Music Manager

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Harassment Prevention: A Commonsense

Approach for Illinois Employees Transcript

Table of Contents

Introduction 2 Quid Pro Quo 4 Hostile Work Environment 7 The Employee’s Role 12 Gender Protections 15 Protected Characteristics 18 Unwanted Romantic Attention 22 Bystander Intervention 26 Responding to Harassment 30 Retaliation 33 Conclusion 34 2

Introduction

Course Introduction

On-screen: [Harassment Prevention: A commonsense approach for Illinois employees] On-screen: [Beth is in a conference room on a video call with Nia.] Nia: Okay, what should I say? Oh, I know! I like morning cuddles and lazy afternoons.

(Beth chuckles)

Beth: You're bad! (Nia laughs)

Nia: Oh, he has no idea it was us.

Beth: What do you mean us? I'm not the one who made the fake profile. Nia: Like you haven't been contributing at all.

Beth: Speaking of, guess who's in the building? Hey William. On-screen: [William walks into the conference room where Beth and Nia are video conferencing.]

William: You going to be much longer?

Beth: No, we're just wrapping up.

William: My meeting starts in five minutes.

Beth: Oh, okay. Yeah, we're done.

William: Hey Nia.

Nia: Hey there. Any news?

William: News? About what?

Nia: About your new match on the dating site.

William: Oh yeah! That one.

Beth: You mean that really cute one?

William: Yeah, she seems all right.

Beth: Just seems all right?

William: Well, we haven't met yet.

Nia: And when are you gonna meet?

William: I don't know, she doesn't wanna move too fast. Nia: Hm, so she says.

Beth: Yeah, don't be shy dude. You just gotta step it up. Nia: Yeah, she could disappear. You don't wanna be single forever. Beth: What if she's the one?

William: Okay, enough. I'm gonna get some coffee.

On-screen: [William walks out of the conference room.] 3

Nia: Hm, seems all right, huh? Time to heat things up a bit. Beth: So bad! Oh, I gotta go, so I'll see ya.

Nia: Bye. (soft music)

On-screen: [Williams walks into the break room, pours a cup of coffee and furrows his brows.]

Marissa: Hi, I'm Marissa Dragoo.

Kevin: And Kevin O'Neill. We're employment law attorneys with Littler Mendelson, the world's largest labor and employment practice. We're here to talk about the potential issues raised by this story and many others.

Marissa: We'll cover what you need to know about unlawful workplace harassment, especially sexual harassment along with the related issues of discrimination and retaliation.

Kevin: And since showing disrespect can lead to even worse behaviors, we'll also talk about topics that are not always thought to be harassment related, such as fairness and civility.

Marissa: You've probably taken a harassment prevention course before, maybe even an earlier version of this one. Your workplace is unique. We've designed this updated course to help you keep up with the challenges you're facing during these changing times.

Interviews Introduction

(sad music)

Narrator: It's important to remember that harassment and discrimination are real problems in the workplace affecting people of all backgrounds and identities. In this course, we'll hear from people sharing their actual experiences with workplace harassment and discrimination. The stories in this course will cover topics which may be sensitive for some viewers. If at any time you have concerns about viewing this content, pause the course and contact HR.

(sad music ends)

Course Overview

Narrator: This course is broken into a number of micro courses that you can pause and come back to. But you won't be able to skip forward until you've completed each section.

Navigation Introduction

Narrator: At any time, you can click this highlighted button for information on where to go for help, or answers to questions you might have about this course, or its contents. So, let’s get started.

On-screen: [screenshot of the top right module navigation bar. The “Ask a Question” button is highlighted.]

4

Quid Pro Quo

Quid Pro Quo Introduction

(tense music)

On-screen: [Felix and Olivia are sitting in a car. Olivia has an uncomfortable expression on her face. Quid Pro Quo.]

Felix and Olivia Part 1

Marissa: There are two types of unlawful workplace harassment. The first type is Quid Pro Quo sexual harassment. Quid pro quo harassment happens when a supervisor makes the acceptance of unwelcome sexual advances or behavior part of an employee's job. Let's watch the following scene where a manager's behavior raises an important question. Does he want something in exchange for his offer of a new opportunity?

On-screen: [Felix and Olivia are in a client meeting in an airport hanger.] Felix: Truly appreciate your business, your time. Thank you so much. If you have any other questions, please do not hesitate to reach out to us. (Felix and client speak in foreign language)

On-screen: [Felix shakes hands with clients.]

Felix: Thank you. Thank you, very much.

On-screen: [Olivia shakes hands with clients.]

Client: It's a pleasure, thank you. (speaking in foreign language) Felix: We'll be in touch.

On-screen: [Felix and Olivia leave the clients and start walking toward a car.] Alright, well done. That could have gone either way. Olivia: Thanks for helping me prepare. You were right about the questions they would ask.

Felix: Yes, but you handled them so well. Seriously, I think it's time we put you in charge of this account. You're ready.

Olivia: Great, super.

On-screen: [Olivia smiles.]

Felix: Good way to end the week. We need to celebrate. I'll buy you a drink. On-screen: [Olivia’s smile fades quickly.]

(sad music)

Felix: What do you say? I know a place that makes the best apple martini's. It's right around the corner. You're gonna love it.

Olivia: Thanks, but I should get back.

Felix: It's Friday, come on.

On-screen: [Felix smiles.]

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Olivia: Got to make those changes to the contract. On-screen: [Olivia is straight-faced.]

Felix: The contract can wait until Monday. Let's start the weekend. We should relax. We earned it.

On-screen: [Olivia sighs as she looks down and her shoulders slump.]

(sad music)

Quid Pro Quo Defined

(sad music)

Narrator: Quid pro quo is a legal phrase taken from Latin. It translates as "this for that," or this in exchange for that. In many areas of business and law, this can be used as a fairly neutral term describing an even exchange. In the context of harassment, it's not an even exchange.

On-screen: [Olivia and Felix are in the car. Olivia looks at Felix with an uncomfortable expression on her face.]

Felix and Olivia Part 2

On-screen: [A slider bar is at the bottom of the slide. The far-left slide of the slider is labeled Uncomfortable, and the far-right is labeled Comfortable. There is a pinpoint with a straight face emoji on in the middle of the slider.] Felix: Okay, so this place is famous for the charcoal grill. You've gotta try their key lime pie.

On-screen: [Olivia and Felix are in the car. Olivia turns to Felix with an uncomfortable expression on her face.]

Olivia: Thanks, I really need to get home.

On-screen: [Felix furrows his brow.]

Felix: I thought you lived alone.

Olivia: Yeah, but always lots to do.

Felix: Don't you ever get lonely?

Olivia: No, not really.

On-screen: [Olivia’s uncomfortable expression continues.] Felix: I sure do, sometimes. Ever since my divorce. Olivia: Sorry you had to go through that, must be tough. Felix: So why don't you come out with me then? One less Friday night alone? On-screen: [Felix smiles. They both buckle their seatbelts. Olivia looks out the car window with concern. Felix starts the car with a smile.]

(uncertain music)

(car engine rumbles)

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Olivia’s Response

Narrator: Felix has made Olivia uncomfortable by bringing his personal life into the conversation. How can Olivia respond to his proposal? Let’s take a look at three potential outcomes.

Olivia’s Response Option 1

Olivia: Well, okay, I guess.

On-screen: [Felix and Olivia are in the car. Olivia shakes her head and is straight-faced. Felix nods and smiles.]

Olivia: Just one drink, I suppose.

Narrator: Going along is not the best choice in this situation. Clearly, Olivia did not want to go along with Felix's request. Olivia felt uncomfortable because she didn't know Felix's intentions.

Olivia’s Response Option 2

On-screen: [Olivia and Felix are sitting in the car.] Olivia: I really need to get home. Maybe another time. Felix: I'll let you off the hook tonight, but I'll hold you to it next time, okay? On-screen: [Olivia has a concerned expression on her face. Felix puts his seatbelt on.] Narrator: Although Olivia might have deflected the situation for now, Felix may ask her again. This increases the likelihood for his behavior to be considered harassment. Let's see how Olivia can respond in a way that makes her preferences clear to Felix. Olivia’s Response Option 3

On-screen: [Olivia and Felix are sitting in the car.] Olivia: Thanks for the offer Felix, but I want to keep our relationship professional. I don’t want to socialize outside of work. I hope you can understand that. On-screen: [Olivia is straight-faced and Felix nods.] Felix: Sure, I understand. That makes sense. Let’s get you back to the office. On-screen: [Olivia relaxes her facial expression. They both put their seatbelts on.] Narrator: Olivia's clear response let Felix know that she's not interested in socializing outside of work and puts their relationship back to where she is comfortable with it. On-screen: [Olivia’s clear response is the best choice.] Remember, it is the manager's responsibility not to put subordinates in this kind of position to begin with. But if it does happen, be sure to speak up or get help. Quid Pro Quo Review

Narrator: Quid pro quo harassment is a legal term that applies when people with power in the workplace make sexual demands on those with less power. Employees have the right to object to sexual behavior at work and can make a claim of harassment if they are subjected to sexual demands, whether obvious or subtle, and whether or not they speak up about it at the time it happens.

