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Category: Government

|February 23, 2017|No Comments

Training for government agencies has its own distinctive challenges and opportunities. Generally, the issues in the public and private sectors are not necessarily unalike, but it’s the way EEO practitioners navigate the training that is different. Understanding these dynamics is the first step in making the training create positive results in the workplace.

Dynamics of EEO Offices

EEO offices occupy a unique space and function within government agencies. Many employees …

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|January 19, 2017|No Comments

When a complaint comes forward at government agency its first stop will likely be the EEO office. Clearly, addressing the stated claim is an important task of the EEO investigator and the claim must be taken seriously. Unfortunately, some agencies behave as if the sole responsibility of the EEO office is to process complaints. To be proactive and do more than investigating complaints, leaders must be engaged with EEO professionals …

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|January 5, 2017|No Comments

As 2017 starts, a new administration will assume responsibility for leadership and direction of the federal government. Many federal employees are concerned as to how top-level staffing and policy changes will affect the security of their jobs and the climate in which they will work. In the federal government, maintaining behavioral standards of professionalism and civility is vital for effective performance no matter what happens in any election cycle. In …

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|September 29, 2016|No Comments

In March of 2015, the EEOC launched a special task force to look at the issue of harassment in the workplace. After more than a year of study, they’ve recently released their recommendations. Steve Paskoff, CEO and President, and Tucker Miller, VP of Client Consulting of ELI sat down with host Paula Garlen to discuss the report and offer their insight into the recommendations.

What did research conclude?

Workplace harassment …

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|July 7, 2016|No Comments

Here are some quotes from a document I read last week:

“Workplace harassment remains a persistent problem.” … ““There is a compelling business case for stopping and preventing harassment” … “It starts at the top… leadership and accountability are critical” … “Training must change.”

As I kept reading I thought, those ideas are familiar—in fact they sound like what we’ve said in our ELI position papers and marketing brochures. But …

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