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APG Brazil Harassment Survey

Ana Cortat and Ken Fujioka led the project, with a bunch of volunteers.
Sharing the English translation with permission.

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APG Brazil Harassment Survey

  1. 1. H O S T I L I T Y S I L E N C E A N D O M I S S I O N T H E P O R T R A I T O F H A R A S S M E N T I N S Ã O P A U L O ’ S C O M M U N I C A T I O N M A R K E T N O V E M B E R 2 0 1 7 G R U P O D E P L A N E J A M E N T O ( G P ) I N S T I T U T O Q U A L I B E S T
  2. 2. Communication has the constant challenge of helping brands and companies connect and dialogue with the world’s transformations. This time around, as na industry, we are taking too long to understand this. The end of the stereotype was proclaimed by some of our clients before it was treated as a priority in planning meetings. The ban on the use of altered images became a law in France before being a choice in creative departments. Equity and diversity came into fashion before being considered as company values. Over the past few years, on several occasions, we discussed the role of corporations in the construction of a better world and the role of brands in representing the values of this transformation. We already used expressions such as “activist brands” and “purpose brands” to explain to our clients that they needed to review their positions and stand by people and what has value for them. Brands need to be relevant, we say, in order to be followed, admired and respected. Brands are about people, we stress, to evidence who needs to come first. Brands need acts, not just ads. We complement and conclude remembering that all this is about businesses just as much as it is about living together. Ad agencies, technology platforms, production houses, cars, we are all brands and, at this moment, we need to learn with the lessons that we teach. We need to connect with the transformations going on in the world. And we must do this quickly. The rise of hostility, among other things, is a consequence of the lack of hope in the existence of values and attitudes committed with the collective wellbeing. Our invitation goes out to all of us who are part of this industry: we need to connect with the spirit of our times and this spirit talks about pursuing solutions that benefit both the individual and society. It is time to build health for society while we build profits. We are certain that we can do this together Planning Group - Grupo de Planejamento (GP) Renata D’Avila, President Ken Fujioka, President of the Board Ana Cortat, Counselor Ulisses Zamboni, Counselor T H E 
 S P I R I T O F 
 O U R T I M E S
  3. 3. In 2016, during the panel of the Planning Group Conference that presented the conclusions of the 3% Conference that had taken place in NY, we were talking about harassment when a woman asked to speak. She stood up and asked something like: “isn’t it time for us to do more than simply keep talking about sexual harassment?” At that moment we asked for all the women in the audience who had already suffered sexual harassment at work to stand. Nearly the entire room stood up. It was striking for all of us who were or had already been seated in the Vice President chair of companies where the majority of those people worked. This is how it all started. Hearing those people made us see that something had to be done and it had to come from inside the system that we represent. We grew up inside a culture that, many times, ignores harassment and values people who can put up with it — like in bullying; there are those who believe that moral harassment "forms character". In this process, many become harassers and keep reproducing patterns. It happened with us. We have already been harassed and we have also been moral harassers; we know how this causes personal injury capable of producing family damages. We are all parents, children, mothers, wives, husbands, and we come back home every day from work, many times reproducing this at home. It was this awareness that made us act and that brought us to this moment. Given the hypothesis that there would be a cycle of hostility on the market due to the lack of knowledge and the normalization of behaviors related to harassment across all hierarchical levels, we started to believe that it would be sufficient to study only women and sexual harassment — but we quickly noticed the need to dialogue also with men and also measure moral harassment. As Planning Group, we believe that the different types of harassment have a deep impact on the physical and mental health of workers and their families, as well as the health of companies. They affect morale, self- esteem, the exercise of citizenship, productivity and, ultimately, profits. Our motivation is the certainty that it is possible to build the new based on the numbers, proportions, and statistical representation of an old reality. We want to share this study with the objective of revealing a worrying reality, but possible of being transformed. Our objective is to provide dialogue tools capable of generating new dynamics, in addition to instruments for awareness, support, punishment and control. Harassment has cultural roots and is not a problem that is exclusive to the communication industry. But this is our industry. Acting now proves our ability to listen and accredits us as brands connected with the values that will build the pillars of a new world. W E C A N O N L Y C H A N G E W H A T W E C A N S E E
  4. 4. M E T H O D O L O G Y & S A M P L E
  5. 5. Quantitative online research with professionals of the area Period: 10/10 to 10/30/2017 Collection instrument: self-filling online questionnaire 1400 respondents from São Paulo (capital + RM) 68% women and 32% men Average age:: 33 years old Sample margin of error: 2,6% Confidence interval: 95% Research conducted in partnership with Instituto Qualibest M E T H O D O L O G Y
  6. 6. Since this was a first wave and for the study to be economically viable, we used a non- probabilistic method of voluntary sample (“voluntary response sample”). The method usually produces a bias related to people with strong opinions about the subject being addressed, which in no way invalidates the research. Following the principle of a sampling procedure for a simple random sample, the size of the population (universe) was considered as unknown, given that there are no official figures about it, although there are estimates that consider the number of professionals in the area to be more than 100,000 people (source IBGE). We contacted 1,400 respondents residing in the city of São Paulo and greater metropolitan region, which would represent a suggestive population of communication professionals, with a sampling error for the obtained estimates of 2.6%, and with a confidence interval of 95%. In order to reduce the bias to the minimum possible, we took a few actions. The link for responses was distributed in several different ways: e-mails sent to mailing lists of communication professionals, e-mails to the HR department of ad agencies and communication companies (followed by followed-up calls), notes on specialized vehicles (Meio&Mensagem, Adnews, B9 etc.), posts on websites and networks of representative entities such as Creative Groups, Client Service Groups and Planning Groups, among others (Clube de Criação, Grupo de Client Service, Grupo de Planejamento). A B O U T T H E C O M P O S I T I O N O F T H E S A M P L E