7

Hostile Work Environment

Hostile Work Environment Introduction

(tense music)

On-screen: [A woman with a construction vest on shakes her head.] On-screen: [Hostile Work Environment]

Hostile Work Environment Defined

Marissa: The second type of unlawful workplace harassment is called Hostile Work Environment harassment. Hostile work environment harassment is defined as unwelcome behavior related to a legally protected characteristic that is ongoing, pervasive, or severe and unreasonably interferes with an individual's ability to do their job.

Please note that even a single incident of harassing conduct can be enough to constitute hostile work environment harassment.

Hostile Work Environment Activity

Narrator: Can you recognize comments that might contribute to a hostile work environment? In the following scene, tap the button when you detect harassing behaviors.

Joanna, Kyle, and Zain Part 1

On-screen: [Zain, Kyle, and Joanna are wearing orange vests. Joanna is leaning next to the orange work truck. Zain, wearing rubber gloves, slowly walks a beaker full of water over to a table filled with other beakers and testing equipment.] Kyle: Uh-oh.

Joanna: Oh.

Kyle: Here he comes.

On-screen: [Zain shakes his head and glares at Kyle straight-faced.] Joanna: Oh, watch out. Don't spill. (water splashes) On-screen: [Zain spills the water on the table with a disappointed expression.] Joanna: Oh. (Joanna laughs)

Zain: Really?

On-screen: [Zain sits in a chair next to the table and is visibly upset.] Joanna: You're acting like it's holy water or something. Zain: Right.

On-screen: [Zain begins to pour some of the water into a second beaker.] Joanna: Well, put some on your forehead then. Isn't that what you people do? On-screen: [Joanna and Kyle are smiling as they watch Zain work. Kyle touches the puddle of water on the table and flicks some water at Joanna.] 8

Kyle: Ooh. Bless you, my child.

On-screen: [Joanna and Kyle are smiling and laughing.] Joanna: Ooh, look. Got one for you.

On-screen: [Joanna points to a woman running by and Kyle turns to look in the direction she is pointing.]

Kyle: Nah, too skinny.

Joanna: Yeah, but she's your type.

Kyle: No, I gotta have a little shape.

Joanna: Didn't know you were that particular.

Kyle: I have standards unlike you.

On-screen: [Kyle looks down at the tablet in his hand with a furrowed brow. Joanna’s mouth drops open in response to Kyle’s comment.]

Joanna: What do you mean?

Kyle: I've seen the guys you go out with.

On-screen: [Kyle smiles.]

Joanna: Hey. (Joanna laughs)

Kyle: Miss Open For Business 24/7.

On-screen: [Kyle smiles at Joanna. Joanna’s smile fades slightly.] Joanna: Don't even go there.

Kyle: You started it.

On-screen: [Joanna quickly turns her head to Kyle with an uncomfortable expression.] Joanna: Yeah, but I was just kidding.

Zain: Can't you ever talk about anything else? Like work or at least the weather. Kyle: Like, how hot it is? How hot it is.

On-screen: [Joanna nods with a slight smile.]

Joanna: Very funny.

On-screen: [Joanna’s smile fades quickly.]

Kyle: That's funny.

Zain: Can you show me the data, please?

Hostile Work Environment Activity Reflection

Narrator: Did you tap the button when you heard these comments? Joanna: You’re acting like its holy water or something. Joanna: Isn’t that what you people do?

Kyle: Bless you, my child.

9

Joanna: Got one for you.

Kyle: I gotta have a little shape.

Kyle: I’ve seen the guys you go out with.

Kyle: Miss Open for Business 24/7.

Narrator: In the beginning of this scene, both Joanna and Kyle made inappropriate comments that bothered their coworker, Zain. But did you notice when Joanna herself began to take offense?

Unlawful Workplace Harassment

Narrator: A hostile work environment and quid pro quo are both forms of unlawful workplace harassment. Sexual harassment laws protect you from these kinds of harassment in your workplace.

Illinois State law protects you from sexual harassment in the form of unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature.

