Pro-training quotes
I found a couple of good quotes encouraging training.
The first comes from William Anthony, professor of management at Florida State University (and an expert witness on workplace harassment — which is what I want to be when I grow up). He's commenting on a story I noted in an earlier post, about a law firm that promoted a partner a short time after an investigation revealed that he'd sexually harassed female subordinates. link
Regarding the law firm's cluelessness-in-action, Anthony writes, "I'm sure they have a good sexual harassment policy, but how was it promulgated?" He opines, "The key is training and how policies are communicated." His primary question: "How were people trained?" link
The second quote is a warning from the Jackson Lewis law firm: train them now or train them later. Commenting on Morgan Stanley’s $54 million settlement with the EEOC, out of which $2 million was set aside for training link, the firm writes:
"Workplace training continues to play an increasingly prominent role in the resolution of employment litigation and in the decisions of the courts on the liability of employers for harassment and other forms of discrimination and unlawful workplace conduct. The verdict seems to be clear: either proactively conduct workforce training to educate managers, supervisors and employees about the principles and practice of equal employment opportunity and prevent disputes, OR, reactively defend allegations of discriminatory treatment and absorb the resulting costs including the court mandated training of managers and employees."
The first comes from William Anthony, professor of management at Florida State University (and an expert witness on workplace harassment — which is what I want to be when I grow up). He's commenting on a story I noted in an earlier post, about a law firm that promoted a partner a short time after an investigation revealed that he'd sexually harassed female subordinates. link
Regarding the law firm's cluelessness-in-action, Anthony writes, "I'm sure they have a good sexual harassment policy, but how was it promulgated?" He opines, "The key is training and how policies are communicated." His primary question: "How were people trained?" link
The second quote is a warning from the Jackson Lewis law firm: train them now or train them later. Commenting on Morgan Stanley’s $54 million settlement with the EEOC, out of which $2 million was set aside for training link, the firm writes:
"Workplace training continues to play an increasingly prominent role in the resolution of employment litigation and in the decisions of the courts on the liability of employers for harassment and other forms of discrimination and unlawful workplace conduct. The verdict seems to be clear: either proactively conduct workforce training to educate managers, supervisors and employees about the principles and practice of equal employment opportunity and prevent disputes, OR, reactively defend allegations of discriminatory treatment and absorb the resulting costs including the court mandated training of managers and employees."
This entry was posted
on Tuesday, April 05, 2005 at 7:19 PM.