  7. 7. For Altay de Souza, PhD and professor of Statistics from the Psychobiology Department at UNIFESP, the discussion about the sampling method is secondary, because “a selection process where all elements of a population have the same chance of being selected is not practically feasible, even in studies such as the census. This is precisely why quota of cluster sampling is used, and other samplers based on Bayesian inference don’t even consider the need for quotas for the sampling process; they use the a priori knowledge from previous researches with some similarity to weave credibility intervals about the estimates found in the current study.” Altay adds: "due to the voluntary nature of the research, a bias of the punctual value of the estimates can be obtained (bias of the respondent), which can overestimate some of the punctual prevalence, but this does not have any severe impact on the estimates of the confidence intervals of the data from the research. Since the prevalence of harassment revealed are very high, even considering the most conservative estimates of the confidence interval, we will still have a relevant and worrying prevalence value. A reference on the effect of biased samples on the confidence interval can be seen on 'Bias on Survey Sampling' (https:// goo.gl/nYc1F).” Still according to Altay, “it is possible for us to base ourselves on one of the questions of the applied questionnaire that talks explicitly about moral harassment (question 12): considering this answer as Yes or No, we can consider a calculation of the sample based on the binomial distribution of this data. For calculating the sample size for variables with binomial distribution, one can refer to the article 'Interval Estimation for a Binomial Proportion' (https:// goo.gl/ygHVei) and, for the calculation itself, one can consult the article 'Simulated true prevalence estimates from survey testing with an imperfect test' (https://goo.gl/ H8Pkrg).” Altay continues: “thus, considering a simulation of imprecise prevalence with a test that also has imprecision (sensitivity and specificity of detection other than 100%), we can infer that the variation of the estimates found based on the calculation of confidence intervals still attest a high proportion of people who suffered harassment, despite the bias of voluntary responses. Using a low predictive capacity for question 12 (we will assume 50% of sensitivity and specificity for question 12 to detect whether the person has actually been harassed — which is an extremely conservative estimate) and considering the median proportion between the estimate of men (76%) and women (90%), and still considering that 1,400 interviews were collected, we can affirm that the confidence interval of the apparent prevalence expected can vary between 78.9% and 86.7%. (reference: Lohr, Sampling Analysis - https:// goo.gl/y77bZe) ."YS Altay adds: “this shows that, despite the selection bias, the estimate found is very high and we can certainly say that the proportion of people who suffered harassment is much higher than can be expected by chance, even in spite of the voluntary response bias. Finally, a sample of 1,400 participants with more than 75% of them reporting harassment is representative, above all, of the general population of those who have already suffered harassment." Altay warns: "treating it as a public health problem, if I collected a biased sample with 1,400 participants (assuming that all those who accepted to answer the research are or have relatives that are hospitalized) and I realized that more than 75% of them have a potentially contagious disease, A W O R D F R O M S P E C I A L I S T S A B O U T T H E C H O S E N M E T H O D O L O G Y
  8. 8. Any type of action, gesture or word that affects, by repetition, the self-esteem and security of an individual, making him doubt himself and his competence, implying damage to the work environment, the evolution of his career, or the stability of his employment relationship, such as:_ Scheduling tasks with impossible deadlines; _ Transferring someone from an area of responsibility to do trivial tasks;_ Take credit for other people’s ideas;_ Ignore or exclude an employee, only addressing him by means of others;_ Consistently withhold information;_ Spread malicious rumors; _ Criticize persistently; _ Underestimate efforts. LABOR LAW NR. 13,288/02 ARTICLE 1 SINGLE PARAGRAPH CONSIDERS MORAL HARASSMENT: With the objective of ensuring that the people who responded to the survey started off with the same understanding about moral and sexual harassment, the specific questions about each subject were preceded by their legal definitions.
  9. 9. “The act of embarrassing someone with the intent of gaining advantage or sexual favors, with the molester taking advantage of his condition of hierarchical superior or ascendance inherent from the exercise of his employment, position or function”. In other words; it’s when someone with more power than you displays an undesirable behavior of sexual nature, in a verbal, non-verbal or physical manner with the objective of disturbing or embarrassing you, affecting your dignity, intimidating, humiliating or destabilizing you to the point of affecting your professional growth or placing your job at risk. DECREE LAW 2.848 ART. 216-A OF THE BRAZILIAN CRIMINAL CODE CONSIDERS SEXUAL HARASSMENT ON THE JOB:
  10. 10. MORAL AND SEXUAL HARASSMENT: C Y C L E O F R E P E T I T I O N A N D P R E V A L E N C E
  11. 11. 9 0 % O F W O M E N A N D 7 6 % O F M E N W H O R E S P O N D E D C L A I M E D T H A T T H E Y A L R E A D Y S U F F E R E D S O M E T Y P E O F M O R A L O R S E X U A L H A R A S S M E N T . Base “Women”: 959 | Base “Men”: 441 | Q: "In view of this definition, would you say that you have already been morally harassed at work, whether it be at your current workplace or in previous places that you worked linked to the Communication Industry?" OR "In view of this definition, would you say that you have already been harassed sexually at work, whether it be at your current workplace or in previous places that you worked linked to the Communication Industry?" Nine out of ten women and nearly eight out of ten men that responded the questionnaire claimed that they had already suffered some sort of sexual or moral harassment. The numbers indicate that the subject of harassment is not punctual and cannot be analyzed based on only a few agencies or companies, and that it affects all hierarchical levels. The prevalence of harassment points to the existence of cultural factors that can, somehow, have been normalized with time.
  12. 12. 99% Of the people claimed that there are situations of moral harassment in their current work environment. W O M E N M E N 89 85 % % Say that these situations occur frequently 99% of the professionals who answered the survey claimed that situations of moral harassment exist in their work environments. The frequency with which the moral harassment is noticed reinforces the idea that we are talking about hostile environments and not only about sporadic episodes. 85% of men and 89% of women who responded the survey say that situations of moral harassment occur frequently. 14% of men and 10% of women claimed that situation of moral harassment occurs sometimes, and only 1% of men and women said that these situations never occur. Total base: 1400 | Base “Women”: 959 | Base “Men”: 441 | Q: "In your opinion, the situations involving moral and sexual harassment in the Communication Industry, in general: Moral Harassment"
  13. 13. 97% 97% of the people claimed that there are situations of sexual harassment in their current work environment. 67 52 % % W O M E N M E N Say that these situations occur frequently In the case of sexual harassment, 97% of the respondents claim that such situations occur. There is a significant percentage difference between men and women regarding frequency: among the respondents that claimed the occurrence of situations of sexual harassment in their work environment, 52% of men and 67% of women say that this occurs frequently. 45% of men and 31% of women say that this occurs sometimes, and 3% of men and 2% of women claim that these situations never occur. Total base: 1400 | Base “Women”: 959 | Base “Men”: 441 | Q: "In your opinion, as situations involving moral and sexual harassment in the Communication Industry, in general: Sexual Harassment"
  14. 14. Say that they were already harassed by presidents or partners 30% A set of results points to a worrying situation regarding moral harassment: the presence, among the respondents, of high percentages associating the senior managers with situations of moral harassment. The most negative aspect of this number is related to the role represented by the positions that were analyzed (Presidents, Partners and Vice- Presidents), responsible for establishing what is right and wrong and what is inside and outside of the corporate culture. When hostility is present in the positions of greater power and influence, we run the risk of this being considered normal or part of the process, thereby contributing towards the creation of a vicious circle with the potential to legitimize and perpetuate the existence of harassment. Among those interviewed who claimed to have suffered moral harassment at least once, 30% say that they were morally harassed by Presidents or Partners. This number is 41% among professionals over 40 years of age and 40% among Directors. 22% of the total respondents claim that they were already morally harassed by Vice-Presidents. T H E C Y C L E O F H O S T I L I T Y Base "Were morally harassed at least once": 1156 | Q: "Select below what was the position of the person/people who morally harassed you."
  15. 15. 22% Among assistants and interns who claim to have suffered moral harassment at least once, 22% of Presidents or Partners were pointed as the molesters. That is, one out of every five respondents beginning their careers said that they were harassed by the main representatives of the organizations in which they work. As we look at the higher hierarchical positions, within the sample, the numbers are even worse: among the respondents who claimed that they were morally harassed at least once, 26% of the supervisors, coordinators and managers, 40% of the Directors and 52% of the Vice-Presidents claimed that they were morally harassed by Presidents or Partners at some point of their careers. T H E C Y C L E O F H O S T I L I T Y Of Interns say that they were already harassed by presidents or partners Base "Assistants and interns" & "Were morally harassed at least once": 283 | Q: "Select below what was the position of the person/people who morally harassed you."
  16. 16. Claim that they were already harassed by directors 63% Of the respondents in director level positions claim that they were already morally harassed 82% T H E C Y C L E O F H O S T I L I T Y Base "Were morally harassed at least once": 1156 | Base "Directors" & "Were morally harassed at least once": 221 | Q: "Select below what was the position of the person/people who harassed you morally." The respondents in upper management positions appear at the same time as the most accused of being harassers and those who say the most that they were already morally harassed. Once again, the result points to the idea that we can be dealing with an endemic situation. Among the respondents who claim that they were already morally harassed, 63% say that they were already morally harassed by people in director level positions. This number reaches 71% in the case of coordinators, supervisors and managers. On the other hand, 82% of directors claim that they were morally harassed at least once in their careers.
  17. 17. W O M E N M E N 21% In Client Service 47% 26% 22% Claim that they were already harassed by clients The cycle of hostility inside the sample is reinforced by the participation of clients from the agencies. Of the total respondents who say that they were already morally harassed, 22% say that they were already harassed by clients. 18% claim that they were harassed by clients from superior hierarchical levels, and 12% from equivalent hierarchical levels. This number is even higher among client service professionals: 26% said that they were already harassed by clients from superior hierarchical levels, and 22% by clients from equivalent hierarchical levels — among male client service people, these numbers are 47% and 42% respectively. Base "Foram assediados moralmente ao menos uma vez": 1156 | Base "Mulheres" & "Foram assediadas moralmente ao menos uma vez": 823 | Base "Homens" & "Foram assediados moralmente ao menos uma vez": 333 | Base "Homens" & "Atendimento" & "Foram assediados moralmente ao menos uma vez": 146 | Q: "Selecione abaixo qual era a relação hierárquica da(s) pessoa(s) que lhe assédiou/ assediaram moralmente?"