Employers and managers cannot require employees to submit to sexual harassment as part of their job, either explicitly or implicitly. An employer or manager cannot base any employment decision on whether or not a person submits to sexual harassment. Finally, employers and managers cannot allow harassing conduct to interfere with an individual's work performance or to create an intimidating, hostile, or offensive working environment.

Severe or Pervasive Behavior

Marissa: For harassing conduct to create a hostile work environment, it must be sufficiently severe or pervasive. Even a single incident of harassing conduct can be enough to constitute hostile work environment harassment if it is sufficiently severe. Even if a single incident on its own isn't enough, a pattern of behavior that is pervasive can also reach the level of a hostile environment. In other words, even if questionable behavior doesn't seem all that bad at first, it has a corrosive effect over time and can lead to a hostile environment. Regardless of whether harassing conduct is severe or pervasive, under your organization's policy, it must be stopped. Unwelcome Conduct

(sad music)

Mike: Oh, oh, oh, sorry. Can't help it. Just such a tight space in here. On-screen: [In a restaurant kitchen. Mike smiles then squeezes behind Ashley touching her waist and grazing against her as she is putting together food on plates. Ashley furrows her brow in response.]

Ashley: What was that? Was I supposed to feel something? Mike: You know you want me.

Ashley: In your dreams.

Mike: Hey, sometimes dreams come true.

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On-screen: [Ashley grabs the two plates and walks away from Mike.] Ashley: Yeah, not this one.

Mike: Oh, you're killing me.

On-screen: [Dalida walks up to the same workstation.] Mike: What about you, Dalida? You ready for some good times? Because I got a feeling about you.

(sad music)

On-screen: [Dalida’s mouth drops open slightly.]

Dalida: I'm going on my break.

On-screen: [Dalida quickly turns around and walks away.] Mike: No? Maybe next time. Don't know what you're missing. Kevin: For the behavior to be harassing, it must be unwelcome, but how can you know? Unwelcome Conduct is behavior that is not wanted, not requested, and/or not willingly reciprocated. This means that if the recipient doesn't like it, didn't ask for it, and is not willingly participating in it.

On-screen: [Replay of the clip when Mike talks to Dalida and Dalida walks away quickly.]

Marissa: If the recipient finds it unwelcome and a reasonable person who witnessed this behavior would agree, especially if it involves protected characteristics, then the behavior must stop. Inappropriate conversations are a common reason for observers to claim harassment. These conversations can cover sexual activities or any other sensitive topic that should be left out of the workplace, including inappropriate discussions about race, religion, or comments about other people's disabilities. Understand that behavior can be considered harassment regardless of the gender of the people involved. In other words, harassment can target a person of the same gender or a different gender from the harasser. Observers can be offended, even if they are not targeted or directly involved in the unwelcome activities. Managers need to be vigilant and stay on the lookout for unwelcome conduct, especially because its impact can spread far beyond the individuals directly involved. Unwelcome Statements Reflection Part 1

Narrator: Thinking back to the scene you just saw which of the following statements from Mike were unwelcome and could result in a hostile work environment? Select all that apply.

On-screen: [Radio buttons with the following options: “You know you want me.”,

“Sometimes dreams come true.", “You ready for some good times?”] On-screen: [All of these statements were unwelcome.] Narrator: In this situation, Mike’s behavior towards Ashley and Dalida could result in a hostile work environment. Even though it seems like Ashley was playing along, others may be offended by Mike’s behavior.

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Risk Factors

Kevin: While harassment can occur just about anywhere, certain workplace dynamics make the possibility of harassment more likely. Isolated or decentralized workforces, such as those operating in remote locations, may be less influenced by social norms and less closely supervised in the prevention of unwelcome behavior. Marissa: In a workplace where employees are mostly alike, the majority may feel uncomfortable with outsiders, or they may be so familiar with their existing behavior that they don't see the need to change. One example would be a male-dominated or female- dominated profession. Another risk factor would be repetitive or monotonous tasks where bored individuals engage in reckless behavior just for a little excitement, or a culture that does not value civility but takes pride in being hard on people. Kevin: Work environments that allow or enable alcohol consumption also carry a heightened risk in the workplace. Alcohol reduces inhibitions whether it happens on the job or during work-related activities, such as business events or social gatherings. Marissa: Employees who work for tips may rely more heavily on tip income for their livelihoods and may feel strong economic pressure to put up with unwelcome behavior and sexual harassment from customers.

