Knowledge sharing anti sexual harssement


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My PPT is about Anti sexual Harassment & Legislation

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Knowledge sharing anti sexual harssement

  2. 2. Learning Objectives • Definition of sexual harassment • Types of sexual harassment • Identifying sexual harassment • Steps to filing a complaint • Guidelines, Dos & Don’ts
  3. 3. Definition Sexual harassment is… Any unsolicited or unwelcome verbal comment, gesture or physical contact of a sexual nature. Creation of a hostile working environment A co-worker or supervisor creates a work environment through verbal or physical conduct • That interferes with a co-worker’s job performance or • Creates a workplace atmosphere which is intimidating, hostile, offensive or humiliating and an attack on personal dignity. Quid pro quo (meaning this for that) A person or authority, usually the superior of the victim, • Demands sexual favors for getting or keeping a job benefit and • Threatens to fire the employee if the conditions are not met 1 2Category Category
  4. 4. The Law of the Land • TheSexualHarassmentofWomenAtWorkplace (Prevention, Prohibition AndRedressal)Act,2013 – Come into effect on 22nd April 2013 • TheAimoftheAct – To provide protection against any kind of Sexual harassment at workplace and for the prevention and redressed of complaints of sexual harassment – To protect the fundamental right to equality under Article 14 & 15 of the Constitution and right to life and to live with dignity under Article 21 of the Constitution – The right to practice any profession or to carry on any occupation, trade or business which includes a right to safe environment free from sexual harassment
  5. 5. ISS policy on prevention of sexual harassment We committed to providing and promoting an atmosphere free from unsolicited and unwelcome verbal or physical sexual advances. Sexual harassment is unlawful conduct, which undermines the integrity of employment relationship. Therefore, it is unacceptable in the workplace and ISS does not tolerate such conduct, and violations of this policy can result in legal action against the offender.
  6. 6. Applicability of the Policy The ISS Anti-Sexual harassment at workplace is applicable to:- • Every ISS employee across the Company – permanent, temporary, on training and on contract; (Male or Female) • An alleged act of sexual harassment that has occurred during or beyond office hours; • An alleged act of sexual harassment, which has taken place within or outside the company premises • All the employees, workers and trainees, (whether in the office premises or outside while on assignment).
  7. 7. “Of a Sexual Nature…?” Verbal/Written: – Comments about personal behavior, or a person’s body; – Sexual or sex-based jokes; requesting sexual favors or repeatedly asking a person out; – Sexual suggestion; telling rumors about a person’s personal or sexual life; – Threatening a person, sending emails or text messages of a sexual nature Physical: – Assault; – Impeding or blocking movement; – Inappropriate touching of a person or a person’s clothing; – Kissing, Hugging, Patting or Stroking Nonverbal: – Looking up and down a person’s body; – Derogatory gestures or facial expressions of a sexual nature; – Following a person Visual: – Posters, drawings, pictures, screensavers, emails or text of a sexual nature (Including Pornography)
  8. 8. Behaviors that can be unwelcome and/or sexual in nature Physical • Assault • Touching • Blocking • Hugging • Kissing • Pinching • Patting • Leering / Teasing • Gesturing • Grabbing Verbal • Sexual Jokes, remarks, or questions • Propositions for sexual activity • Pressure for dates • Obscene language which is gender specific or sexual in nature • Inappropriate comments about a person’s body Visual • Cartoons • Written documents • Pin-up calendars • Drawings • Computer images • Suggestive Music • Posters • Objects • Faxes • E-mails • SMS / Texts
  9. 9. What is not sexual harassment ? Conduct is NOT sexual harassment if it is WELCOME! Conduct which was once allowed or tolerated & considered as friendly or consensual, cannot be condemned as Sexual Harassment at a later stage . Sexual harassment does not refer to normal conversation that all parties affected find acceptable. It does not refer to office relationships that are freely entered into without intimidation or coercion.
  10. 10. How To Deal With Unwanted Attention Act Immediately • Tell the individual that the behavior is unwelcome and to stop the behavior NOW! • State clearly and firmly that you want a particular behavior to stop. • Sexual harassment is illegal & prohibited by both • The law of the land and • The ISS Code Of Conduct for its employees • Set your own boundaries 1
  11. 11. Document the Incident • Date, time, place of incident; • Specific unwelcome behavior; • Your response; • Names of witnesses; and • Copies of documentation (e.g notes, e- mails, pictures, etc.) 2 How To Deal With Unwanted Attention
  12. 12. Report the unwanted behavior • Immediately report the behavior to your Supervisor , Manager, Seniors , Superiors or, • The HR Department, • The company official designated to receive complaints • Be Specific When Reporting Unwanted Behavior • How many times has this happened? • Any witnesses? • What were your feelings? • Was your work affected? • Did you document the incident? • What remedy do you want? 3 How To Deal With Unwanted Attention
  13. 13. What can You do? Practical Advice for Employees • Be courteous – Pleasantries & Sense of humor is always allowed BUT, – Do not crack jokes that have a pun or a double meaning • Think! – Avoid abusive language & swear words; – Ask yourself (or others): Am I offending anyone? • Be Professional – Keep your personal life personal, and your work life professional – Treat other employees, above and below you, with respect
  14. 14. What is your Responsibility? • Understand & Follow – The company policy and the law – Be careful • Be Watchful – Pay attention to coworkers- avoid inadvertent offense – Look for subtle forms of harassment – Report any instances • Do Not Ignore / Delay – Do not ignore the incident. The harasser may misinterpret a lack of response as approval of the behavior. – Delay in action increases the probability that unwanted behavior will continue or escalate. – Do not hesitate to ask for help.
  15. 15. • Thank you…