Sexual Harassment Awareness by Delaware SFS
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The document discusses sexual harassment within the fire service. It notes that while women make up only 3.7% of firefighters, 88% report experiencing some form of sexual harassment. It examines a scenario where a male and female firefighter had been exchanging sexually explicit banter but the female now finds it offensive. While initially assumed consensual, the behavior meets the legal definition of creating a hostile work environment. The fire chief should warn both members to cease such conversations in order to prevent further harassment claims. The document outlines the legal requirements and kinds of harassment, as well as examples more common within the fire service and the responsibilities of members and leadership to address harassment issues.
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This document discusses various forms of violence and abuse against women including physical, sexual, verbal/emotional, and societal oppression. It explores the causes and tactics of abuse, how it disproportionately impacts women of color and marginalized groups, and the long-term psychological and social impacts. It provides information on actions women can take to protect themselves, get medical and legal help, and strategies for ending violence against women.
Session 4 domestic abuse
The document discusses bystander intervention for domestic abuse. It defines domestic abuse and honor-based violence, including types like female genital mutilation and forced marriage. There are 4 stages necessary for intervention: notice the event, interpret it as a problem, feel responsible to act, and have the skills to act. Signs of abuse can be subtle, like controlling behavior, or overt physical violence. Victims may feel stigma, shame, or fear bringing further abuse. Leaving an abusive relationship can be very difficult for practical, emotional, and safety reasons. Bystanders should intervene safely if they suspect domestic abuse and never pressure victims on decisions.
Domestic Violence (Research Project)
This research paper examines domestic violence. It defines domestic violence as abuse or bad behavior used to gain power and control, often targeting women, children, and intimate partners. The paper explores the history of domestic violence laws and various forms of abuse - physical, sexual, emotional, and financial. Interviews were conducted and data was collected to analyze statistics on domestic violence. The findings show women ages 18 to 60 are most affected, with 95% of abusers being men. Expectations are that solutions could help build healthier family structures and decrease health issues in society by ensuring physical and psychological well-being.
Chapter 24 violence against women
Here are some common reasons why women may stay in abusive intimate relationships:
- Fear of retaliation or escalation of violence if she leaves
- Economic dependence on the abuser
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- Hope that the abuser will change or that the abuse will stop
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- Pressure from family or community to stay in the relationship
- Threats and intimidation by the abuser to isolate her from support systems
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Chapter 24 violence against women
Here are some common reasons why women may stay in abusive intimate relationships:
- Fear of retaliation or escalation of violence if she leaves
- Economic dependence on the abuser
- Low self-esteem from the abuse and belief she deserves the treatment
- Hope or belief that the abuser will change his behavior
- Pressure from family or community to stay in the relationship
- Love and emotional attachment for the abuser, despite the abuse
- Cultural or religious beliefs that discourage divorce or separation
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Chapter 24 violence against women
Here are some common reasons why women may stay in abusive intimate relationships:
- Fear of retaliation or escalation of violence if she leaves
- Economic dependence on the abuser
- Low self-esteem from the abuse and belief that she deserves the treatment
- Hope that the abuser will change or that the abuse will stop
- Love and emotional attachment for the abuser
- Pressure from family or community to stay in the relationship
- Threats and intimidation by the abuser to isolate her from support systems
- Belief that the abuse is her fault or she can fix the abuser
- Cultural or religious beliefs that discourage divorce or separation
Sexual Harassment, Gender Discrimination and Sexism
This document discusses profanity and excessive foul language. It defines profanity as offensive or disrespectful words. Some people swear for emotional reasons like feeling better or bonding, while others cannot help it. However, swearing has negative effects like giving a bad impression, endangering relationships, and offending others. The overuse of foul language is degrading social relationships and society. To stop swearing, one should gradually decrease usage, avoid excessive company, and understand it can hurt others.
Sexual Harassment Powerpoint
Sexual Harassment
It is unlawful to harass a person (an applicant or employee) because of that person’s sex. Harassment can include “sexual harassment” or unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature.
Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person’s sex. For example, it is illegal to harass a woman by making offensive comments about women in general.
Both victim and the harasser can be either a woman or a man, and the victim and harasser can be the same sex.
Although the law doesn’t prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in an adverse employment decision (such as the victim being fired or demoted).
The harasser can be the victim's supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer.
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Workplace Violence Prevention and Domestic Violence in the Workplace Training...
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This document provides an overview of workplace violence prevention and domestic violence in the workplace training. The training goals are to define workplace violence and domestic violence, review relevant policies and legal changes, explain employer and employee responsibilities, discuss workplace safety controls, and how to respond to workplace violence incidents. It defines workplace violence and outlines a policy statement. It discusses employee responsibilities to report incidents, and employer responsibilities to assess risks, provide training, monitor incidents, and evaluate the program. It also covers domestic violence definitions, impacts, signs, why victims may not leave, where to get help, personnel policies, and employer responsibilities.Chapter 1 pp
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Sexual harassment training for supervisors and managers
training for managers and supervisors on sexual harassment. What is it, how to handle. Includes scenarios to practice what was learned in the training class.
Domestic Violence
This document provides information about domestic violence, including:
- Definitions of domestic violence and intimate partner violence.
- Populations at high risk of being victims or perpetrators based on Florida and national statistics.
- Consequences of being a domestic violence victim such as long-term psychological distress.
- Florida state initiatives to address domestic violence such as required training for healthcare providers and legislation establishing protections and services for victims.