Narrator: Vulnerable employees may not know their rights and their protections. They may have cultural, citizenship, age, experience, or language differences that make them hesitant to complain. Especially if they are working in a hierarchy with significant power differences.

Hostile Work Environment Review

Narrator: A hostile work environment is unwelcome behavior that is severe or pervasive, unreasonably interferes with an individual's ability to do their job, could be offensive to a reasonable employee, and is offensive to at least one employee. It can target a person of any gender.

12

The Employee’s Role

The Employee’s Role Introduction

(Uplifting music)

On-screen: [An employee nods. The Employee’s Role] The Employee’s Role Interviews

(gentle uplifting music)

Maya: I would say that it's very rare for me to feel like I'm being treated like the rest of my colleagues when it's clear or made clear that I'm Jewish, especially in a room of non-Jewish people. It's either this weird, extreme of like, "Oh, I get it." And then just making too many jokes about who I am or complete feigned ignorance and confusion at just the littlest things. Like, I had a job where there was pastries involved and I told them, "Hey, I need gloves to work with the pork." Complete shock and could not understand. Meanwhile, another coworker was, like, "Let me do the pork whenever you're here. Don't even worry about it." Super kind, super considerate. Aahniyah: My coworkers were more accommodating than my manager, I will say that.

"That's okay. Let me do, I got it." We got a lot of stuff like that. Sometimes they'll give me, like, a little look, but then it'll be like, "Okay, well, that's fine." Like, "I'll help you out." They might feel a little type of way about it, but they were a lot more accommodating. And I didn't hear anything about it.

Oran: Just checking with that person and express your care and concern for them as a friend; to do so in confidence, just to know that that they're being looked out for and taken care of.

The Employee’s Role Part 1

Kevin: Employees have an important role in creating a safe and inclusive work environment free from harassment. You are responsible for your own actions and how you respond if you experience or witness harassing behavior has a big impact on your organization and those around you. Your organization has a policy that prohibits sexual harassment and other forms of workplace harassment, as well as discrimination. As an employee, you're expected to be familiar with this policy and to follow it. You'll have a chance to review this policy later on. You contribute to the tone in your organization around these issues. Your conduct matters when it comes to avoiding harassing or discriminatory behavior. You also have a role in preventing or responding to others' behavior.

Holly and Sam Part 1

On-screen: [Sam and Holly are sitting in an office.] Sam: Okay, okay, what's next?

Holly: Sure; I've been going over the schedule for the company retreat. Sam: Right, let's do the executive golf outing in the morning at 9:00. It's a great way to start the day.

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Holly: Oh, but we have the working parents networking event, which is at breakfast from 8:00 to 10:00.

Sam: That shouldn't be a problem. Most of the women on the team don't like golf anyway.

On-screen: [Sam smiles.]

Bias

Marissa: One factor that can lead to harassing or discriminatory behavior is bias. Bias can take many forms both conscious and unconscious. A conscious bias is one that we know about and acknowledge.

Kevin: But unconscious or implicit bias is more treacherous because it lurks under the surface and the unfairness it causes is harder to pinpoint. Marissa: Stereotypes, which are oversimplified ideas we hold about others, are a manifestation of bias and can also lead to problems in the workplace. Holly’s Response

Narrator: Think back to Sam’s comment about women on their team. How should Holly respond?

On-screen: [Radio buttons with options: “You're so biased. I like golf.”; “You're probably right. Let’s keep the schedule the way it is.”; “Other caretakers, not just mother, may want to attend.”]

On-screen: [The correct response is: “Other caretakers, not just mother, may want to attend.”]

Narrator: Let’s see how feedback helps Sam to recognize his bias. Holly and Sam Part 2

On-screen: [Sam and Holly are sitting in an office.] Sam: Most of the women on the team don't like golf anyway. Holly: Well, we have plenty of parents and caretakers, not just mothers, who are going to want to attend the working parents’ event.

Sam: Oh, yeah, that's a good point.

Holly: Besides, this type of event is a great opportunity for interfacing with senior managers, so this is important for everyone, not just those who like to play golf. Sam: Yeah, you're right, I could see that.

Holly: Let's find a time and activity that gets everyone involved. The Employee’s Role Part 2

Marissa: Studies show that inclusive work groups are more successful. So try to keep an open mind about everyone on your team. If you behave in a way that shows bias, discrimination, or harassment, you will damage the trust of others. By behaving fairly and respectfully, you and your colleagues will thrive. 14

The Employee’s Role Review

Narrator: As an employee, you should know your organization's policies, help to create an inclusive environment on your team, know your conscious and unconscious biases, and work to counteract them.

