a shame society is to the point we have to train as to mostly common sense courtesy.
It seems from information we have on this, there were failures at all levels.
In my opinion IF those feeling offended reported this through proper channels and the managers let it persist as it did with no apparent effective advisement, they have failed also. Part of resolution needs to include EEO and diversity. Ensure all parties understand expectations.
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Post Edited (2015-06-03 18:34)
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