There has been a deluge of public sexual harassment allegations since the exposure of sexual harassment allegations against Hollywood producer Harvey Weinstein. As you have no doubt noticed, the accusations have expanded beyond Hollywood, affecting many industries.

This challenges business leaders to ensure they are creating a safe and positive work environment free from sexual harassment. To achieve this, we can follow these crucial practices:

• Provide sexual harassment training for staff.
• Create a “zero tolerance for sexual harassment” culture.
• Develop and/or update sexual harassment policies and procedures.
• Ensure that we have a reporting process in place so that we can address reports of sexual harassment immediately.
• Take appropriate action when warranted.
• Refrain from retaliating against any staff person who makes a sexual harassment report.

It is advisable to inform your entire business community about steps that you have taken to ensure that your work continues to be a safe environment, protecting employees and customers from sexual harassment.

Many of these practices take anti-sexual harassment policies as a starting point. These policies should include (but are not limited to) the following:

• A statement that sexual harassment will not be tolerated in the workplace.
• An easy-to-understand description of prohibited conduct, with examples.
• A description of the harassment reporting system, which is available to staff who experience harassment as well as those who observe harassment. This system provides multiple, easily accessible avenues to report.
• A statement that the reporting system will result in a prompt, thorough, and impartial investigation.
• A statement that the identity of an individual who submits a report, a witness who provides information regarding a report, and the target of the complaint, will be kept confidential to the extent possible consistent with a thorough and impartial investigation.
• A statement that any information gathered as part of an investigation will be kept confidential to the extent possible consistent with a thorough and impartial investigation.
• An assurance that a manager or other company leader will take immediate and proportionate corrective action if it determines that harassment has occurred.
• An assurance that an individual who submits a report (of harassment experienced or observed) or a witness who provides information regarding a report will be protected from retaliation by colleagues and supervisors.
• A statement that any employee who retaliates against an individual who submits a report or provides information regarding a report will be disciplined appropriately.

To help foster a zero-tolerance environment for sexual harassment, businesses can consider “civility training” and bystander intervention training. Civility training promotes the creation of solutions while emphasizing civility and respect. This training has been exemplified by the college campus campaign It’s On Us, which is an outgrowth of the White House Task Force to Protect Students from Sexual Assault. It emphasizes the notion that assault is not just about a perpetrator and a victim—it’s about every community member doing their part to create a solution.

Let’s add our voices to efforts to end sexual harassment by promoting the notion that no one may subject an employee or customer to any unwelcome conduct of a sexual nature. We’re sure you pride yourself on providing a safe work environment, but we must all be vigilant about maintaining a work environment that is free from discrimination and harassment. If you would like further information about anti-sexual harassment policies, contact FrancineM@amskier.com. Fran Mendelowitz, LCSW is a psychotherapist, founder of InterACT NY and an AMSkier Partner.

Are you interested in beginning a relationship with AMSkier Insurance? Contact us today!

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The business world can seem unwelcoming towards women. Partially, this is due to the societal idea that power is something achieved through pressure, intimidation, and a sheer desire to defeat at any cost. Among many women who have achieved, power is seen much differently; in this view, power ignites and enables, without pushing anyone else down. Women tend to prefer searching for common interests, solving problems and collaborating to find win-win outcomes.
Fortunately, this is the kind of power that is in great demand in today’s world. Real-life wonder women in business do not need to be a novelty; in fact, the presence of powerful women are commonplace in an economy that isn’t just growing, but blossoming into something more inclusive.
How can women tap into and strengthen that power? Below, we offer five stategies:

1. Use Empowered Language
Women who are empowered replace strong words for weak words. Women tend to use qualifiers such as ‘some,’ ‘sort of,’ ‘just,’ ‘only,’ and ‘kind of.” For example: “This is just a suggestion,” and “I only meant to clarify that,” and “This is kind of exciting,” are all weak statements. Both the message and strength of the speaker are compromised. Using words like this demonstrate a lack of confidence. Another way confidence and strength is compromised is by asking questions after a statement. For example, “Our new product line is doing very well, don’t you think?” and “This great news for our company, agreed?” Empowered women keep these qualifiers and tag-a-long questions out of their lexicon.

