Harassment in workplace

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Harassment in workplace Harassment in workplace Presentation Transcript

  • 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 ﮜ‬TYPESAge PregnancyDisability Race/ColorPayment ReligionGenetic Retaliation Information SexNational Origin
  • ‫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 ﮜ‬TYPESBullying  MobbingPsychological  HazingRacial  Police harassmentReligious  CyberstalkingSexual  ElectronicStalking  Sociological
  • ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬BullyingShouting is Announcing
  • ‫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 HARASSMENTTouchingAssaultingImpeding and/or blocking movementRape
  • ‫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 ﮜ‬MethodsA Cross-sectional Survey 213 Residents returned Categories:  No harassment  At least Once  More Harasment
  • ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬Methods Types:  Verbal abuse  Academic abuse  Physical abuse  Discrimination upon:  Gender  Regional oriantation  Physical apperance  Sexual harassment
  • ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬Methods Male : Female comparison using:  Chi-square
  • ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬Results Rspondants Male Female
  • ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬Most Experinced
  • ‫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.
  • ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬Thank You