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Harassment

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Women Harassment, Types of Harassment.

Women Harassment, Types of Harassment.

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  • 1. HARASSMENT !!
  • 2. HARASSMENT OF WOMEN AT WORKPLACE
  • 3. GROUP MEMBERS Sana Maqsood Fiza Badar Marium Minhas Noureen Karim Sabica Sajid
  • 4. DEFINITION OF HARRASMENT Harassment covers a wide range of offensive behavior. It is commonly understood as behavior intended to disturb or upset, and it is characteristically repetitive. In the legal sense, it is intentional behaviour which is found threatening or disturbing.
  • 5. DEFINITION OF WORKPLACE HARRASMENT Workplace harassment is any type of unwelcome action toward an employee that leads to difficulty in performing assigned tasks or causes the employee to feel he or she is working in a hostile environment.
  • 6. FACTORS OF WORK PLACE HARRASMENT • The conduct must be unwelcome and offensive to the employee. • The employee must voice his or her objection to the behavior. • IT also take the form of prejudiced remarks or tasteless jokes that have to do with an individual’s personal beliefs, age, or sexual orientation.
  • 7. workplace harrament is an issue that involves two worlds... 1) YOUR EXTERNAL WORLD 2) YOUR INTERNAL WORLD
  • 8. when a women is being harassed at work place she is faced with such following situations: •Being ridiculed in front of your entire team at staff meetings... •Being lied about behind your back... •Feeling like you're always on guard... •Not being able to focus, and as a result your work piles up...
  • 9. TYPES: • BULLYING • STALKING • SEXUAL HARASSMENT • RELIGIOUS HARASSMENT • DISABILITY HARASSMENT • INTERNET HARASSMENT
  • 10. BULLYING:
  • 11. STALKING
  • 12. SEXUAL HARASSMENT
  • 13. RELIGIOUS HARASSMENT:
  • 14. DISABILITY HARASSMENT:
  • 15. INTERNET HARSSMENT:
  • 16. CAUSES • 1- violence and male self perception:  The relationship between the sexes in many countries around the world includes a considerable amount of violence against women.  Sexual harassment is a form of violence perceived as self-protection.
  • 17. 2-The Economics of Women’s Work  There has been a massive influx of women into the labor force in the 1960s and 1970s, not only in the U.S., but on a global scale .  To exploit the presence of women .
  • 18. 3- Discrimination as a Form Of Workplace Control Sexual harassment creates a climate of intimidation and repression.  Thus sexual harassment often accomplishes informally what laws against sex-based discrimination . 
  • 19. 4- DOMESTIC VIOLENCE  It may start when one partner feels the need to control and dominate the other.  This domination can be in the form of emotional, physical or sexual abuse.  Violence is a reasonable way to resolve conflict between people.
  • 20. WOMEN HARASSMENT BILL 2010 1. The code provides the guideline of behavior of all employs. 2. Harassment is not acceptable in work premises or during any official activity outside the organization. 3. An informal approach to resolve a conflict of harassment. 4. A staff member may complain about the incident to her supervisor or member of inquiry committee
  • 21. BILL 2010 5. If the harassment is of higher degree that complaint might be proceed in formal manner. 6. The accused and complainant do not have to interact for official purposes during investigation. 7. Harassment usually do not have strong evidence.
  • 22. PUNISHMENT !! MINOR PENALTIES: •Censure •Withholding for a specific period, promotion or increment MAJOR PENALTIES: • Reduction to a lower post. •Compulsory retirement. •Remove from services. •Dismissal from services. •Fine.
  • 23. EFFECTS Discrimination ,workplace harassment and sexual harassment can cause: Employees to be hurt emotionally Productivity to go down Absenteeism to go up Employees to be fearful of others Workplace morale to be reduced.
  • 24. COMPLAINT MECHANISM • The complaints committee must be headed by a woman and not less than half its members should be women. The committee should include an NGO/individual familiar with the issue of sexual harassment. • The complaint procedure must be time bound. • Confidentiality must be maintained • Complainants/witnesses should not experience victimization/discrimination during the process.
  • 25. PREVENTIVE STEPS • Sexual harassment should be affirmatively discussed • Guidelines should be prominently displayed • The employer should assist affected persons • Names and contact numbers of members
  • 26. “Freedom from sexual harassment is a condition of work that an employee is entitled to expect.”
  • 27. EMPLOYER’S RESPONSIBLITY
  • 28. CONCLUSION
  • 29. “Together we must work to create and maintain a work environment that is free from discrimination, workplace harassment and sexual harassment.”
  • 30. Thank You! 

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