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USVreact:	Training	staff	to	
respond	to	disclosures	of	sexual	
violence.	
University	of	York	
Vanita	Sundaram,	Mary	Cobbe�-...
  Rela�vely	li�le	research	on	sexual	harassment	and	violence	in	higher	
educa�on	in	the	UK	
  Na�onal	Union	of	Students:	H...
  Policy	context	is	increasingly	suppor�ve	of	research	in	this	
area,	following	Universi�es	UK	Taskforce	on	Violence	
Agai...
  University	of	York	‘Zero	Tolerance’	survey	conducted	in	2013,	found	that	72%	of	
students	had	experienced	sexual	harassm...
  Understand	sexual	violence	and	the	complexity	of	it	
  Relate	sexual	violence	to	cultural	and	social	norms	and	why	some	...
 By	experts	in	counselling	and	receiving	disclosures	of	sexual	violence	(N=2)	or	
by	experts	in	field	of	gender,	sexuality	...
Evalua�on	of	the	training:	
  49	par�cipants	completed	pre-training	ques�onnaire	
  55	par�cipants	completed	post-training...
As	a	result	of	the	training,	subsequent	ac�ons	for	ins�tu�onal	
culture	change	include…	
	
  Revised	University	sexual	har...
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Keynote Panel: How different national, cultural and institutional contexts frame sexual violence and disclosure.

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Vanita Sundaram (University of York, UK)

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Keynote Panel: How different national, cultural and institutional contexts frame sexual violence and disclosure.

  1. 1. USVreact: Training staff to respond to disclosures of sexual violence. University of York Vanita Sundaram, Mary Cobbe�-Ondiek and Annis Stead, Department of Educa�on http://usvreact.eu #USVreact
  2. 2.   Rela�vely li�le research on sexual harassment and violence in higher educa�on in the UK   Na�onal Union of Students: Hidden Marks (2010), Lad Culture and Sexism survey (2014), Lad culture audit (2015) -  1/7 women students have experienced serious physical or sexual assault -  2/3 of students have witnessed sexual harassment or violence towards another student   Phipps and Young: That’s What She Said (2012) - Lad culture as a group or “pack” mentality residing in ac�vi�es such as sport and heavy alcohol consump�on, and “banter” which was o�en sexist, misogynist and homophobic’   Jackson and Sundaram: Staff perspec�ves on ‘lad culture’ in higher educa�on (2014) Na�onal context (research)
  3. 3.   Policy context is increasingly suppor�ve of research in this area, following Universi�es UK Taskforce on Violence Against Women, Harassment and Hate Crime (2015)   Higher Educa�on Funding Council for England has announced two rounds of funding to support ac�on- projects on sexual violence and harassment, and online harassment and hate crime   The 1752 Group: Na�onal lobbying and consultancy group to tackle staff-student misconduct in higher educa�on established – helped to expose prevalence of this in UK universi�es Na�onal context (policy)
  4. 4.   University of York ‘Zero Tolerance’ survey conducted in 2013, found that 72% of students had experienced sexual harassment while at University   York Student Think Tank survey in 2015 found that 52% of students and 31% of staff had experienced sexual harassment (on and off campus)   City of York Council conducted a Student Health Needs Assessment in 2016/17 and found that 10% of University of York students surveyed had experienced sexual assault   Un�l now the University has not had a central system for receiving and colla�ng disclosures   Pre-training interviews found that: -  there is a fairly prevalent percep�on that sexual harassment and violence are not significant problems at York, specifically, or in higher educa�on more generally -  what cons�tutes sexual harassment is not consistently or accurately understood by staff -  Misunderstandings of sexual harassment in turn influence percep�ons of ins�tu�onal response, and impact on survivors Local context
  5. 5.   Understand sexual violence and the complexity of it   Relate sexual violence to cultural and social norms and why some student groups might be more vulnerable   Understand the impact of sexual violence on survivors and different ways in which disclosure might occur   Develop the skills to respond to disclosures in an empathe�c and suppor�ve manner   Gain the knowledge to refer student to op�ons for further help if they wish Objec�ves of training
  6. 6.  By experts in counselling and receiving disclosures of sexual violence (N=2) or by experts in field of gender, sexuality and/or sexual violence (N=2)  Sustainability maximised by delivery through permanent staff e.g. counsellors and senior managers at ins�tu�on, some of whom cascading training to own staff  Training has been delivered to all or some staff within: senior managers group (N=14) ; security staff (N=36); colleges staff (N=16); and students’ union staff (N=14)  Managers in each department/service were selected through consulta�on and they, in turn, decided whether training should be voluntary or compulsory for their staff  All par�cipants were given clear advance no�ce and explana�ons on the day that they could opt out of any ac�vity or leave the training at any �me Training delivery
  7. 7. Evalua�on of the training:   49 par�cipants completed pre-training ques�onnaire   55 par�cipants completed post-training ques�onnaire -  Significant changes made in par�cipants’ understanding and knowledge of sexual violence -  Knowledge about what cons�tutes sexual violence, myths surrounding it and how to iden�fy it was a key outcome -  Understanding of response forms by survivors and how to support survivors had increased Evalua�on
  8. 8. As a result of the training, subsequent ac�ons for ins�tu�onal culture change include…   Revised University sexual harassment and violence policy   Online repor�ng system for students   Consent and sexual violence web pages   Training for students through colleges, including consent and respect talks and bystander interven�on Ins�tu�onal changes

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