  18. 18. W O M E N M E N "I hear sexist jokes in the work environment" 89 83 % % "I receive embarrassing comments because of my physical attributes." 54 34 % % The existence of sexist jokes and embarrassing comments related to physical attributes is confirmed by men and women. 89% of women and 83% of men agree with the affirmation that they hear sexist jokes at work. Among women, 58% agree that they hear sexist jokes frequently, while 32% agree that this happens occasionally, and 10% say that it never happens. Among men, 45% agree with the affirmation that they hear sexist jokes frequently, while 38% agree that this happens occasionally, and 17% say that it never happens. 54% of women and 34% of men that responded the questionnaire agree with the affirmation that they receive embarrassing comments related to their physical attributes occasionally or frequently. Base “Women”: 959 | Base “Men”: 441 | Q: "Considering the situations below, we would like to know how often they happen to you in your work environment."
  19. 19. "My stress and tiredness are associated to my lack of sex." 42 23 % % "My opinions are disregarded in a project due to my gender/ orientation." 59 13 % % W O M E N M E N Still regarding situations that involve sexism, 42% of women and 23% of men who responded the questionnaire agree with the affirmation that their stress and tiredness are related to the lack of sex. 59% of women and 13% of men agree with the affirmation that their opinions are disregarded due to their gender or their non- heterosexual orientation. Among the respondents with non- heterosexual orientation, the difference between genders is even greater: 71% of non-heterosexual women and 26% of men agree with the affirmation that their opinions are disregarded due to their sexual orientation. Base “Women”: 959 | Base “Men”: 441 | Q: "Considering the situations below, we would like to know how often they happen to you in your work environment."
  20. 20. 55% 75% W O M E N IN CREATIVE DEPARTMENT Questions related to sexism appear more strongly among women who answered the survey and claim to work in the creative area: - 55% (versus 42% of the total number of women) agree with the affirmation that their stress and tiredness are related to the lack of sex. - 75% (versus 59% of the total number of women) agree with the affirmation that their opinions are disregarded due to their gender or their non- heterosexual orientation. Base “Women” & "Creative": 123 | Q: "Considering the situations below, we would like to know how often they happen to you in your work environment." "My stress and tiredness are associated to my lack of sex." "My opinions are disregarded in a project due to my gender/ orientation."
  21. 21. 86% 76% M E N Claim to have already suffered moral harassment W O M E N When the respondent is presented with the definition of Moral Harassment (Labor Law nr. 13.288/02 art. 1 single paragraph) and asked “Have you already suffered moral harassment in your work environment?” 86% of women and 76% of men claim to have already suffered. Among women, 6% claim that they already suffered moral harassment once. 50% claim that they suffered moral harassment more than once, but that it is not frequent, and 30% claim that they suffer moral harassment frequently. Among men, 7% claim that they already suffered moral harassment once. 45% claim that they suffered moral harassment more than once, but that it is not frequent, and 24% claim that they suffer moral harassment frequently. Among the respondents who said that they were not morally harassed, 70% of women and 68% of men claimed that they already witnessed situations of moral harassment in their work environments. Base “Women”: 959 | Base “Men”: 441 | Q: "In view of this definition, would you say that you were already morally harassed at work, be it in your current job or in previous jobs linked to the Communication Industry?
  22. 22. 51% 09% M E N Claim to have already suffered sexual harassment W O M E N When the respondent is presented to the definition of Sexual Harassment (Law 2.848 Art. 216-A of the Brazilian Criminal Code) and asked “have you already suffered sexual harassment in your work environment?”, 51% of women and 9% of men claim to have already suffered one of the situations described. 9% of women and 1% of men claim that this occurs frequently. In addition to generalized moral harassment, women still have another problem to face in their day-to-day. The results show that the negative experience of women in hostile environments is magnified simply by being women. Still, we cannot say that this issue does not affect men, since 71% of those who claimed that they have not been sexually harassed say that they have seen this happen to their colleagues. Base “Women”: 959 | Base “Men”: 441 | Q: " In view of this definition, would you say that you were already sexually harassed at work, be it in your current job or in previous jobs linked to the Communication Industry?
  23. 23. MORAL HARASSMENT SEXUAL HARASSMENT claim to have been harassed by MEN claim to have been harassed by WOMEN claim to have been harassed by MEN claim to have been harassed by WOMEN As it was already said, the high percentages found point to the hypothesis that moral harassment is intrinsically related with behaviors that are considered normal with time and, in some way, absorbed by the market. Among respondents who claim having been morally harassed, 90% claim that they were morally harassed by men and 66% claim that they were morally harassed by women at some point in their careers. Among men who claim having been morally harassed, 32% claim that they were only harassed by men; 8% only by women, and 58% by both men and women. 2% opted not to answer. Among women who claim having been morally harassed, 33% claim that they were morally harassed by men; 9% only by women, and 57% by both men and women. 1% opted not to answer. In the case of sexual harassment, the presence of women as harassers is extremely inferior to the presence of men: 96% of the respondents who claim having already been sexually harassed point men as being responsible and 10% point women. Among men who claim having been sexually harassed, 43% claim that they were only harassed by men; 29% only by women, and 26% by both men and women. 2% opted not to answer. Among women, 93% claim that they were only harassed by men; 1% only by women, and 6% by both men and women. A 90% 66 96 10 % %% Base "Were morally harassed at least once": 1156 | Base "Were sexually harassed at least once": 538 | Q: "Considering the situations of moral harassment experienced by you until now, who was/were the person(s) responsible?" | Q: "Considering the situations of sexual harassment experienced by you until now, who was/were the person(s) responsible?"