2. Say Thank You – Not, I’m Sorry
Use “Thank You” instead of “Sorry.” For example, instead of saying, “Sorry, I’m just rambling” choose, “Thank you for listening.” Instead of saying, “I’m sorry to put more work on your plate” say, “Thank you so much for taking care of this.” Saying “I’m sorry” every five minutes suggests that you should, indeed, be sorry for something, when gratitude or other kind sentiments are in order. This is not a way to grow in leadership or be respected. Alternatively, thanking others will empower you.

3. Speak Up – Take Credit for Your Ideas & Work
Many working women experience this. You bring up an idea or point in a meeting and it goes unnoticed. Later, someone else will repeat your thought and others around the table will praise their thoughts. Instead of staying silent in these situations, take back the credit. An appropriate way to do so would be by saying, “Thank you for bringing up this idea that I proposed earlier,” or similar.

4. Self-promote
Women often have discomfort with self-promotion, because they rely on hard work and performance for recognition and reward. This results in a lack of visibility and gives power away. It’s important that women recognize that self-promotion is a vital leadership skill.

5. Value effectiveness over likability
It’s important to be liked in the workplace. It can help you build influence and motivate others, but likeability is not more important than effectiveness. If someone’s primary focus is to be liked, he or she will not likely be viewed as a leader. We risk being seen as waffling in our opinions because we are primarily seeking approval of others.
Women who follow these guidelines don’t have superpowers; they have determination, vision and purpose.

At AMSkier Insurance, we value women business leaders. We hope to be a part of your pathway to continual growth and success. Consider beginning a relationship with us today!

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Auto Insurance Coverage For College Students

Parents should be careful when it comes to auto insurance for their young adults, considering how expensive auto insurance coverage for college students can be since they are higher-risk drivers. One important question many policyholders have is: Should I take my insured child off my auto insurance policy when he or she is away at college?

If (a) your student plans to bring a vehicle to college and use it; or (b) if she is commuting to or attending a nearby school that allows her to come home more often and use the car, then you should keep your college students covered under your auto insurance. Whether she plans to drive or not while attending college, many experts suggest keeping your child active and listed on your policy because the student will be:

Covered if/when she:

• Returns home and needs to drive
• Drives a friend’s automobile while away
• Is forced to drive due to an emergency
• Safeguarded if she’s struck by a car while on foot or on a bike or as a passenger in another person’s vehicle.

Lastly, your child will be building a record of uninterrupted insurance coverage, which can possibly reduce premiums when it’s time for her to obtain her own policy; In fact, some insurers will reject applicants with no previous history of continuous coverage. If your student will remain on your policy, here are a few things you need to keep in mind:
Take Your Student off Your Policy If:

If she will not be taking an auto to school—especially if she’ll be living on campus and not visiting home often, then it may be better off for you to take your child off your policy. This can possibly decrease your rates significantly, depending on your student’s age and driving record. However, be aware that many carriers will not allow you to even temporarily exclude a licensed driver in your household who is already listed on the policy.

If your student is allowed to be excluded from the policy, our suggestions are:

• Remember to contact us to add her back to the policy prior to coming home if she plans to drive while home, such as during winter or summer breaks.
• Discourage her from driving a friend’s car while away at school; the friend’s insurance should provide primary coverage for your student if she were to be involved in an accident or moving violation. But the friend’s auto policy may lacks adequate coverage to safeguard your student and anyone else involved in an accident that she causes.

We suggest that students should get their own separate policy if they permanently live elsewhere (not in their parents’ home), particularly if their new ZIP code yields lower rates, and if they have a vehicle titled in their own name.

To determine which option is best for you, contact us so we may review your coverage choices carefully.

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