Are women really more hostile to each other at work, or is that a myth and a stereotype? This 90-minute webinar on female-to-female hostility in the workplace looks at the theories and what research shows about women bullying other women.
It examines sexism and stereotypes in how we perceive women's and men's bullying, and whether we expect different behavior from women at work. You'll explore the overlap between bullying and harassment, relevant tort laws, tokenism, and the impact of bullying on the people who witness it.
The session also asks whether female-to-female bullying deserves attention separate from general workplace bullying, and whether women have a responsibility to support other women at work.
WHY SHOULD YOU ATTEND?
Research suggests men and women use different bullying tactics. Because women's bullying is often more subtle, managers may not see it as bullying and let it continue, which signals tacit approval and leads to poor morale, distrust of management, weak performance, absenteeism and turnover.
This session explains what to do if you are bullied and management's role in prevention and intervention. It suits HR professionals, owners, managers, supervisors and anyone in management.
AREA COVERED
- Women's ways of bullying
- Theoretical causes and contributing factors of women's bullying
- Theories on whether women are more hostile to each other than to men
- Sexism and stereotypes in perceptions of women's and men's bullying
- When bullying could be illegal harassment: the nexus of bullying and harassment
- Tort laws
- Tokenism
- The impact of women bullying their colleagues, including on witnesses
- Management's role in preventing and intervening in women's bullying
- Steps to take if you are targeted by a bully
LEARNING OBJECTIVES
- Describe women's ways of bullying and their likely causes
- Evaluate theories and stereotypes about women's hostility to other women
- Determine when bullying could amount to illegal harassment, including tort law issues
- Explain how bullying affects colleagues and witnesses
- Identify management's role in prevention and intervention
- List the steps to take if targeted by a bully
WHO WILL BENEFIT?
- Human Resources Generalists
- Managers
- Directors
- Women Owners
- HR Managers
- Controllers
- Supervisors
- Office Managers
- Accounts Managers
- Anyone in Management at all Levels
Research suggests men and women use different bullying tactics. Because women's bullying is often more subtle, managers may not see it as bullying and let it continue, which signals tacit approval and leads to poor morale, distrust of management, weak performance, absenteeism and turnover.
This session explains what to do if you are bullied and management's role in prevention and intervention. It suits HR professionals, owners, managers, supervisors and anyone in management.
- Women's ways of bullying
- Theoretical causes and contributing factors of women's bullying
- Theories on whether women are more hostile to each other than to men
- Sexism and stereotypes in perceptions of women's and men's bullying
- When bullying could be illegal harassment: the nexus of bullying and harassment
- Tort laws
- Tokenism
- The impact of women bullying their colleagues, including on witnesses
- Management's role in preventing and intervening in women's bullying
- Steps to take if you are targeted by a bully
- Describe women's ways of bullying and their likely causes
- Evaluate theories and stereotypes about women's hostility to other women
- Determine when bullying could amount to illegal harassment, including tort law issues
- Explain how bullying affects colleagues and witnesses
- Identify management's role in prevention and intervention
- List the steps to take if targeted by a bully
- Human Resources Generalists
- Managers
- Directors
- Women Owners
- HR Managers
- Controllers
- Supervisors
- Office Managers
- Accounts Managers
- Anyone in Management at all Levels