  24. 24. 51% 62% W O M E N M E N The presence of moral and sexual harassment also has health-related consequences. In the case of moral harassment, due to its frequent nature, the numbers are worrying: 62% of women that answered the survey and claim that they were already morally harassed, compared to 51% of men in the same conditions, claim that they had some type of health problem related to harassment. Among men that answered the survey and claim to have had health symptoms stemming from moral harassment, 74% refer to anxiety syndrome, 67% to feeling of uselessness, 61% to insomnia or excessive drowsiness, 48% to depression, 43% to headaches, 32% to excessive intake of alcoholic beverages, 31% to palpitations or tremors, 30% to lack of libido, 26% to thirst for vengeance, 26% to digestive disorders, 23% to crying crises, 23% to shortness of breath, 21% to panic syndrome, 16% to dizziness, 15% to lack of appetite, 15% to increased blood pressure, 15% to generalized pains and 11% to excessive drug use. Among women that answered the survey and claim to have had health symptoms stemming from moral harassment, 75% refer to crying crises, 72% to anxiety syndrome, 68% to feeling of uselessness, 61% to insomnia or excessive drowsiness, 52% to headaches, 45% to depression, 39% to palpitations or tremors, 37% to digestive disorders, 33% to shortness of breath, 25% to panic syndrome, 23% to generalized pains, 20% to reduced libido, 20% to dizziness, 15% to lack of appetite, 14% to thirst for vengeance, 13% to excessive intake of alcoholic beverages, 12% to increased blood pressure and 5% to excessive drug use. Claim to have had some health-related symptom Base “Women” & "Were morally harassed at least once": 823 | Base “Men” & "Were morally harassed at least once": 333 | Q: "Have you ever sought any professional help (medical/therapeutic/psychological), presenting symptoms related to or resulting from situations involving moral harassment?" | Q: "Please point below which symptoms that you presented/have and that were identified as being related to or resulting from situations involving moral harassment."
  25. 25. Average of 6 symptoms per person ANXIETY SYNDROME FEELING OF USELESSNESS CRYING CRISES HEADACHES DEPRESSION CONSUMPTION OF ALCOHOL SUICIDAL THOUGHTS SHORTNESS OF BREATH DECREASE OF LIBIDO INSOMNIA OR EXCESSIVE DROWSINESS There is alarming data for both genders: 11% of men and 10% of women who say that they already had health symptoms claim that they had suicidal thoughts. And in this study, eight respondents claimed to have attempted to kill themselves. The average of symptoms reported was six per person for both men and women. Base “Women” & "Were morally harassed at least once": 823 | Base “Men” & "Were morally harassed at least once": 333 | Q: "Have you ever sought any professional help (medical/therapeutic/psychological), presenting symptoms related to or resulting from situations involving moral harassment?" | Q: "Please point below which symptoms that you presented/have and that were identified as being related to or resulting from situations involving moral harassment."
  26. 26. 1931% % say that they were victims or a President or Partner of the agency say that they were victims of a client Among the women who claim having been sexually harassed: One in two women who answered this survey report having suffered sexual harassment. Of these, 56% report having been sexually harassed by an indirect superior and 50% by a direct superior. 31% claim that they were sexually harassed by the President or partner of the agency. This number reaches 40% among women from the planning area, and 48% among women over 40. In addition, 19% say that they were already sexually harassed by clients. 16% claim that they were already harassed by a client with a higher hierarchical level and 9% from clients of the same hierarchical level. S E X U A L H A R A S S M E N T X - R A Y Base “Women” & "Were sexually harassed at least once": 496 | Q: "Please select below the hierarchical level(s) of the person/people who sexually harassed you" |Q: "Please select below the position(s) of the person/people who sexually harassed you."
  27. 27. 39% include stories of PHYSICAL sexual harassment 78% include stories of VERBAL sexual harassment Out of the 220 reports of sexual harassment: Out of the 959 women who answered the survey, 395 agreed to voluntarily report their moral harassment stories, and 220 agreed to voluntarily report their sexual harassment stories. Among reports of sexual harassment, 78% refer to situations of verbal harassment, which means that they have already heard embarrassing or intimidating insinuations. 39% of women who reported their stories claim that they already suffered physical sexual harassment. We are talking about behaviors that often come close to sexual abuse and, in some cases, can even be classified as rape: the situations reported include fondling thighs, grabbing waists, slapping butts and touching the vaginas of these women. It is important to highlight that any touching of a person’s intimate parts with a libidinous intention is considered rape in accordance with Brazilian laws. Base “Women” & "Were sexually harassed at least once" & "Agreed to report": 220 | Q: "Do you believe that the report of harassment that you just described occurred under which behaviors of sexual harassment below?" S E X U A L H A R A S S M E N T X - R A Y
  28. 28. 35% of women who said they were harassed already had health-related symptoms Sexual harassment also brings negative consequences to the health of victims: one in every three women who answered the survey and claim having suffered this type of harassment also claim having experienced health symptoms resulting from this situation. Among women that answered the survey and claim to have been sexually harassed at least once (51% of the total sample), 35% report having felt health symptoms stemming from the harassment. 61% claim having suffered crying crises, 57% anxiety syndromes, 51% feeling of uselessness, 40% depression, 40% headaches, 34% palpitations or tremors, 32% insomnia or excessive drowsiness, 27% digestive disorders, 26% shortness of breath, 21% reduced libido, 20% thirst for vengeance, 17% generalized pains, 17% lack of appetite, 16% panic syndrome, 14% dizziness, 13% excessive intake of alcoholic beverages, 8% increased blood pressure, 5% suicidal thoughts and 3% excessive drug use. CRYING CRISES ANXIETY SYNDROME FEELING OF USELESSNESS DEPRESSION HEADACHES Base “Women” & "Were sexually harassed at least once": 496 | Q: "Have you ever sought any professional help (medical/therapeutic/psychological), presenting symptoms related to or resulting from situations involving sexual harassment?" | Q: "Please point below which symptoms that you presented/have and that were identified as being related to or resulting from situations involving sexual harassment."