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Physical and sexual violence
This document discusses physical and sexual violence against women and girls. It defines various forms of violence including female genital mutilation, sexual trafficking, rape, and domestic violence. The document outlines the health impacts of violence which can include mental health issues, STDs, infertility and pain. It notes that girls, young women, and those living in poverty or dysfunctional homes are most at risk. Causes of violence include lack of education, substance abuse, gender inequality and culture norms. The document concludes by calling for empowering women, punishing perpetrators, and ensuring access to support services to end violence against women and girls.
Domestic homicide in the workplace lessons learned from the dupont-daniel case1
This is researh done by the Centre for Research and Education (on Violence against Women & Children).
Enforcing Your Code of Conduct: effective incident response
Presented at Open Source & Feelings 2015 in Seattle, WA.
Video of the talk: http://confreaks.tv/videos/osfeels2015-enforcing-your-code-of-conduct-effective-incident-response
Now that your event or project has a code of conduct, how do you ensure it's effective? Are you prepared to deal with incident reporting and to resolve issues that come up? How can you tell if your code of conduct is actually working?
I'll draw on several years of experience working with code of conduct outreach and enforcement on open source projects, user groups, and a major conference to show you the steps to take to make sure your code of conduct is an effective tool for inclusion, safety, and building a stronger community.
We'll talk about reporting processes, documentation, creating a team or committee to handle reports, what responses are or aren't effective, and dealing with problems in the heat of the moment.
Best practices sexual assault and domestic violence.1.15.15
This document provides information and guidance on assisting victims of sexual assault. It discusses statistics on sexual assault, defining concepts like rape culture and the impact of sexual assault. It offers best practices for counseling victims, including believing them, validating their feelings, allowing silence, exploring options without pressure, and avoiding victim-blaming. Finally, it lists local resources for crisis counseling, shelters, legal advocacy, mental health services and free forensic medical exams.
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SlideShare is an American hosting service, now owned by Scribd, for professional content including presentations, infographics, documents, and videos. Users can upload files privately or publicly in PowerPoint, Word, PDF, or OpenDocument format.
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About 60 participants from around 20 Myanmar and international businesses, as well as LGBT+ rights groups, trade union rights, international organisations, experts and lawyers discussed attended a workshop on 28/29 August at the Rose Garden Hotel, Yangon to discuss how businesses can support LGBT+ equality in Myanmar.
Read more: https://www.myanmar-responsiblebusiness.org/news/lgbt-equality.html
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This document discusses a student organization event about domestic violence and sexual assault. It includes an anonymous survey about experiences with these issues, definitions of terms like sexual assault and domestic violence, shocking statistics, discussions on myths and challenges faced by male victims, and examples from an internship working with victims. It concludes by providing suggestions for how to support victims, such as listening without judgment, encouraging counseling, using good judgment in relationships, and educating others.
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Sexual Harassment Awareness by Delaware SFS
- 2. Scope of the Problem • Women make up 3.7% of the total number of firefighters in the US • 88% of them report some form of sexual harassment
- 3. Think about this situation during the class: • A male and female firefighter have been exchanging sexually explicit banter back and forth for some time. They both regularly participate in telling each other dirty jokes and bragging about their sexual ability. This activity has been witnessed by other members of the department and is assumed to be consensual. One day, the female firefighter comes to the Fire Chief and states that she is offended by the male firefighter’s comments and wants him disciplined
- 4. Thoughts to consider: • Has sexual harassment occurred? • What action should the Fire Chief take? • Wouldn’t you rather deal with this?
- 5. What is Sexual Harassment? • Any unwanted act or behavior with sexual undertones that negatively impact the recipient’s work environment
- 6. Supreme Court Requirements • Must be severe • Must be threatening or humiliating • Must be frequent • Must have a negative impact on the work environment
- 7. Other Requirements • The person must be harassed as part of their work • Can be same-sex • Civil Rights Act of 1964 made it a crime that is dealt with in civil court • Goes to criminal court when the person harassed is not a worker (a patient, for example)
- 8. Two Kinds of Harassment According to EEOC • Quid pro quo • Hostile environment
- 9. Quid Pro Quo • Providing reward in exchange for sexual favors • Must involve someone with the authority to reward
- 10. Hostile Environment • Repeated unwanted acts • Sexual or gender-based • Has a negative impact on the work environment
- 11. Why is the Fire Service Vulnerable? • Traditionally male • Women still only make up a small percentage • Firefighting often seen as “men’s work” • Women often limited to EMS, fire prevention, or support functions
- 12. Fire Service Examples • Sexually charged conversations or humor • Display of lewd material (including computer images) • Lewd pranks or physical gestures • Failure to promote based on gender • Exclusion from tasks • Failure to provide adequate equipment or facilities
- 13. Responsibility of Members • Do not participate in offensive situations • Report offensive situations right away • Do not file false claims
- 14. Responsibility of the Leadership • Develop and enforce clear policies • Promptly and thoroughly investigate all claims of harassment • Support all members, regardless of gender The Company Leadership is Responsible for the Actions of Supervisors Even If They Were Unaware!
- 15. In Clayton • You must report the offense to an elected officer who was not involved • It must be within 30 days of the offense • A confidential investigation will follow • If a member is determined to be guilty by the Board of Directors will be charged with Improper Conduct and disciplined accordingly Clayton Fire CompanyClayton Fire Company Sexual Harassment PolicySexual Harassment Policy
- 16. Thoughts on the Scenario • Has sexual harassment occurred? • Yes, the conversations meet the requirements of sexual harassment. • What actions should the Fire Chief take? • Both members need to understand that their conversations create a sexually charged, and therefore, hostile environment. Both should be warned to cease the activity.
- 17. Questions?