harassment in workplace
DESCRIPTION
TRANSCRIPT
HARASSMENTIN
WORKPLACESupervised By
Dr. Omar Balubaid
Prepared ByYaser Faez Badawi
Sunday ActivityJPFCM
June 2011
CONTENTS Discrimination:
Definition Types
Harassment: Definition Types
Bullying: Definition Types
Sexual Harassment Prevention of Harassment Saudi Arabia Law of Harassment Prevalence of Harassment and Discrimination among Resident of
the National Guard Hospitals – Study Discussion
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Definitions
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DEFINITIONS Discrimination:
the grant by statute of particular privileges to a class arbitrarily designated from a sizable number of persons, where no reasonable distinction exists between the favored and disfavored classes.
The legal definition by Cokorinos, Lee. 2003
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TYPESAgeDisabilityPaymentGenetic
InformationNational Origin
PregnancyRace/ColorReligionRetaliationSex
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DEFINITIONS Harassment:
unwanted, unwelcomed and uninvited behavior that demeans, threatens or offends the victim and results in a hostile environment for the victim.
Brown, James. “Sexual Harassment.
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TYPESBullyingPsychological RacialReligiousSexualStalking
MobbingHazingPolice
harassmentCyberstalkingElectronicSociological
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BullyingShouting is Announcing
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DEFINITIONS Bullying:
physical and psychological harassing behavior perpetrated against an individual, by one or more persons.
Brown, James. “Sexual Harassment.
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Types of Bullies
The Gatekeeper
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Types of Bullies
The Constant Critic
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Types of Bullies
The Screaming Mimi
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Types of Bullies
Two Headed Snake
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The Statistics - Bullying Men & Women bullied/bully in equal
numbers
Women bullies target women 84% of the time
Men bullies target women 69% of the time
Vast majority of bullies are bosses (81%)
Source: Campaign against workplace bullying 2009 (USA)`
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Other Facts..……………… Women are more likely to report bullying
About 1 victim in 100 either attempts or succeeds to commit suicide
Most people who are bullied report damage to their health
Bullying is responsible for 1 resignation in 4
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Sexual HarassmentHarassment Is In The Eye of The Beholder
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Sexual Harassment
• Unwelcome and unwanted verbal, physical, or visual behavior of a sexual nature
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VERBAL SEXUAL HARASSMENT
Sexual advances Sexual propositions Derogatory sexual comments or slurs Sexual jokes Graphic verbal commentaries about an
individual’s body Suggestive/obscene language.
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PHYSICAL SEXUAL HARASSMENT
TouchingAssaultingImpeding and/or blocking movement
Rape
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VISUAL SEXUAL HARASSMENT
Winking Leering Sexual gestures Displaying sexually suggestive object(s),
picture(s), or cartoons Displaying pornographic material on
computer or otherwise
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Two types of work place sexual harassment Quid pro quo
When as individual is subject to sexual advances
When conduct of a sexual nature is used as a basis for employer decisions affecting the individual
When the individual is subject to such conduct a condition of employment
Hostile Environment When sexual conduct
interferes with an individual’s job performance or creates a hostile, intimidating, or offensive environment
May or may not result in tangible or economic job consequences
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Parties Victim, and Harasser
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Parties Man, or Woman
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Parties Different, or Same sex
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Severe or Pervasive Harassing conduct is so severe or
pervasive that it alters the work environment.
Severe Pervasive
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Prevention
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Who is responsible?
Everyone.
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How?
developing employee’s right policy.
Implementing the policy.
Educating employee
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General guiding principles Familiarize yourself with the policy
Address incidents of sexual harassment immediately
Cooperate with authorities
Thorough investigation
Satisfactory resolution
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Follow the FACTS Familiarize yourself with the policy
– Read the policy– Ask questions– Keep a copy in a safe place
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Follow the FACTS Address incidents of sexual
harassment immediately
– Employee must report– Administration must respond
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Follow the FACTS
Cooperate with authorities
– Full cooperation of all parties is expected and required
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Follow the FACTS Thorough investigation
– Documentation of complaints
– Employee/student interviews
– Signed statements
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Follow the FACTS
Satisfactory resolution
– Swift response and resolution
– Objective review of the facts
– Fair and appropriate response
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An Example SHARP Program
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U.S. Army G-1Sexual Harassment/Assault Response and Prevention
(SHARP) Program
Phase I: Committed Army Leadership – Launched September 2008
Phase II: Army-Wide Conviction – Launched April 2009
I. A.M. Strong Prevention Campaign
Phase III: Achieving Cultural Change – Launched April 2011
Phase IV: Sustaining, Refining and Sharing – Projected Launch Date: (2012)
The Army will use training, education, and awareness to: • Reinforce a commitment to Army values
• Prevent sexual assault and sexual harassment
• Provide confidential avenues for reporting
The Army will use training, education, and awareness to: • Promote the sensitive handling of victims of sexual assault
• Offer victim assistance and counseling
• Hold those who commit sexual assaults accountable
Saudi Arabia
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RESOURCES
Cokorinos, Lee. 2003.The Assault on Diversity: An Organized Challenge to Racial and Gender Justice. New York: Rowman & Littlefield
Brown, James. “Sexual Harassment.” Vol. 14. July 1996, 68-70. http://www.un.org/womenwatch/osagi/pdf/whatissh.pdf - UN Women Watch
Commission. www.PreventSexualAssault.army.mil - Army Sexual
Harassment/Assault Response and Prevention Program website www.MilitaryOneSource.com - Military OneSource, 1-800-342-9647 http://www.shura.gov.sa/wps/wcm/connect/ShuraArabic/internet/Home/ -
Saudi Congress - 2011 http://www.lawlink.nsw.gov.au/adb.nsf/pages/index - Australian Anti-
discrimination Board - 2008 Http://www.eeco.gov – U.S. Equal Employment Opportunity Commission -
2011
Prevalence of Harassment and Discrimination among Resident of the National Guard Hospitals – Study Discussion Principle Investigator:
Dr. Bayan Bukhari
Supervisor Consultant:Dr. Wesam AboZnadah
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Introduction Residency training is an important
experience in physician life.
Resident are subject to harassment
It impacts their well being
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Objective To determine the presence of this
phenomenon in NGHA training programs
To attract the attention of policy makers in an effort to develop and implement measures to alleviate harassment.
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Methods A Cross-sectional Survey
213 Residents returned
Categories: No harassment At least Once More Harasment
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Methods Types:
Verbal abuse Academic abuse Physical abuse Discrimination upon:
Gender Regional oriantation Physical apperance
Sexual harassment
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Methods Male : Female comparison using:
Chi-square
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Results
58%
42%
Rspondants 213
Male Female
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0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%61.50%
58.29%
19.34%
Most Experinced
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Results Sexual Female > Male (p=0.0061)
8 residents sought for psychiatrist
47 residents will pursue for other career if to do all over
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CONSULTANT most often reported abusive
then Patients
Patients’ families
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Conclusion High harassment rate among NHGA .
High in a specific types: verbal, gender, sexual
Elaboration of this unsavory culture will lead to establishing of strong preventive methods against it.
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Thank Youقال صّلى الّله عّليه وسّلZم:
hم المسّلموَنmh » المسّلمp َمhن سّل»mويدِه mن لسانهmَم
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