HARASSMENT INWORKPLACE Supervised By Dr. Omar Balubaid Prepared By Yaser Faez Badawi Sunday Activity JPFCM June 2011
ﮟ ﮝﮞ ﮚﮛ ﮜCONTENTS 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
ﮟ ﮝﮞ ﮚﮛ ﮜDefinitions
ﮟ ﮝﮞ ﮚﮛ ﮜDEFINITIONS 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
ﮟ ﮝﮞ ﮚﮛ ﮜDEFINITIONS 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.
ﮟ ﮝﮞ ﮚﮛ ﮜDEFINITIONS Bullying: physical and psychological harassing behavior perpetrated against an individual, by one or more persons. Brown, James. “Sexual Harassment.
ﮟ ﮝﮞ ﮚﮛ ﮜTypes of Bullies The Gatekeeper
ﮟ ﮝﮞ ﮚﮛ ﮜTypes of Bullies The Constant Critic
ﮟ ﮝﮞ ﮚﮛ ﮜTypes of BulliesThe Screaming Mimi
ﮟ ﮝﮞ ﮚﮛ ﮜTypes of Bullies Two Headed Snake
ﮟ ﮝﮞ ﮚﮛ ﮜ 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)`
ﮟ ﮝﮞ ﮚﮛ ﮜOther 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
ﮟ ﮝﮞ ﮚﮛ ﮜSexual HarassmentHarassment Is In The Eye of The Beholder
ﮟ ﮝﮞ ﮚﮛ ﮜSexual Harassment• Unwelcome and unwanted verbal, physical, or visual behavior of a sexual nature
ﮟ ﮝﮞ ﮚﮛ ﮜ 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.
ﮟ ﮝﮞ ﮚﮛ ﮜ PHYSICAL SEXUAL HARASSMENTTouchingAssaultingImpeding and/or blocking movementRape
ﮟ ﮝﮞ ﮚﮛ ﮜVISUAL SEXUAL HARASSMENT Winking Leering Sexual gestures Displaying sexually suggestive object(s), picture(s), or cartoons Displaying pornographic material on computer or otherwise
ﮟ ﮝﮞ ﮚﮛ ﮜTwo types of work placesexual harassment Quid pro quo Hostile Environment When as individual is subject to sexual When sexual conduct advances interferes with an When conduct of a individual’s job sexual nature is used as performance or a basis for employer creates a hostile, decisions affecting the individual intimidating, or When the individual is offensive environment subject to such conduct May or may not result a condition of in tangible or employment economic job consequences
ﮟ ﮝﮞ ﮚﮛ ﮜParties Victim,and Harasser
ﮟ ﮝﮞ ﮚﮛ ﮜParties Man, or Woman
ﮟ ﮝﮞ ﮚﮛ ﮜParties Different, or Same sex
ﮟ ﮝﮞ ﮚﮛ ﮜSevere or Pervasive Harassingconduct is so severe or pervasive that it alters the work environment. Severe Pervasive
ﮟ ﮝﮞ ﮚﮛ ﮜPrevention
ﮟ ﮝﮞ ﮚﮛ ﮜWho is responsible? Everyone.
ﮟ ﮝﮞ ﮚﮛ ﮜHow? developing employee’s right policy. Implementing the policy. Educating employee
ﮟ ﮝﮞ ﮚﮛ ﮜGeneral guiding principles Familiarize yourself with the policy Address incidents of sexual harassment immediately Cooperate with authorities Thorough investigation Satisfactory resolution
ﮟ ﮝﮞ ﮚﮛ ﮜFollow the FACTS Familiarize yourself with the policy – Read the policy – Ask questions – Keep a copy in a safe place
ﮟ ﮝﮞ ﮚﮛ ﮜFollow the FACTS Address incidents of sexual harassment immediately – Employee must report – Administration must respond
ﮟ ﮝﮞ ﮚﮛ ﮜFollow the FACTS Cooperate with authorities – Full cooperation of all parties is expected and required
ﮟ ﮝﮞ ﮚﮛ ﮜFollow the FACTS Thorough investigation – Documentation of complaints – Employee/student interviews – Signed statements
ﮟ ﮝﮞ ﮚﮛ ﮜFollow the FACTS Satisfactory resolution – Swift response and resolution – Objective review of the facts – Fair and appropriate response
ﮟ ﮝﮞ ﮚﮛ ﮜAn ExampleSHARP Program
U.S. Army G-1Sexual Harassment/Assault Response and Prevention (SHARP) Program
I. A.M. Strong Prevention CampaignPhase I: Committed Army Leadership – Launched September 2008 Phase II: Army-Wide Conviction – Launched April 2009 Phase III: Achieving Cultural Change – Launched April 2011 Phase IV: Sustaining, Refining and Sharing – Projected Launch Date: (2012)
The Army will use training, education, andawareness to:• Reinforce a commitment to Army values• Prevent sexual assault and sexual harassment• Provide confidential avenues for reporting
The Army will use training, education, andawareness to:• Promote the sensitive handling of victims ofsexual assault• Offer victim assistance and counseling• Hold those who commit sexual assaultsaccountable
ﮟ ﮝﮞ ﮚﮛ ﮜSaudi Arabia
ﮟ ﮝﮞ ﮚﮛ ﮜ
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
ﮟ ﮝﮞ ﮚﮛ ﮜPrevalence of Harassmentand Discrimination amongResident of the NationalGuard Hospitals – StudyDiscussionPrinciple Investigator: Dr. Bayan BukhariSupervisor Consultant: Dr. Wesam AboZnadah
ﮟ ﮝﮞ ﮚﮛ ﮜIntroduction Residency training is an important experience in physician life. Resident are subject to harassment It impacts their well being
ﮟ ﮝﮞ ﮚﮛ ﮜObjective To determine the presence of this phenomenon in NGHA training programs Toattract the attention of policy makers in an effort to develop and implement measures to alleviate harassment.
ﮟ ﮝﮞ ﮚﮛ ﮜMethodsA Cross-sectional Survey 213 Residents returned Categories: No harassment At least Once More Harasment
ﮟ ﮝﮞ ﮚﮛ ﮜResults Sexual Female > Male (p=0.0061)8 residents sought for psychiatrist 47residents will pursue for other career if to do all over
ﮟ ﮝﮞ ﮚﮛ ﮜ CONSULTANT most often reported abusivethen Patients Patients’ families
ﮟ ﮝﮞ ﮚﮛ ﮜConclusion High harassment rate among NHGA . High in a specific types: verbal, gender, sexual Elaborationof this unsavory culture will lead to establishing of strong preventive methods against it.