2. Learning objectives
What is Harassment
What are the consequences
How we can root out harassment
Our company policy on harassment
3. What is harassment?
“... unwanted conduct which has the purpose or effect of
violating an individual's dignity or creating an
intimidating, hostile, degrading, humiliating or offensive
environment for that individual...“
Our Company has zero tolerance for harassment
4. What constitutes harassment?
Having a heated debate on
a business issue
Keeping sexually explicit
images in the workspace
Repeatedly touching
someone
Intimidating or demeaning
comment during a heated
discussion
NO YES YES
YES
Spreading malicious
rumours
YES
Witholding essential
information
YES
5. What is harassment?
My manager and
colleagues have
taken to calling me
“shorty”
The client made
suggestive
remarks - my
boss didn’t give
me any support
My female manager made
a lot of sexual innuendos
that makes me really
uncomfortable
The lads blow
kisses at me
whenever I walk in
– they say it's just
banter but it's
humiliating
Some guys view
porn in the office –
it’s intimidating
6. Harassment myths
No. It can occur outside the workplace, eg at a
client site – we’re still responsible for it
Harassment can only
occur in the workplace
No. It can occur by phone, email, letter, or
even in the target’s absence
Harassment can only
occur face to face
No. It can be perpetrated by women too
Harassment can only
be perpetrated by men
7. Let’s Learn more
1. Aggressive and intimidating conduct (including swearing). If it’s repeated and
unreasonable might be considered bullying
2. Any comments which are belittling, humiliating, demeaning, that might be rude, racist,
to sexist comments.
3. Victimization when somebody is on the receiving end of the threat whether its carried
out or not because they have put in a complaint or perhaps have a reason to put in a
compliant but haven’t or because they have been asked to participate in an
investigation or have provided evidence of an investigate
4. Spreading of malicious rumours and we may call it gossip in some circles could be
considered bullying and so staff or workers really do need to be careful about the type
of conversations that they’re entering into
5. Bullying can occur: – sideways between employees – upwards from employees to
managers – downwards from managers to employees
8. You make the call: Is it harassment?
"My manager refers to me as 'dear' and 'love' in front of clients"
Harassment
Not harassment
9. You make the call: Is it harassment?
“My manager blew his top off when he found out about the error one of the guys
had made"
Harassment
Not harassment
10. You make the call: Is it harassment?
"My boss is a woman – she keeps making suggestive comments even though I’ve
ask her to stop"
Harassment
Not harassment
11. You make the call: Is it harassment?
“I’m pretty overworked – too many late evenings. I feel it’s because I’ve been given
too much."
Harassment
Not harassment
12. Our Policy
Creating a positive working environment for everyone
Ensuring everyone is treated with respect
Offering equal treatment and opportunities to all
Requiring everyone to read and implement our Equality and Diversity Policy
13. Do
Read our Company’s policy– make sure you understand the rules and why they're important
Treat all team members and clients with respect – make sure that any events or entertainment is
appropriate and gives a professional impression
Speak out if you witness unacceptable conduct or language at work
Respond sensitively if someone is offended by something you have said – and apologise if you've
made a mistake
Take feedback and read, research , improvise on existing understanding
Formalise complaints - if the matter is serious, talk to your manager who will escalate the
complaint to the Head of Human Resources/HR manager
14. Don’t
Use stereotypes or make assumptions based on the nine protected characteristics - it creates
inequality and discrimination
Use careless or insensitive language at work - take particular care in the heat of the moment
Ignore discrimination, harassment, bullying or victimisation – tell someone
Ask personal questions about family life, health , medical status , finances , unless on has the
rapport and the info is volunteered
Don’t stalk online , make comments on appearance or info shared on social media
15. Group Activity
Take a minute to consider, silently, some behaviours you believe are:
“outside the limits of respect” because they
-Signal disrespect for others
-Undermine confident, productivity, reputation
-Involve misuse of power
-Erode others’ well-being
Give as many examples as possible of each type
Editor's Notes
Welcome to this session on Workplace Harassment. Thank you for attending.
This session should take us around 20 mins.
In this session we’ll look at:
What is harassment – we’ll establish some ground rules that can guide us in identifying conduct that constitutes harassment
What are the consequences of harassment – for the victims, the perpetrators and for the Company
How we can root out harassment – by
Our Company’s policy on harassment
[Ask delegates]
What is harassment?
[Brainstorm ideas, making a note on the flipchart of any that match the definition below.]
Let’s establish a few ground rules about what kind of behaviour would be considered harrassment or not.
Discuss with delegates:
What is harassment?
Can you think of any examples?
(Give delegates time to discuss)
Emphasise that harassment isn't just about sexual harassment. It is any unwanted conduct which creates an intimidating, hostile, humiliating or offensive environment. It may relate to the other protected characteristics too – such as race or religion.
Harassment is often played down and dismissed as 'banter'. But, if behaviour is unwanted, offensive and designed to create an intimidating environment, then it should be taken seriously.
Take a look at this example and decide whether it is harassment or not.
[Allow for thinking time before clicking next]
Remember, the Equality Act defines harassment as "any behaviour that is unwanted, offensive and designed to create an intimidating environment". So, this may constitute harassment.
Take a look at this example and decide whether it is direct or indirect discrimination.
[Allow for thinking time before clicking next]
Remember, the Equality Act defines harassment as "any behaviour that is unwanted, offensive and designed to create an intimidating environment". So this may constitute harassment.
Take a look at this example and decide whether it is direct or indirect discrimination.
[Allow for thinking time before clicking next]
Both women and men can experience harassment – even sexual harassment.
Take a look at this example and decide whether it is direct or indirect discrimination.
[Allow for thinking time before clicking next]
Remember, the Equality Act defines harassment as "any behaviour that is unwanted, offensive and designed to create an intimidating environment". So, this may constitute harassment.
Our Equality policy outlines what we expect of you to comply with equality laws and also sets out what we'll do to help.
We are committed to preventing harassment by:
Creating a positive working environment for everyone
Ensuring everyone is treated with respect
Offering equal treatment and opportunities to all
Requiring everyone to read and implement our Equality and Diversity policy