Leading without Bias (LWB)

[Audio] Hi Everyone! Welcome everyone to the session. Today let us discuss on the respectful workplace and understand why it is important..

[Audio] We'll begin with a hello from Joe Allen, GE Aviation's Chief Inclusion & Diversity Officer..

[Audio] We are here to talk about behaviors not beliefs. These are expected behaviors of a GE Aviation employee. These behaviors are to create a culture of inclusion and respect at GE Aviation. We are not here to change anyone's personal beliefs, but to make sure that expectations are clear that a respectful and inclusive culture is a condition of employment..

[Audio] We are all coming from different experiences and backgrounds, and we may not see the world or situations in the same way. We are all learning. It is important that everyone treats everyone with respect and everyone feels respected and included, so that we can learn together. We are here to talk about behaviors not beliefs. These are expected behaviors of a GE Aviation employee. These behaviors are to create a culture of inclusion and respect at GE Aviation. We are not here to change anyone's personal beliefs, but to make sure that expectations are clear that a respectful and inclusive culture is a condition of employment..

[Audio] Let's start with thinking about what it looks like when you ARE treated with respect. What are people doing when they are being respectful?.

[Audio] the following should we kept in mind when we are in our workplace. Listen and be present​. Be thoughtful of others' feelings​. Acknowledge others and say thank you​. Address mistakes with kindness​. Make decisions based on what's right, not on favoritism. Respect physical boundaries​. Be polite. Be helpful not hurtful. Be willing to admit mistakes. Be open to others' ideas besides your own. Be honest . And finally, be mindful of other people's time..

[Audio] Now let's discuss what happens when you are NOT respected. So it's the opposite of what we just talked about. How does it make you feel? How does it impact your work?.

[Audio] There are a lot of feelings, emotions and reactions that come with being disrespected. It's distracting to the individual and for the performance of the company..

[Audio] This is why we are here today. When employees feel disrespected, there are a lot of negative impacts. When they feel respected and included, there are a lot of benefits. When there is higher employee morale, we all win. There is increased performance. When work relationships are better, we are all more productive. It is easier to maintain our culture of integrity With all of this comes a more attractive workplace, resulting in lower turnover and an easier time recruiting new employees Respect and Inclusion lead to business results, AND it's the right thing to do. We all play a part in creating this environment. We have some work to do. We are going to listen to a few examples that have happened at GE..

[Audio] We all play a part in creating this environment. We have some work to do. We are going to listen to a few examples that have happened at GE. These are stories of real experiences that happened to your co-workers here at GE Aviation. Listen to their stories.

[Audio] Let's discuss what is your reaction to the stories you have just heard?How does this behaviour effect the person, the business and you ?To create a respectful workplace, there are policies that both guide us and protect us. We will discuss the Respectful Workplace Policy as well as the Social Media policy..

[Audio] Ensuring a respectful workplace GE has been, and remains, committed to ensuring a workplace for employees, customers, visitors and contractors where they are comfortable and respected. A culture of respect GE is committed to a culture of respect. GE strives to create and maintain an inclusive workplace environment free from unlawful discrimination, harassment, bullying, and workplace violence by setting clear expectations and providing ways for employees to raise concerns..

[Audio] We treat one another with fairness and respect GE is committed to providing a safe, fair and respectful work environment GE does not tolerate any form of harassment, discrimination or bullying GE is an equal opportunity employer and makes all employment decisions based on legitimate business considerations such as experience, skills, education, performance and the GE Leadership Behaviors..

[Audio] Harassment. It is the Unwanted verbal, physical, or visual conduct that is based on a protected characteristic and creates an intimidating, offensive or hostile working environment, or unreasonably interferes with an employee's work performance. What is Discrimination? Treating individuals differently than others because of a protected characteristic is called discrimination. Protected characteristics can be race, color, religion, national or ethnic origin, sex (including pregnancy), sexual orientation, gender identity or expression, age, disability, or veteran status. Bullying is any behavior or conduct, or any abuse or misuse of power, that is directed towards a person or group that reasonably causes the person or group to feel victimized, intimidated, undermined, or humiliated. Retaliation. It is Engaging in any adverse action against an employee because they raised a concern, opposed inappropriate workplace conduct or participated in an investigation..

[Audio] Neither you nor GE can fully control how content is interpreted, used and forwarded. The internet has a long memory, and even deleted postings may be searchable. Be aware that even personal online activity can be perceived as being connected to GE. Exercise good judgment when posting online. What you post can impact yours and GE's reputation. Do not assume that your post will not find its way into the workplace. For example, if you identify as a GE Employee or have friends/ followers that are from GE, your comments will likely be connected to the workplace. GE is committed to a Respectful Workplace and prohibits racist, intimidating, violent, or harassing comments. Again, per the Acceptable Use of GE Information Resources - Personal posts that find their way into the workplace are subject to these policies. Important: GE does not proactively monitor its employee's social media activity. However, concerns raised regarding employee posts are subject to investigation for compliance with our fair employment practices. Watch video.

[Audio] Once a concern is raised, there is a lot that goes into the investigation and determination of the consequence. These are handled on a case by case basis with an individual investigation. Read through investigative process Types of disciplinary action can be dependent upon site handbook. Severity, nature and frequency of the issue will matter. Repetitive, documentation of previous warnings. Other consequences: Damage to reputation Cost to GE in terms of time and resources to address concerns.

[Audio] The Answer is EVERYONE. Corporate policies are helpful, but at the end of the day, respectful workplaces are created by individuals..

[Audio] here are some ways we can create a respectful workplace. Valuing the contributions of each employee. Treating each other as equals. Being inclusive. Not interrupting or discounting others' ideas. Appreciating differences in culture, language, abilities, styles. No discrimination, harassment, retaliation or bullying. You may know the Golden Rule of treat others the way you'd like to be treated, there's also a platinum rule: Treat others how THEY would like to be treated. Valuing the contributions of each employee Treating each other as equals Being inclusive Not interrupting or discounting others' ideas Appreciating differences in culture, language, abilities, styles No discrimination, harassment, retaliation or bullying.

[Audio] Here are some suggestions on how to handle a potential violation of the policy.

[Audio] Emphasize that this applies whether you have been a witness or experienced it yourself. These options were mentioned in the video we just watched, but let's talk through them in more detail. From Spirit & Letter: You do not need to be certain that a violation has occurred, but rather should raise a concern when you have a good faith belief that something improper, a violations of law or policy, has occurred. Note – customize by site with other appropriate contacts Timing: 2 minutes.

[Audio] Close with thanking everyone for their contributions. Today we talked about how to make this a safe and inclusive workspace for all. Let's close with a reminder on GE's recent statement on inclusion. Remember, these are our organizational beliefs and we are not here today to try and change anyone's personal beliefs. Read through slide Timing: 1 minutes.

[Audio] Thanks again for your participation today. We would love to have your feedback on this training to make sure it was effective in a very brief survey that you can do from any phone. It is voluntary, and please complete it on work time. All you have to do is hold your camera app up over this QR code and the link will pop up. You can answer it on your phone and click submit. Thanks again and have a great day..

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