  29. 29. MORAL AND SEXUAL HARASSMENT: S I L E N C E M A I N T A I N S T H E S T A T U S Q U O
  30. 30. Of women claim that they never found support from women in leadership positions Of women claim that they never found support from men in leadership positions 33 59% % W O M E N D O N ’ T F I N D S U P P O R T I N T H E I R L E A D E R S , E S P E C I A L L Y M E N The results point to the need for greater attention to the subject by leaders, who are not always perceived as points of support when it comes to harassment. The problem exists, but there is also potential for developing a closer and more supportive relationship. 33% of the total women who answered the survey claimed that they never found support from female leaders when the subject is harassment. 40% claim that they occasionally found support and only 27% claimed to frequently find support from female leaders. In the case of women with male leaders, the situation is even worse: 59% of women who answered the survey claim that they never found support from men in leadership positions when the subject is harassment. 31% say that they occasionally found support and 10% say that they frequently found support. Base “Women”: 959 | Q: "Considering the situations below, we would like to know how often they happen to you in your work environment. I find support from the women with whom I work and occupy leadership positions to talk about harassment related issues." | Q: Considering the situations below, we would like to know how often they happen to you in your work environment. I find support from the men with whom I work and occupy leadership positions to talk about harassment related issues."
  31. 31. Of men claim that they never found support from women in leadership positions Of men claim that they never found support from men in leadership positions 58 67% % M E N D O N ’ T E I T H E R The fear of being judged, fired or suffer retaliations creates an invisible and always present barrier against denunciations. Most people agree with statements that translate behaviors where silence is the choice and fear is the motivation: - 57% of women and 50% of men that answered the survey agree with the affirmation that they silence themselves and ignore any type of harassment, occasionally or often, for fear of being judged. - 58% of women and 45% of men that answered the survey agree with the affirmation for fear of being fired. - 61% of women and 63% of men that answered the survey agree with the affirmation that they silence themselves and ignore any type of harassment, occasionally or often, for fear of suffering retaliations. - Among the men who do not identify themselves as being heterosexuals, who represent 20% of the sample of men, 73% agree with the affirmation that they silence themselves or ignore sexist jokes sometimes or often, for fear of suffering retaliations. Base “Men”: 441 | Q: "Considering the situations below, we would like to know how often they happen to you in your work environment. I find support from the men with whom I work and occupy leadership positions to talk about harassment related issues." | Q: Considering the situations below, we would like to know how often they happen to you in your work environment. I find support from the men with whom I work and occupy leadership positions to talk about harassment related issues."
  32. 32. The fear of being judged, fired or suffer retaliations creates an invisible and always present barrier against denunciations. Most people agree with statements that translate behaviors where silence is the choice and fear is the motivation: - 57% of women and 50% of men that answered the survey agree with the affirmation that they silence themselves and ignore any type of harassment, occasionally or often, for fear of being judged. - 58% of women and 45% of men that answered the survey agree with the affirmation for fear of being fired. - 61% of women and 63% of men that answered the survey agree with the affirmation that they silence themselves and ignore any type of harassment, occasionally or often, for fear of suffering retaliations. - Among the men who do not identify themselves as being heterosexuals, who represent 20% of the sample of men, 73% agree with the affirmation that they silence themselves or ignore sexist jokes sometimes or often, for fear of suffering retaliations. T H E I N V I S I B L E B A R R I E R O F F E A R 57% 50% 58% 45% 61% 63% Say that they shut up and ignore occasionally or frequently any type of harassment for fear of being JUDGED Say that they shut up and ignore occasionally or frequently any type of harassment for fear of being FIRED say that they shut up and ignore occasionally or frequently any type of harassment for fear of suffering RETALIATIONS W O M E N M E N Base “Women”: 959 | Base “Men”: 441 | Q: "Considering the reactions below, we would like to know how often do you practice them in your work environment. I shut up and ignore any type of harassment because I’m afraid of being judged." | Q "I ignore sexist jokes for fear of suffering retaliations." | Q: "I shut up and ignore any type of harassment because I’m afraid of being fired."
  33. 33. 25% W O M E N 20% M E N T H E Y S A Y T H A T T H E Y A L W A Y S P O S I T I O N T H E M S E L V E S A S B E I N G A G A I N S T H A R A S S M E N T A N D T H A T T H E Y A L W A Y S P O S I T I O N T H E M S E L V E S A G A I N S T H A R A S S M E N T S U F F E R E D A T T H E M O M E N T I N W H I C H I T O C C U R S Only one quarter of the women and one fifth of the men who answered the survey agree with the statement that they always react right when the harassment occurs. The vast majority either does not do this on a frequent basis or never do it. Among men, 20% say that they always defend themselves right when the harassment occurs, 50% say that they defend themselves at times, and 30% say that they never defend themselves. Among women, 25% say that they always defend themselves right when the harassment occurs, 53% say that they defend themselves at times, and 22% say that they never defend themselves. Base “Women”: 959 | Base “Men”: 441 | Q: "Considering the reactions below, we would like to know how much you practice them in your work environment. I don’t accept any type of harassment and express my disagreement immediately, regardless of the place."
