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Harassment

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  • 1. WORKPLACE HARASSMENT & SEXUAL HARASSMENT
  • 2. WHAT IS WORKPLACEHARASSMENT????
  • 3. DEFINITION Workplace harassment is where a person is subjected to behavior, other than sexual harassment, that is repeated, unwelcome and unsolicited the person considers to be offensive, intimidating, humiliating or threatening a reasonable person would consider to be offensive, humiliating, intimidating or threatening.
  • 4. Workplace harassment can be committed by: an employer worker co-worker group of co-workers client or customer or a member of the public.
  • 5. What is not workplace harassment?  A single incident of harassing type behavior  Reasonable management action taken in a reasonable way  Acts of unlawful discrimination or sexual harassment.
  • 6. signs of workplace harassment may include: changes in human resource management trends, for example:  increases in levels of absenteeism and staff turnover  increases in the use of employee counseling services workers leaving the organization reporting dissatisfaction with working relationships negative results from organizational climate/worker opinion surveys the breakdown of relationships between workers, customers or management workers becoming withdrawn and isolated poor worker morale and erosion of loyalty and commitment
  • 7. How to prevent workplace harassment Workplace harassment policy Complaint handling system Human resource system Training & development
  • 8. Workplace harassment prevention policy Employers should ensure a workplace harassment prevention policy is developed and implemented in the workplace. The policy should outline the workplace’s commitment to address harassment and expectations regarding appropriate workplace behavior. The policy may be a stand-alone policy or form part of an existing health and safety policy, or code of conduct for all workers.Typically, a workplace harassment policy should be readily available within the workplace, for example from the human resources or administration areas
  • 9. The workplace harassment prevention policyshould be: easy to understand provided in languages other than English, if needed displayed where all workers can read it be consistent with the workplace’s other health and safety policies and objectives relevant to the workplace, its needs, people and conditions developed in consultation with workers supported by employer, manager or chief executive followed, and consistently and fairly applied
  • 10. Complaint handling system  A complaint handling system should include procedures for reporting, investigating, resolving and appealing workplace harassment complaints.  The system should be fair, impartial, and be developed in consultation with workers, managers, supervisors and the workplace health and safety committee (where there is one).  The system should provide procedures for managing both informal and formal complaints.  For informal complaints this might be encouraging complaints to be raised with the appropriate contact person in the workplace, identified in the workplace harassment prevention policy.  Interpersonal conflicts are often effectively resolved through open discussion between the parties. This should be encouraged as the first step in every complaint, unless otherwise requested by the person making the complaint.
  • 11. Human resource systemsEffective human resource systems, including effective and reasonable performance management processes, can help prevent or control workplace harassment.
  • 12. Performance management processesPerformance management processes can: provide timely and accurate feedback about job performance in a reasonable way identify a person’s strengths, and training and development needs for current and future positions set mutually agreed goals and competenciesThey can also be used to identify and address behaviors or managerial styles that may contribute to workplace harassment.By having these systems in place workplace harassment can be prevented as performance is monitored and managed, enabling issues to be identified and resolved.
  • 13. Training and education Training and educating workers on issues of workplace harassment can help prevent or control exposure to workplace harassment as: workers including supervisors, managers, workplace health and safety officers (WHSOs), workplace health and safety representatives (WHSRs) and workplace health and safety committees become more aware of their roles and responsibilities offenders will become more conscious of their behavior, how it may be perceived and the possible consequences of their actions. This may deter workplace harassing behaviors workers will have a more accurate knowledge of what does and does not constitute workplace harassment workers will become aware of the consequences of making malicious, frivolous or vexatious workplace harassment complaints it can promote cultural change and a healthy and safe workplace people who work at the workplace are informed and encouraged to take action against harassing behaviors
  • 14. What Is sexual harassment??????
  • 15. DEFINITIONSexual harassment is defined as unwelcome sexual advances, requests for sexual favors, or other verbal, visual, or physical conduct of a sexual nature made by one person to another.
  • 16. Two Kinds of Sexual Harassment
  • 17. Quid pro quo occurs when a Hostile environmentperson in authority such as harassment consists ofa manager, supervisor or unwelcome sexualfaculty member makes an misconduct thatunwelcome sexual advance substantially interferes withor request for a sexual favor work or academicto an employee or student performance or creates aand submission to orrejection of the advance is a hostile working or learningcondition of employment or environment.academic standing.
  • 18. Forms of Sexual Harassment Physical Verbal Visual
  • 19. Physical Form Touching unwanted massages patting, caressing, or fondling impeding or blocking movement standing closer than appropriate or necessary for the work being done, touching or rubbing oneself sexually around or in view of another person, or assault.
  • 20. Verbal Form targeting a person with sexual comments, slurs, jokes, or rumors verbal sexual advances, threats or propositions verbal abuse of a sexual nature making sexual comments about a persons clothing, body, or looks sexually degrading words used to describe an individual suggestive or obscene letters, notes, or invitations turning work or academic discussions into sexual discussions asking about sexual fantasies, preferences, or history asking personal questions about social or sexual life Insults
  • 21. Visual Form leering (looking at someone in sexually suggestive manner) making suggestive gestures displaying pornography, sexually suggestive pictures, cartoons, posters or literature having sexually suggestive software on a work or academic computer Suggestive or insulting sounds
  • 22. When Reporting Sexual Harassment Reports can be oral or in writing. The report must include several things: (1) name of the alleged harasser (2) detailed description of harassing acts (3) names of any possible witnesses (4) time period of harassing acts (5) whether any tangible job action has occurred (demotion, termination, missed promotion, undesirable job assignment). ***The complainant will not be required to confront the alleged harasser as part of the reporting or investigatory process.