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Speak Up at the Kuala Lumpur Bar

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Speak Up at the Kuala Lumpur Bar

  1. 1. SPEAK UP ANIMAH KOSAI Handling Harassment and Raising Issues in Law Firms & Workplaces K U A L A L U M P U R B A R - E Q U A L I T Y & D I V E R S I T Y C O M M I T T E E 2 1 J U N E 2 0 1 7
  2. 2. HARASSMENT IN ACTION From the movie, Whiplash: https://www.youtube.com/watch?v=xDAsABdkWSc SPEAK UP
  3. 3. MEETING EACH OTHER 1. Introduce yourself 2. Say where and how long you have been working 3. Say one thing you like people to say to you 4. Say one thing you don’t like people to say to you and how it makes you feel The other person will write down items 3 and 4 and place them on the OK and NOT OK flip charts. SPEAK UP
  4. 4. WHY HARASSMENT MATTERS SPEAK UP Read Comey’s difficulty in speaking up here: https:// www.linkedin.com/ pulse/powerful-people- afraid-human-just- like-us-animah-kosai See details of BP’s pressure here: https://www.linkedin.com/pulse/ deepwater-horizon-under-pressure-animah-kosai
  5. 5. • Areas you want to Speak Up on • Barriers to Speaking Up • What makes you feel safe to Speak Up SPEAK UP
  6. 6. HARASSMENT
  7. 7. WHAT IS HARASSMENT? Bullying and harassment is behaviour that makes someone feel intimidated or offended. Intention of the harasser is irrelevant. It is how the recipient reasonably perceives the behaviour. Examples: • spreading malicious rumours • unfair treatment • picking on someone • regularly undermining a competent worker • denying someone’s training or promotion opportunities Bullying and harassment can happen: • face-to-face • by letter • by email • by phone
  8. 8. PROFILE OF A HARASSER What they do: Grooming Change the narrative, distract, digress lie, deny, twist the truth Blame the victim, turn tables on victim Play the victim Name call, shame, humiliate Gaslight Create toxic environment, conflict Aggression - shame, distraction via social media Intimidate, threaten SPEAK UP • High estimation of self • Cunning and manipulative • Lack of remorse or guilt • Shallow affect (superficial emotional responsiveness) • Callousness and lack of empathy • Irresponsibility • Failure to accept responsibility for own actions From Robert Hare’s PCL-R 20 point checklist on psychopathy PEERING INTO A PSYCHOPATH'S BAG OF TRICKS https://www.linkedin.com/pulse/peering-psychopaths-bag-tricks- slaps-sexist-remarks-animah-kosai
  9. 9. ROLE PLAY
  10. 10. CASE STUDIES & ROLE PLAY 1. THE CASE OF THE INFLAMMABLE MATERIALS While preparing an application for the completion certification for a new apartment block, an engineer of the company informs you that the panels for the building cladding do not meet the specifications - that they must be fireproof. She says that the material certificates have been forged and she suspects the vendor that sold the materials to the contractor. You inform your boss, A but he tells you to forget about it. He says, “now days big buildings never catch fire,” and “it rains every day.” You feel troubled and the next day you speak to him again saying, “we need to think about public safety.” He begins shouting, “are you saying I don’t care about the public?! I fucking love the public. You’re not an engineer and don’t know what you’re talking about. Tell lah! You go tell the CEO, then see if he wants to keep you on. He is already talking about downsizing. You tell anyone about this, we lose our contract, and I guarantee you will be begging on the streets.” 1. What should you do? 2. What would make you comfortable raising this higher in the company to make sure its addressed? Role Play: You tell the CEO about this issue. SPEAK UP
  11. 11. CASE STUDIES & ROLE PLAY You are a young auditor in your first few months serving as internal auditor in a listed company. Your boss, the audit manager is very nice and kind but she seems afraid of the management. While you are auditing accounts payables for April, you notice that an IT vendor is paid half a million which was the exact same amount of payment to the same vendor in January, February and March. Upon further investigation, you find that the amount is paid for the same invoice which was issued a year back. You inform your boss and she looks worried. She suggests you present it to management. 1.If your boss keeps silent (instead of asking you to present), what should you do? 2. What would make you comfortable raising this higher in the company to make sure its addressed? Role Play: At the meeting, you present the issue. Also present is your boss, the head of IT, the financial controller, HR head and the GM. SPEAK UP 2. THE CASE OF THE INEXPLICABLE NUMBERS
  12. 12. TICK THE TRAITS SPEAK UP
  13. 13. HOW TO HANDLE A HARASSER Run Recognise their traits But don’t try to analyse/understand them Observe Be the rock: stay on point Document incidents/conversations. Preserve e-mails, messages Check the facts (they lie) Set boundaries: • drop the need to be liked • be consistent • professionalism is your rock • don’t actively seek their approval Ignore personal attacks Find support Report SPEAK UP Read more here: https://www.linkedin.com/pulse/being-rock-among-psychopaths- work-animah-kosai
  14. 14. DID YOU KNOW HOW MANY ISSUES STAY UNREPORTED? SPEAK UP EY Asia Pacific Fraud Survey 2017 https://fraudsurveys.ey.com/media/1334/ey_apac_fraud2017_preview-single.pdf PwC Global Economic Crime Survey 2016 https://www.pwc.com/gx/en/economic-crime-survey/pdf/GlobalEconomicCrimeSurvey2016.pdf
  15. 15. NEXT STEPS: TOWARDS CREATING SAFE SPACES & SUPPORT SYSTEMS Individual: • Who is my support • How do I intervene and support others being harassed • Talk about it! • Watch my own behaviour in case I harass Leadership • Tone from the top. Leadership training - how to be open and receive feedback, No Blame Culture. • Ongoing awareness sessions and training. C U LT U R E S T R U C T U R E S Y S T E M P O L I C Y • Harassment Free Policy • Speak Up/Whistleblowing Policy. No Retaliation • Independent & Anonymous Hotline • Clear avenues for reporting fairly handled, independent to avoid bias, follow up with reporter, take action and enforce policy • Written Process communicated to all including on boarding process • Report to HR/Compliance who reports to CEO/Board. High risk issues (Safety, ABAC to Board) • Tiered reporting. High level to board bypass management SPEAK UP More leadership tips here: https:// www.linkedin.com/pulse/dear-leaders-6-clues- your-people-hiding-things-from-you-animah-kosai
  16. 16. SPEAK UP ANIMAH KOSAI LinkedIn Twitter @SpeakUpAtWork animahspeakup@gmail.com

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