 Some men use sexual harassment as a means to show their superiority and dominance at work. ...

Click here to load reader

  • date post

    29-Dec-2015
  • Category

    Documents

  • view

    216
  • download

    1

Embed Size (px)

Transcript of  Some men use sexual harassment as a means to show their superiority and dominance at work. ...

  • Some men use sexual harassment as a means to show their superiority and dominance at work.

    Asserting power over women to reinforce gender stereotypes / keep women in their place

    If the work environment tolerates or condones sexual harassment, these men are likely to act on it

    Copyright of AWARE 2009

    Gender relations

  • Out of 272 respondents who experienced sexual harassmentWOMEN 215 52 MEN5 UnknownAWARE SURVEYCopyright of AWARE 2009

    Victims predominantly women

  • The Power PlayerThe Mother-Father figureOne-of-the-GangThe OpportunistThe BullyThe PestThe Great GallantThe GroperCopyright of AWARE 2009

    Profile of harassers-behavior and type of harassment

  • Subordinates

    Perceived passivity or lack of assertiveness

    Poor education or being naive

    Low self-esteem

    AgeAWARE SURVEY24% were 21-25 years oldCopyright of AWARE 2009

    Who may be the target?

  • Ignore it

    Avoid it

    Play along

    Find a protector within the office hierarchy

    Protest the harassment

    QuitResponses by the victimCopyright of AWARE 2009

  • AWARE SURVEYCopyright of AWARE 2009

    Emotions upon experiencing sexual harassment

    Chart1

    GuiltyGuilty8

    Afraid lose jobAfraid lose job13

    Resigned to situationResigned to situation13

    Affected jobAffected job14

    Wish had someone to talk toWish had someone to talk to15

    ConfusedConfused25

    AfraidAfraid27

    Wish something could be doneWish something could be done28

    AngryAngry55

    Sheet1

    Angry55%Guilty800%

    Wish something could be done28%Afraid lose job1300%

    Afraid27%Resigned to situation1300%

    Confused25%Affected job1400%

    Wish had someone to talk to15%Wish had someone to talk to1500%

    Affected job14%Confused2500%

    Resigned13%Afraid2700%

    Afraid lose job13%Wish something could be done2800%

    Guilty8%Angry5500%

    Sheet1

    Sheet2

    Sheet3

  • Sexual harassment is a type of sexual abuse

    Victim of severe or chronic harassment can suffer thesame psychological effects as rape victims

    Long road towards recoverySexual Harassment is Sexual Abuse Copyright of AWARE 2009

  • Job Performance symptoms

    Depressive symptoms

    Behavioral symptoms

    Perceptive symptoms

    Long-Term effectsSymptoms of the VictimCopyright of AWARE 2009

  • What may be the factors that silence the victim?

    -Individual factors

    -Organisational factors

    Silencing the victim

    Copyright of AWARE 2009

  • Range of Emotions

    Victims personal strugglesCopyright of AWARE 2009

    confusionembarrassmentguilt and shamedenialminimizingfearnumbinginvalidationdefamationsexual orientation masculinity

  • No proper complaint mechanism in place

    Trust words of senior

    Protect the image of the company

    Organisational BarriersCopyright of AWARE 2009

  • HarasserEmployerCriminal lawCivil law: TortCivil law: Breach of contract /TortCopyright of AWARE 2009

    Legal Redress for harassed

  • Part I: [First time when incident occurs]

    Get message across clearly; no one can read your mind

    Tell harasser to STOP (!) not just with your words but also with your non-verbals (eyes, gestures, tone, physiology)

    Be Specific, Be Firm and Be Direct when you say NO

    Copyright of AWARE 2009

    What can you do if it happens to you??

  • Different Ways to say No

    Copyright of AWARE 2009

    What can you do if it happens to you (cont.)??

    You may not be aware, but when you [specify action], it makes me uncomfortable and I want this behavior to STOP.

    I feel uncomfortable when you [specify action] ..So, please stop. Please stop, you are making me uncomfortable with [specify action]

  • Part II: [When incident is escalated]

    Alert someone at the workplace that this is happening to you. Ask them to observe the interaction

    Start noting down dates/time/place; who was present at the time of incidents.

    Copyright of AWARE 2009

    What can you do if it happens to you (cont.)??

  • Part II: [When incident is escalated]

    Get EVIDENCE

    Keep SMSs and emails ; send email to HR Department or trusted colleague stating facts and ask for help

    Tape conversations

    People as witnesses

    Seek support from family, friends or call AWARE helpline if you still feel unsure

    Copyright of AWARE 2009

    What can you do if it happens to you (cont.)??

  • Part III: As a witness

    Be part of the Solution and not the problem

    Speak up to your HR or union if you see sexual harrassment bothering someone

    Cooperate with sexual harassment investigation

    IT IS YOUR WORKPLACE TOO!!

    Copyright of AWARE 2009

    What can you do if you witness someone being sexually harassed?

  • In trios

    HarasserVictim Observer

    Copyright of AWARE 2009Saying NO

  • Call AWAREs Helpline at1800 774 5935Monday Friday3:00pm 9:30pmCopyright of AWARE 20009

    If you want to talk about the gender dimensions, this slide should come earlier.This part was a little too much. Not sure that it really helps to share all these profiles. For the short talk, I would take this out completely. The pictures are also too small.

    The only reason to include it I think would be to drive home the point that harassment can come in different forms. And it must be told as stories rather than to describe each category.

    May have effect of stigmatizing people who have been harassed. It implies that if they were harassed, it was somehow their fault.Good.3-4 slides on the responses and the effects on victims is too much. At most, just one slide to talk about what victims experience. Slide 29 is probably the best slide for this.

    This slide is not really necessary.

    Not necessary.

    Not necessary.

    Can talk through the symptoms but no need to dwell on it for short talk.

    Not necessary.

    Good. No need to talk about all. Just the more important ones.Have to be careful here.Need to find out before hand what mechanisms clients have in place and work with that.

    If organisation has no mechanisms in place at all, then at the very least there must be a grievance process which staff can use and which we can incorporate into the talk.

    Cannot make organisation and management look bad in front of employees but may need to informally tell organisation that they may have to look into their mechanisms and policies etc. in order to ensure that staff. Its also a way to get the management to get us to do another talk for their HR people. I think it is important that the two of you know this part well enough to present on it very comfortably.

    We can ask TT and Hali for help here.This is the most important part of the training.

    For the role play, I think best if trainers did it first victim and haraser. And I think that our trainer should always play the harasser and get audience to practise saying No.

    Even giving them the words to use might be good (Script), for those who are very uncomfortable with saying and meaning no.

    Verons points here were very good and have to be emphasized more.That no need to feel bad about saying No.That this is all about communication. Person cannot read mind.Signals must be clear and consistent. 93% about body language.Weak body language may be counter-productive.Good.Good.See earlier comments about working closely with the organisation.See earlier comments about working closely with the organisation.See notes about the role play.I dont think you need to have so many different types. Just get one that is most appropriate for the client. And can always ask the client to come up with scenario but have one as back up in case they cant.**