  34. 34. Made anonymous accusations thru the company’s hotline Made formal accusations to the company’s HR department Commented with friends/relatives from work Commented with friends/relatives outside work W O M E N M E N 0 1 8 12 59 61 57 66 % % % % % % % % Reportedformally M O R A L H A R A S S M E N T W H A T D I D T H E Y D O ? Despite being veiled inside the corporations, the moral harassment subject has been gaining the streets thru the voice of the victims. Men and women claim that they talk about the subject with their friends and relatives from inside and outside work. Among the people who answered the survey and claim to have suffered moral harassment, 66% of women and 57% of men claim to have commented about it with friends and relatives outside work, and 61% of women and 59% of men claim to have commented about it with friends and relatives from work. On the other extreme, only 12% of women and 8% of men made formal accusations to the HR department of the companies where they work. And only 1% of the women claimed to have made Base “Women” & "Were morally harassed at least once": 823 | Base “Men” & "Were morally harassed at least once": 333 | Q: "Which was/were your reaction(s) regarding the situation(s) of moral harassment suffered until now?"
  35. 35. 333 32 03 SUFFERED MORAL HARASSMENT REPORTED FORMALLY SAW MEASURES BEING TAKEN 823 101 17 SUFFERED MORAL HARASSMENT REPORTED FORMALLY SAW MEASURES BEING TAKEN M E NW O M E N Base “Women” & "Were morally harassed at least once": 823 | Base “Men” & "Were morally harassed at least once": 333 | Q: "Which was/ were your reaction(s) regarding situation(s) of moral harassment suffered until now?" | Q: "Were any measures taken as result of your denunciation or any of your denunciations of moral harassment?" | Q: "What measures were taken?" This lack of denunciations culminates in extremely low conversion rated between occurrences and measures. Of the 823 women who claimed having suffered moral harassment, 101 reported (12% of the total). Of these women, only 17 of them saw measures being taken (2% of the victims). According to the respondents, in six cases the harasser was fired, in five cases they were notified or instructed, in four one of the parties was reallocated to a different project, and in two cases it was the accusing women who were fired. Of the 333 men who claimed having been harassed, 32 claimed that they reported (roughly 10%) and only 3 (1% of the total) said that they saw any measures being taken.
  36. 36. W O M E N M E N 2 0 7 3 40 55 38 60 % % % % % % % % Reportedformally Base “Women” & "Were sexually harassed at least once": 496 | Base “Men” & "Were sexually harassed at least once": 42 | Q: "What was/were your reaction(s) regarding the situation(s) of sexual harassment suffered until now?" S E X U A L H A R A S S M E N T W H A T D I D T H E Y D O ? When the subject is sexual harassment, the percentage of people who talk about or report is even lower. Men seem to talk less with friends and colleagues than women: - 60% of women who claimed to have been sexually harassed say that they commented with friends or relatives from outside of work, and 55% with friends or relatives from work. - Among men these numbers are, respectively, 38% and 40%. In terms of formal denunciations, only 3% of women and 7% of men who suffered sexual harassment claim to have contacted the HR department. 2% of men claimed that they used the company’s hotline. Made anonymous accusations thru the company’s hotline Made formal accusations to the company’s HR department Commented with friends/relatives from work Commented with friends/relatives outside work
  37. 37. 42 03 02 SUFFERED SEXUAL HARASSMENT REPORTED FORMALLY SAW MEASURES BEING TAKEN 496 18 03 SUFFERED SEXUAL HARASSMENT REPORTED FORMALLY SAW MEASURES BEING TAKEN M E NW O M E N Base “Women” & "Were sexually harassed at least once": 496 | Base “Men” & "Were sexually harassed at least once": 42 | Q: "What was/ were your reaction(s) regarding the situation(s) of sexual harassment suffered until now?" | Q: "Were any measures taken as result of your denunciation or any of your denunciations of sexual harassment?”| Q: "What measures were taken?" The conversion rates between harassment and measures takes are also very low for sexual harassment. Of the 496 women who claim having suffered sexual harassment, 18 claimed to have reported (4% of the total) and only three said that they saw any measures being taken (0.6% of the total victims). Among the 42 men who claim having suffered sexual harassment, three made formal accusations and two saw measures being taken (5% of the total victims).
  38. 38. The results of the research indicate that today the companies seem not to give enough tools to their employees. 87% of the respondents said that they don’t work for companies that provide any tools to contain harassment. 
 12% claim to receive guidance about moral harassment and 10% about sexual harassment. Only 5%, or 77 people out of 1,400 said that they work for companies with structured means for reporting harassment. The lack of guidance seems to be somehow correlated with high numbers of harassment. Among people who claim to work for companies that don’t provide any guidance, 33% claim to suffer moral or sexual harassment frequently. Among people who claim to work for companies that provide some sort of guidance, this number is reduced to 14%. 87% Say that they don’t receive any guidance about harassment from the companies where they work Companies that provide guidance Companies that don’t provide guidance FREQUENT MORAL OR SEXUAL HARASSMENT 14% 33% 12 Say that they receive information about moral harassment 10 Say that they receive information about sexual harassment 05 Say that the company has space for denunciations % % % Total base: 1400 | Q: "On your job, do you receive any guidance about how to proceed in the event of moral or sexual harassment?"
