Sara, Sonya, Nick & Sav

Sexual Harassment

• Where it began• What do we mean?• What is included?• The law perspective• Your perspective• Solutions to the problem• Statistical facts

Introduction

• The earliest known reference, Genesis Chapter 39

• Joseph, an overseer in the house of Potiphar, Captain of Pharaoh's guard, was accused for such behavior by Potiphar's wife.

• Wrongly accused

• Sent to prison

The History of Sexual Harassment

• Harassment can include…1. Sexual Harassment2. Unwelcomed Sexual advances3. Request for Sexual favors4. Verbal or Physical behavior in a sexual manor• All of these advances can result in a hostel or offensive work

environment.

http://www.eeoc.gov/laws/types/sexualharassment.efm

What is it?

• Any type of harassment can be harmful and it doesn’t have to be sexual. It can include offensive remarks about a persons sex. • Teasing can become serious when it becomes frequent and

unwanted.• The harasser can be a co-worker, employer, customer or client.

What is it? cont..

• Sexual harassment in the workplace that involves unwelcomed advances to another employees of the same sex. • “The supreme Judicial court of Massachusetts, in Malychenko v.

84 Lumar company, 424 Mass. 285, 676 N. E. 2d (1997), conducted that same sex sexual harassment is prohibited under state law regardless of the sexual orientation of the parties”. • Http//legal-dictionary. thefreedictionary.com/sexual+harassment

Same Sex Harassment

• Courts states that a victim doesn't need to say or do any anything to want the unwelcomeness

• Courts reviews circumstances first before making conclusion on if the case was sexual harassment or not

• The law prohibits all Unwelcomed sexual advances or any nature of sexual behavior. Including:

1. Kissing2. Hugging3. Pinching4. Patting5. Grabbing6. Blocking the victims path7. Leering or starring8. Standing close to the victim9. Oral or written and can include request

The Law

• One of the biggest reason sexual harassment continues to be a problem in the workplace is a lack of courage – No one wants to deal with really tough issues at an organizational and individual level. Employers need to step up and take these issues seriously and act on the offence immediately.

Continuous Problem

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FINANCIAL REPORT

• Hunt, Davidson, Fielder, and Hoel (2010), constructed and intervention based model to combat sexual harassment in the workplace.

• Proactive, rather than reactive approach

• 3 levels of Intervention• Primary• Secondary• Tertiary

Reducing Harassment in the Workplace

• Preventative measures aiming to address root cause of problem and prevent problem from developing

• Proactive versus Reactive Approach

• Identify organizational precursors, • Unequal Gender Ratios• High Authority Differentials between Male/Females

• Implement effective policies• Sets behavioral guidelines• Displays Zero Tolerance Workplace Culture• Workplaces with explicit policies tend to have fewer problems with sexual harassment.

• Training• Role Play Negotiations which build Interpersonal Skills• Group Discussions• Modelling Experiences- observing• Case Study Evaluation• Needs to be reoccuring in order to raise awareness

Primary Interventions

• Establish effective complaint procedures so victims feel safe to report without repercussions/retaliation

• Important so that victims and perpetrators know the complaint procedures

• Network of trained “advisors” to place the complaint

• Formal Response – institutional procedures on reporting incidents

• Informal Response – the victim’s individual attempts to stop the harassment

Secondary Interventions

• Rehabilitative aspect of the intervention model

• Ensures victims’ lives are returned to normal as quickly and effectively as possible

• Focuses on debriefing, psychosocial counseling and support.

• The Intervention Model can be used in any organization to prevent and reduce sexual harassment. By reducing sexual harassment, you are also reducing sick absences, stress/conflict in the workplace; which also increases staff retention, efficiency, moral, and profitability.

Tertiary Interventions

• Sexual Assault Prevention & Awareness Center

• 2006 study by The American Association of University Women indicates 62% of female college students report having been sexually harassed at their university.

• 80% of those being reported were peer-to-peer.

• 51% of male college students admit to sexually harassing someone in• college, with 22% admitting to doing it often or occasionally.

SAPAC

• High School, females < males report offensive jokes

• Females > Males report invasion of personal space and unwanted touching

• Adults, 1/3 of females report invasion of PS and unwanted touching

• As adult females experience comparable rates of offensive jokes

• Only 33% of females and 14% males considered those behaviors to be sexual harassment

• EEOC

Gendered Expression of Power

• Issue that began long ago

• Prevalent issue in today’s society

• Ways to prevent and resolve

• Say something

Conclusion

• Confronting sexual harassment. (2015). Canadian HR Reporter, 28(1), 17-20. Retrieved from http://search.proquest.com/docview/1650640462?accountid=28644

• Geare, A. J. (1998). Sexual harassment: Modern issue—ancient problem. New Zealand Journal of Industrial Relations, 22/23(3), 241-276. Retrieved from http://search.proquest.com/docview/213511841?accountid=286 44

• Hunt, C., Davidson, M., Fielden, S., & Hoel, H., (2010). Reviewing sexual harassment in the workplace – an intervention model. Personal Review, (39) 5, 655-673. doi:10.1108/00483481011064190.

• Sapac.umich.edu/article/68

• Uggen, C., & Blackstone, A. (2004). Sexual harassment as a gendered expression of power. American Sociological Review, 69(1), 64-92. http://search.proquest.com/docview/218825748?accountid=28644

References

Questions?