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Worplace harassment

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In this workshop we deal with the different types of workplace harassment in order to identify preventing actions.

Roche Farma Spain keeps its Gender Equality and Diversity accountability.

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Worplace harassment

  1. 1. APRIL 2018 WO R K P L AC E H A R A S S M E N T
  2. 2. ÁREA DE IGUALDAD GOALS • Distinguish different types of workplace harassment • Reflect about how to prevent harassment in the workplace
  3. 3. Workplace Gender-based Sexual Harassment Work-related violence
  4. 4. Work- related Violence Physical SexualPsychological European Agency for Safety at Work
  5. 5. Workplace Harassment
  6. 6. Definition
  7. 7. Workplace harassment EC Daphne Programme (2004) “A particular violent behaviour aiming to hit the victim/s from a psychological point of view”.
  8. 8. Workplace harassment European Agency for Safety and Health at work (2010) “Occurs when one or more workers or managers are repeatedly and deliberately abused, threatened and/or humiliated in circumstances related to work”.
  9. 9. Keys
  10. 10. 1. Repeated negative behaviour 2. Psychological violence 3. Affects safety, health and well-being of workers Bullying Mobbing
  11. 11. Gender-based Harassment
  12. 12. Definition
  13. 13. Gender-based Harassment U.S. Equal Employment Opportunity Commission (EEOC) “Occurs when an employer, a supervisor or an employee harasses another employee based on gender”.
  14. 14. Racial Harassment ILO (2012) Integrating Health Promotion into Workplace “Any threatening conduct that is based on ethnic diversity, colour, language, national origin, religion, association with a minority, birth or other status that is unreciprocated or unwanted and which affects the dignity of women and men at work”.
  15. 15. Keys
  16. 16. 2. Negatively affect working environment and workers health 1. Sexist or racist or…. Behaviours 3. Constitute a form of discrimination
  17. 17. European Union Approach “Discrimination based on religion or belief, disability, age or sexual orientation may undermine the achievement of the objectives of the EC Treaty, in particular the attainment of a high level of employment and social protection, raising the standard of living and the quality of life, economic and social cohesion and solidarity, and the free movement of persons. To this end, any direct or indirect discrimination based on religion or belief, disability, age or sexual orientation as regards the areas covered by this Directive should be prohibited throughout the Community”. Council Directive 2000/78/EC of 27 November 2000 establishing a general framework for equal treatment in employment and occupation Discrimination
  18. 18. Sexual Harassment
  19. 19. Definition
  20. 20. Sexual harassment Article 2, Directive 2006/54/EC of the EP and of the Council of 5 July 2006 on the implementation of the principle of equal opportunities and equal treatment of men and women in matters of employment and occupation (recast) “Where any form of unwanted verbal, non-verbal or physical conduct of a sexual nature occurs, with the purpose or effect of violating the dignity of a person, in particular when creating an intimidating, hostile, degrading, humiliating or offensive environment.”
  21. 21. Anita Hill Attorney and academic. She became a national figure in 1991 when she accused U.S. Supreme Court nominee Clarence Thomas, her boss at the United States Department of Education and the Equal Employment Opportunity Commission, of sexual harassment. She sparked a national conversation about the issue: what it is, how it's defined and whom it affects.
  22. 22. Keys
  23. 23. 2. Unwanted 1. Sexual nature 3. Discrimination
  24. 24. U.S. Approach Welcomeness “When there is some indication of welcomeness or when the credibility of the parties is at issue, the charging party's claim will be considerably strengthened if she made a contemporaneous complaint or protest (…) For a complaint to be 'contemporaneous,' it should be made while the harassment is ongoing or shortly after it has ceased”. EEOC Policy Guidance on Current Issues of Sexual Harassment (1990)
  25. 25. Canadian Approach Objection It is not necessary for the victim to expressly confront the alleged harasser if a “reasonable person” would understand the behavior as offensive and sexual in content. Just when the behavior is not obviously offensive, express objection is required. A verbal objection is not necessary; it is sufficient to express objection through body language. Harassment and the Canadian Human Rights Act
  26. 26. European Approach Self-determination “It is for each individual to determine what behavior is acceptable to them and what they regard as offensive. Sexual attention becomes sexual harassment if it is persisted in once it has been made clear that it is regarded by the recipient as offensive, although one incident of harassment may constitute sexual harassment if sufficiently serious. It is the unwanted nature of the conduct that distinguishes sexual harassment from friendly behavior, which is welcome and mutual”. EU Code of Practice on Measures to Combat Sexual Harassment (1992)
  27. 27. Environmental Quid pro quo Create a hostile or offensive work environment Decrease job performance Health effects 1 2
  28. 28. But, why?
  29. 29. Harassment Factors Individual Organisational Situational Societal
  30. 30. What can we do?
  31. 31. Equality Plan Introduce the prevention of Harassment in the Corporate Equality Plan. Art. 46, Constitutional Act 3/2007 for Effective Equality between Women and Men
  32. 32. Identify the limits Clearly establish in the Company code of conduct or Employee Handbook what is an unacceptable behaviour and how to recognize workplace harassment.
  33. 33. Outline the procedure Define what actions must be taken, investigate the claims and take remedial action. Procedure to prevent Sexual harassment and Harassment on the grounds of sex, Roche Farma, (2011).
  34. 34. Set example Ensure that Company top-level executives and managers are setting a good example, and take action in order to prevent continuity when it happens.
  35. 35. Be supportive to victims and inform about external ways of claim. Accompany the victim
  36. 36. Campaigns and Training Implement anti-harassment training and campaigns in order to raise awareness and reinforce the accountability and the guidelines set for acceptable behaviour.
  37. 37. “Not on my watch” “As a leader, if you know that your behavior is part of the problem, acknowledge it and make it clear that you are determined to change what has been the accepted status quo before”. Chitivwa Zimba, Global Diversity Practices (2017)
  38. 38. ÁREA DE IGUALDAD Sources • Álvarez Lladós (2013) Recursos Humanos, cortometraje, https://www.youtube.com/watch?v=6jGDKGOHanw • Di Martino, Hogel y Cooper (2003) Preventing violence and harassment in the workplace, European Foundation for the Improvement of Living and Working Conditions. • International Labour Organization (2013) Work-related Violence and its integration into existing surveys. • Stop Violence Against Women website (STOPVAW), a project of The Advocates for Human Rights, http://www.stopvaw.org/Stop_Violence_Against_Women • Roche Farma Spain (2011) Procedure against Sexual harassment and harassment on the grounds of gender, http://we.intranet.roche.com/sites/Madrid- Pharma/projects/Igualdad/Documents/Protocolo%20Acoso.pdf
  39. 39. ana@anafernandezdevega.es Thank You!

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