Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Harassment in workplace


Published on

  • Be the first to comment

Harassment in workplace

  1. 1. HARASSMENT INWORKPLACE Supervised By Dr. Omar Balubaid Prepared By Yaser Faez Badawi Sunday Activity JPFCM June 2011
  2. 2. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬CONTENTS Discrimination:  Definition  Types Harassment:  Definition  Types Bullying:  Definition  Types Sexual Harassment Prevention of Harassment Saudi Arabia Law of Harassment Prevalence of Harassment and Discrimination among Resident of the National Guard Hospitals – Study Discussion
  3. 3. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬Definitions
  4. 4. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬DEFINITIONS Discrimination:  the grant by statute of particular privileges to a class arbitrarily designated from a sizable number of persons, where no reasonable distinction exists between the favored and disfavored classes.  The legal definition by Cokorinos, Lee. 2003
  5. 5. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬TYPESAge PregnancyDisability Race/ColorPayment ReligionGenetic Retaliation Information SexNational Origin
  6. 6. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬DEFINITIONS Harassment:  unwanted, unwelcomed and uninvited behavior that demeans, threatens or offends the victim and results in a hostile environment for the victim.  Brown, James. “Sexual Harassment.
  7. 7. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬TYPESBullying  MobbingPsychological  HazingRacial  Police harassmentReligious  CyberstalkingSexual  ElectronicStalking  Sociological
  8. 8. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬BullyingShouting is Announcing
  9. 9. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬DEFINITIONS Bullying:  physical and psychological harassing behavior perpetrated against an individual, by one or more persons.  Brown, James. “Sexual Harassment.
  10. 10. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬Types of Bullies The Gatekeeper
  11. 11. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬Types of Bullies The Constant Critic
  12. 12. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬Types of BulliesThe Screaming Mimi
  13. 13. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬Types of Bullies Two Headed Snake
  14. 14. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬ The Statistics - Bullying Men & Women bullied/bully in equal numbers Women bullies target women 84% of the time Men bullies target women 69% of the time Vast majority of bullies are bosses (81%)  Source: Campaign against workplace bullying 2009 (USA)`
  15. 15. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬Other Facts……………….. Women are more likely to report bullying About 1 victim in 100 either attempts or succeeds to commit suicide Most people who are bullied report damage to their health Bullying is responsible for 1 resignation in 4
  16. 16. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬Sexual HarassmentHarassment Is In The Eye of The Beholder
  17. 17. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬Sexual Harassment• Unwelcome and unwanted verbal, physical, or visual behavior of a sexual nature
  18. 18. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬ VERBAL SEXUAL HARASSMENT Sexual advances Sexual propositions Derogatory sexual comments or slurs Sexual jokes Graphic verbal commentaries about an individual’s body Suggestive/obscene language.
  19. 19. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬ PHYSICAL SEXUAL HARASSMENTTouchingAssaultingImpeding and/or blocking movementRape
  20. 20. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬VISUAL SEXUAL HARASSMENT Winking Leering Sexual gestures Displaying sexually suggestive object(s), picture(s), or cartoons Displaying pornographic material on computer or otherwise
  21. 21. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬Two types of work placesexual harassment Quid pro quo  Hostile Environment  When as individual is subject to sexual  When sexual conduct advances interferes with an  When conduct of a individual’s job sexual nature is used as performance or a basis for employer creates a hostile, decisions affecting the individual intimidating, or  When the individual is offensive environment subject to such conduct  May or may not result a condition of in tangible or employment economic job consequences
  22. 22. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬Parties Victim,and Harasser
  23. 23. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬Parties Man, or Woman
  24. 24. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬Parties Different, or Same sex
  25. 25. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬Severe or Pervasive Harassingconduct is so severe or pervasive that it alters the work environment. Severe Pervasive
  26. 26. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬Prevention
  27. 27. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬Who is responsible? Everyone.
  28. 28. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬How?  developing employee’s right policy. Implementing the policy. Educating employee
  29. 29. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬General guiding principles Familiarize yourself with the policy Address incidents of sexual harassment immediately Cooperate with authorities Thorough investigation Satisfactory resolution
  30. 30. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬Follow the FACTS  Familiarize yourself with the policy – Read the policy – Ask questions – Keep a copy in a safe place
  31. 31. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬Follow the FACTS  Address incidents of sexual harassment immediately – Employee must report – Administration must respond
  32. 32. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬Follow the FACTS  Cooperate with authorities – Full cooperation of all parties is expected and required
  33. 33. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬Follow the FACTS  Thorough investigation – Documentation of complaints – Employee/student interviews – Signed statements
  34. 34. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬Follow the FACTS  Satisfactory resolution – Swift response and resolution – Objective review of the facts – Fair and appropriate response
  35. 35. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬An ExampleSHARP Program
  36. 36. U.S. Army G-1Sexual Harassment/Assault Response and Prevention (SHARP) Program
  37. 37. I. A.M. Strong Prevention CampaignPhase I: Committed Army Leadership – Launched September 2008 Phase II: Army-Wide Conviction – Launched April 2009 Phase III: Achieving Cultural Change – Launched April 2011 Phase IV: Sustaining, Refining and Sharing – Projected Launch Date: (2012)
  38. 38. The Army will use training, education, andawareness to:• Reinforce a commitment to Army values• Prevent sexual assault and sexual harassment• Provide confidential avenues for reporting
  39. 39. The Army will use training, education, andawareness to:• Promote the sensitive handling of victims ofsexual assault• Offer victim assistance and counseling• Hold those who commit sexual assaultsaccountable
  40. 40. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬Saudi Arabia
  41. 41. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬
  42. 42. RESOURCES Cokorinos, Lee. 2003.The Assault on Diversity: An Organized Challenge to Racial and Gender Justice. New York: Rowman & Littlefield Brown, James. “Sexual Harassment.” Vol. 14. July 1996, 68-70. - UN Women Watch Commission. - Army Sexual Harassment/Assault Response and Prevention Program website - Military OneSource, 1-800-342-9647 - Saudi Congress - 2011 - Australian Anti- discrimination Board - 2008 Http:// – U.S. Equal Employment Opportunity Commission - 2011
  43. 43. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬Prevalence of Harassmentand Discrimination amongResident of the NationalGuard Hospitals – StudyDiscussionPrinciple Investigator: Dr. Bayan BukhariSupervisor Consultant: Dr. Wesam AboZnadah
  44. 44. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬Introduction Residency training is an important experience in physician life. Resident are subject to harassment It impacts their well being
  45. 45. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬Objective To determine the presence of this phenomenon in NGHA training programs Toattract the attention of policy makers in an effort to develop and implement measures to alleviate harassment.
  46. 46. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬MethodsA Cross-sectional Survey 213 Residents returned Categories:  No harassment  At least Once  More Harasment
  47. 47. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬Methods Types:  Verbal abuse  Academic abuse  Physical abuse  Discrimination upon:  Gender  Regional oriantation  Physical apperance  Sexual harassment
  48. 48. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬Methods Male : Female comparison using:  Chi-square
  49. 49. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬Results Rspondants Male Female
  50. 50. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬Most Experinced
  51. 51. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬Results Sexual Female > Male (p=0.0061)8 residents sought for psychiatrist 47residents will pursue for other career if to do all over
  52. 52. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬ CONSULTANT most often reported abusivethen Patients Patients’ families
  53. 53. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬Conclusion High harassment rate among NHGA . High in a specific types: verbal, gender, sexual Elaborationof this unsavory culture will lead to establishing of strong preventive methods against it.
  54. 54. ‫ﮟ‬ ‫ﮝﮞ‬ ‫ﮚﮛ ﮜ‬Thank You