By Angel Rogers, ARM, CCRM –
and Presenter at the MHCO Conference.
I am quite certain that I am not the only one who thinks that our industry is changing and evolving at a rapid pace. Most change is good and supports the basic premise of housing people in a decent environment. Other changes make us out to be the bad guys who sit in our offices gleefully counting our money while preparing eviction notices. The politics and social media exposure have created confusion for both residents and owners. How do we continue to provide habitable homes with amazing customer care? How do we keep up with all the laws and trends? We need to start from within our own organizations. How? By attending the MHCO Annual Conference on October 28th and 29th for a full schedule of learning opportunities.
Continuing education for your employees is one of the most cost effective and morale boosting activities you can provide for them. Additional training can also be your best defense if you are named in a lawsuit. For example, there are no specific sexual harassment training requirements for the state of Oregon. However, we still recommend sexual harassment training for your Oregon employees. In the wake of the “Me Too ”movement, numerous states now have mandated harassment training. We have the added responsibility of complying with the Fair Housing Act. Keep in mind that Fair Housing bans housing discrimination based on sex. While the basic rules prevent you from giving preferential treatment to either men or women because of their gender, the law has evolved to outlaw a broad range of discriminatory practices based on sex. Among them is sexual harassment, a form of sex discrimination which can cost thousands – and in some cases millions- in settlements or court awards, penalties attorney’s fees, not to mention the lasting damage to the reputation of the community, ownership, and management.
The Fair Housing Act prohibits discrimination in housing based on race, color, religion, sex, national origin, familial status, or disability. The FHA does not define “sex” but the law coves sex in two ways. The first is the most basic: male vs. female. In general, it means that you could face a sex discrimination claim for showing a preference for - or against- either me or women because of their sex. The other, less obvious is about behaviors regarding gender. For example, you could face a sex discrimination claim for rejecting applicants whose behavior doesn’t conform to traditional sex-based stereotypes about how they are supposed to act. And, the FHA’s ban on sex discrimination may apply to some claims for discrimination based on sexual orientation or gender identity.
This topic is extremely important and relevant to housing professionals as this does not simply apply to employment relationships. There is an increased national awareness of sexual harassment and there is a significant exposure in rental housing. Housing providers have a responsibility to prevent sexual harassment. MHCO is offering a 2-hour session at the Annual Conference on Tuesday the 29th. We will cover the FHA and the Protected Class of Sex, Define Harassment, Understanding our Unique Customer Relationships, and The Five Major Rules to Follow.
As I stated before, we need to stay ahead of the curve by starting from within our own organizations. We cannot afford to not provide education for our managers. For example, have you received a complaint from a resident that your manager is rude, demeaning, or uncaring? Or, have you heard from your managers that the residents are difficult, rude, or demanding? Or, what about your behavior? All these scenarios may be true, but let’s not forget that at the end of the day, we are expected to act professionally. Conflict is a part of management. Conflict is not a bad thing; in fact, it can be a truly positive tool in your professional toolkit if you let it. By taking hard conversations, feedback, and discomfort and transforming it with mediation and compassion you can grow in ways you never imagined. Most people don't like conflict and those who do like it are often overly combative. But what if you could face conflict without fear or aggression? As leaders we cannot avoid conflict all together, it is a natural part of life and business. Join us on Tuesday the 29th for this informative session. This session will go hand in hand with “Managing the Managers” on the 28th.
Speaking of managing managers, how many of you are working with a multigenerational work force? Have you ever rolled your eyes while muttering the word “millennial”, or “boomer” under your breath? Are you perplexed why people of ages other than yours simply do not understand you? You are not alone! Understanding differences between the generations is fundamental in building a successful multigenerational workplace. Each generation has particular experiences that have molded their beliefs, expectations, and work style. Since good business is based on understanding others, it may be time to be open and embrace our differences. Join us on Monday for an hour of fast-paced and humorous examples of how we can all just get along!
I will forever be an advocate for continuous education for our industry. I am proud to be a part of the MHCO Annual Conference as this gathering of industry professionals offers opportunities to further our knowledge, network, and make a positive impact in the communities we serve. See you on the 28th!