15

Gender Protections

Gender Protections Introduction

(tense music)

On-screen: [Employees celebrating in a conference room that is decorated with balloons. Gender Protections.]

Baby Shower

On-screen: [Employees are gathering in a conference room decorated with balloons.] Oscar: Congratulations, man.

Bryce: Thanks.

Oscar: So when do you get to meet the little one?

Bryce: Oh, we've already met, but Dave and I get to bring her home this weekend. Oscar: Wow, that sounds pretty exciting.

Bryce: A little scary, it's a big responsibility.

Oscar: I'm sure you'll be great parents.

Bryce: I hope so.

On-screen: [Piper and Liam are talking quietly in the corner of the conference room.] Piper: All right, so you know what? I think it's about time we moved. Liam: I think we put in our time, let's go.

Marissa: We all need to be treated with the same dignity and respect as everyone else, regardless of our sexual orientation, gender expression, or gender identity. On-screen: [Piper and Liam walking up the stairs away from the conference room to.] Piper: I just think it was a step too far, that's all. Liam: I know, right?

Piper: Right, I mean, come on, we are always nice to him. Liam: Even when he married his boyfriend, I mean, you kind of get used to it. Piper: I pitched in for the gift.

Liam: Because you're a good person.

Piper: Yeah.

Liam: But a baby shower for two guys?

On-screen: [Liam’s eyebrows furrow.]

Piper: Yeah.

Liam: And now he's taking bonding time off for the new baby. On-screen: [Liam uses air quotes are the word Bonding.] Piper: And we have to cover for him while he's out. 16

Liam: What are you going to do about that?

Piper: Not much.

(Liam and Piper sigh)

Gender Protections Definitions

Marissa: When discussing gender protections, it helps to define some terms. Although the terms sex and gender are often used interchangeably, they mean different things. Sex refers to someone's biological attributes and related conditions, including for example, whether they are pregnant. Gender refers to social attributes, including behavior and roles, as well as expectations placed on them. Baby Shower: Unfair

Narrator: Think back on Liam and Piper's conversation about the baby shower for their coworker, Bryce. Were they being unfair to Bryce?

On-screen: [Radio buttons with the following options: Yes, their reaction was based on unfair assumptions about Bryce’s sex and gender; No, they were simply expressing their opinion; No their reaction was fair because they have to cover for him while is on parental leave.]

On-screen: [Liam and Piper were being unfair to Bryce. The correct answer is: Yes, their reaction was based on unfair assumptions about Bryce’s sex and gender.] Liam and Piper's conversation was based on unfair assumptions about sex and gender. Bryce's baby shower and parental leave don't match their expectations of a male coworker. But if Bryce receives different treatment at work because of social expectations around his gender and sexual orientation, that could be considered a form of discrimination.

Sex and Gender Protections

Cal: I identify as a transgender male, I do kind of live a little bit on the spectrum. So I wouldn't call myself 100% a man. I'm definitely not a woman. I like to live kind of comfortably in the middle zone, but I do definitely present, as a lot of people in my generation would say, masculinely. It's kind of how I've lived majority of my life. So there's not much change from when I was a kid to now. Marissa: The prohibition against sex discrimination and harassment applies broadly, extending to sexual orientation, gender identity, and gender expression. Cal: Every human is multifaceted and there's more to us than just what you have at face value.

Marissa: Sexual orientation has to do with the gender of the person that someone is romantically and sexually attracted to. Gender expression is a person's gender-related appearance and behavior. For example, this includes how they dress and wear their hair, how they talk and move. This also covers those who are gender nonconforming, which means they don't fit cultural stereotypes.

Gender identity is a person's sense of their own gender. For example, whether they feel they are a woman or a man which may or may not match the sex they were assigned at birth. The term transgender or trans describes those whose gender identity differs from 17

their assigned sex at birth. Pronouns. A pronoun is a word that refers to a person. At work, we need to honor the pronouns that people use about themselves, whether that is she, he, or a gender-neutral pronoun such as they, or just their name. It is generally okay to ask which pronoun you should use if you are not sure. Pronouns: Employee

(gentle music)

Kevin: Persistently and intentionally using the wrong pronouns may be a form of harassment. An example of this conduct would be when a coworker

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