  39. 39. 3 4%% Claim to know the laws about MORAL HARASSMENT Claim to know the laws about SEXUAL HARASSMENT This lack of guidance, obviously, ends up influencing the knowledge that people claim to have about moral and sexual harassment. Regarding moral harassment, only 3% of the respondents claim to have good knowledge about the laws that protect them, 27% claim to have some knowledge, 35% say that they only heard about it, and 35% say that they know nothing about it. Regarding sexual harassment, 4% of the respondents claim to have good knowledge about the laws that protect them, 30% claim to have some knowledge, 39% say that they only heard about it, and 27% say that they know nothing about it. Total base: 1400 | Q: "Do you know the laws that protect you in case of moral harassment?" | Q: "Do you know the laws that protect you in case of sexual harassment?"
  40. 40. FREQUENCY + = - M O R A L H A R A S S M E N T S E X U A L H A R A S S M E N T 56% 36% 08% CONVERSATION 22% 64% 14% CASES 78% 19% 03% CONVERSATION 11% 61% 28% CASES * Despite the theme being increasingly in the agenda, there is no perception that the situation is better. Most people believe that moral harassment is, indeed, being more discussed. 56% agree with this statement, while 36% say that it is the same, and 8% that it is being less discussed. The same happens with sexual harassment: 78% believe that the subject is being more discussed, 19% is equal, and only 3% say that it is being less discussed. But even with debates in and out of the market, even with a new generation that is more engaged and vocal about the subject, the majority of people think that the situation is the same. Regarding moral harassment, 22% believe that the cases are increasing, 64% believe that they are the same in terms of quantity, and only 14% believe that it is decreasing. Regarding sexual harassment, 11% believe that the cases are increasing, 61% that they are equal and 28% that they are decreasing. It’s not enough to just talk about the subject: it is necessary to generate deeper knowledge, discussion tools and, where appropriate, punishment. Total base: 1400 | Q: "In your opinion, the situations involving moral and sexual harassment in the Communication Industry, in general: Moral Harassment" | Q: " In your opinion, the situations involving moral and sexual harassment in the Communication Industry, in general: Sexual Harassment" PERCEPTION OF THE INTERVIEWEES FREQUENCY
  41. 41. Watch the video with dramatization of a few true stories that were collected https://goo.gl/Cux3wV Director: Ivy Abujamra Production: Dogs Can Fly Sound Production: Alma 11:11 Actress: Clarisse Abujamra
  42. 42. The first step is given: translated into alarming numbers and publicly available, this report evidences a problem whose existence was already known. Thus, there are no excuses for omission in view of the culture of harassment shamefully spread in the communication market, especially in the ad agencies universe — but also in production houses, vehicles, and content platforms. The next step of the Planning Group (GP) is the articulation with representative entities of the involved parties: ABAP (Brazilian Association of Advertising Agencies), FENAPRO (National Federation of Advertising Agencies), Client Service Group, Media Group, Creative Club, APRO (Brazilian Association of Audiovisual Production) and, of course the ABA (Brazilian Advertisers Association). In parallel, GP’s research team is available to the managers and leaders of advertising agencies and clients for conversations about the learnings and discussions about concrete actions. In the beginning of 2018 we will have the first Hackaton to pursue practical solutions by means of a collective and multidisciplinary effort, involving not only communication professionals, but also psychologists, lawyers, developers, among others. But the truth is that some actions don’t need to wait for anything: neither Hackaton, nor any committee in particular. Following we will present three initial immediate recommendations. Grupo de Planejamento www.grupodeplanejamento.com.br gp@grupodeplanejamento.com.br N U M B E R S H A V E T H E P O W E R T O T R A N S F O R M
  43. 43. These are 3 recommendations to be adopted immediately by advertising agencies and companies: They have virtually zero cost and depend only on priority treatment by the managers and leaders. T H R E E E X T R E M E L Y S H O R T T E R M A C T I O N S Position officially about the subject. It is recommended that the agency’s/company’s leadership distributes this report internally, and henceforth declare “zero tolerance” against harassment in the work environment — including offices and professional events such as end-of-year parties. Create and/or disseminate official guidance and reporting channels. It is recommended that the agency’s/company’s leadership publicize as much as possible the guidance and reporting channels. If they already exist, whether they are proprietary or from their holding, it is recommended that they are widely and continuously publicized. If they still don’t exist, it is recommended that it should be a priority project. Produce and distribute orientation material about harassment. It is recommended that the agency’s/company’s leadership provide readily accessible material containing the definitions of moral and sexual harassment, in addition to easily understandable examples. 1 2 3
  44. 44. Grupo de Planejamento www.grupodeplanejamento.com.br gp@grupodeplanejamento.com.br S O ? As we have always said, this first research about harassment is only the beginning. The search is for transformation. And the invitation towards this new paradigma is made. Let’s build it together?
  45. 45. S P E C I A L T H A N K S Qualibest Dogs Can Fly Alma 11 : 11 Lara Thomazini Carolina Sangoão Danielle Meres Clarisse Abujamra Ivy Abujamra Ivan Abujamra T H A N K Y O U Altay de Souza Ana Maria Silva Carla Alzamora Dr. Daniel Terrazzan Daniela Daud Gabi Terra Laura Chiavone Lucia Porto Dra. Marina Ganzarolli Paulo Coelho Pedro Cruz Pierre Cohen Priscila Cortat Renata Lodi Thaís Fabris

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Ana Cortat and Ken Fujioka led the project, with a bunch of volunteers. Sharing the English translation with permission.

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