Presentation on theme: "PREVENTION OF SEXUAL HARASSMENT. OBJECTIVES l Define Sexual Harassment l Explain the categories of sexual harassment l Identify behaviors of sexual harassment."— Presentation transcript:
OBJECTIVES l Define Sexual Harassment l Explain the categories of sexual harassment l Identify behaviors of sexual harassment l Explain the elements of sexual harassment l Explain the sexual harassment checklist
OBJECTIVES lDescribe the impact of sexual harassment lDescribe commanders’ and leaders’ responsibilities lExplain techniques to deal with sexual harassment lExplain the administrative actions dealing with sexual harassment
lSexual harassment can only occur in the work place. lWomen can not be guilty of sexual harassment. lOnly those in leadership positions can initiate sexual harassment. lTouching other individuals should be avoided.
TRUE OR FALSE lAs long as you don’t say anything sexually suggestive to someone, or physically touch them, it is all right to look at them all you want. lYou keep sexually explicit pictures in your space at work and someone complains about them. If you do not remove them, you could be guilty of sexual harassment.
ANSWERS Q1 & Q2 l(F) Sexual harassment can take place anywhere. It is wrong no matter where it occurs. l(F) Women can harass men. If a person uses sex to create a hostile environment, it is sexual harassment.
ANSWER Q3 l(F) It is true that sexual harassment is often initiated by those in a position of power. However, it can also be initiated by peers and other persons not in your chain of command and can lead to a hostile environment.
ANSWER Q4 l(T) Unnecessary touching should be avoided.
ANSWER Q5 l(F) One look says a thousand words. It is possible to make someone feel very uncomfortable by just leering at them. A leer filled with unwanted sexual advances can be just as upsetting as a suggestive comment or unwanted touch.
ANSWER Q6 l(T) Sexually explicit material can create a hostile environment for others. If your fellow workers are offended by the material, it is considered a form of sexual harassment.
HARASS TO ANNOY OR TORMENT REPEATEDLY AND PERSISTENTLY WEBSTER’S II DICTIONARY WEBSTERS
SEXUAL HARASSMENT “SEXUAL HARASSMENT IS NOT COMPLICATED TO DEFINE. TO HARASS SOMEONE IS TO BOTHER HIM OR HER. SEXUAL HARASSMENT IS BOTHERING SOMEONE IN A SEXUAL WAY.” Ellen Bravo The 9 to 5 Guide to Combating Sexual Harassment
SEXUAL HARASSMENT: zSexual Harassment is a form of sex discrimination that involves UNWELCOME sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature WHEN:
zSubmission to or rejection of such conduct is made either explicitly or implicitly a term or condition of a person’s job, pay, or career. zSubmission to or rejection of such conduct by a person is made as a basis for career or employment decisions affecting that person.
zSuch conduct interferes with an individual’s performance or creates an intimidating, hostile, or offensive environment.
This means that any person in a supervisory or command position who: yUses or condones explicit or implicit sexual behavior to control, influence, or affect the career, pay, or job of another soldier or civilian employee is engaging in sexual harassment. yMakes deliberate or repeated UNWELCOME verbal comments, gestures, or physical contact of a SEXUAL nature is engaging in sexual harassment.
Categories of Sexual Harassment zQuid Pro Quo zHostile Environment
Quid Pro Quo zLatin term meaning “this for that” zConditions placed upon a person’s career or terms of employment in return for sexual favors zPromises of career advancement, promotions, and other benefits should the victim give in to the sexual advances.
Hostile Environment zUnwelcome behavior that is severe or pervasive and unreasonably interferes with a person’s working conditions zOffensive zUnsolicited comments and/or behaviors of a sexual nature
Hostile Environment (con’t) Not blatant acts, but “gray area” behaviors also include: Sexually oriented cartoons/pictures/emails Sexually explicit jokes/attitudes/ opinions Derogatory “feminine” terms for unsatisfactory “male” performance
Forms of Sexual Harassment zExtreme - Proposition, sexual assault, rape zSubtle - Verbal calls, unwanted physical contact, love notes, memo’s, gossip, and rumors
Behaviors of Sexual Harassment zBehaviors may be both verbal and/or nonverbal zThe key is that the behavior is unwelcome and of a sexual nature
Behaviors of Sexual Harassment zVerbal Sexual Harassment: yJody calls of a sexual nature yBarking, growling, oinking, whistling ySexually oriented remarks about another’s clothing, body, or sexual activities yPressure, no matter how slight, for sexual activity linking it to threats to job, grade, etc
Behaviors of Sexual Harassment (continued) ySexually degrading language and/or profanity yPromises of rewards/benefits for cooperating yTelling jokes with sexual connotations yPersonal inquiries unrelated to work yReferring to co-workers as baby, dear, honey, sweetheart, hunk, etc.
Behaviors of Sexual Harassment (continued) yNon-Verbal Sexual Harassment: xSexually oriented entertainment at functions xLeering or staring at another’s body xGestures made with intentional sexual overtones xLeaving sexually suggestive notes
Behaviors of Sexual Harassment (continued) xBlowing kisses xLicking lips xWinking in a suggestive manner xSexually oriented e-mail xSexually oriented faxes xSexually oriented screen savers
More behaviors of sexual harassment zPhysical Contact Sexual Harassment: Touching Grabbing CorneringHugging PattingBumping Pinching
Still More Behaviors of Sexual Harassment Kissing Playing footsie/kneesie Blocking a passageway Unsolicited back and neck rubs Unsolicited clothing adjustments Rape
Related Elements of Sexual Harassment zImpact vs. Intent zReasonable Person Standard
Related Elements of Sexual Harassment zImpact vs. Intent y Assessing whether the behavior is appropriate or offensive must be done from the perspective of the recipient, not the alleged harasser.
Related Elements of Sexual Harassment zReasonable Person Standard y How would a reasonable man/woman under similar circumstances react or be affected by such behavior? Used to predict the expected reaction to or impact of perceived offensive behaviors on the recipient. Used to predict the expected reaction to or impact of perceived offensive behaviors on the recipient.
Impact of Sexual Harassment On Victim Anger Reduction in work performance Avoidance Unreasonable stress Self blame High degree of fear and anxiety Undermine teamwork and morale Lose job Demoted
Impact of Sexual Harassment On the Organization Mistrust and frustration Increased absenteeism Recruiting and retention problems Loss of productivity Affects the level of mission accomplishment Loss of unit cohesion Lowering of morale Legal consequences (punitive & compensatory)
Impact of Sexual Harassment on Military Personnel UNSOLICITED AND UNWELCOME SEXUAL CONTACT UCMJ - ARTICLES 120, 128, 134 ENGAGES IN SEXUAL HARASSMENT TO DETRIMENT OF HIS/HER JOB PERFORMANCE - UCMJ - ARTICLE 92 OBSERVES SEXUAL HARASSMENT AND NEITHER STOPS NOR REPORTS IT UCMJ - ARTICLE 77 MAKING SEXUAL COMMENTS/GESTURES UCMJ - ARTICLE 89, 91, 117 VERBAL REPRIMAND COURTS MARTIAL
Sexual Harassment Checklist zIs the behavior inappropriate for the workplace? zIs the behavior sexual in nature or connotation? zIs the conduct unwanted, unwelcome, or unsolicited? zDo the elements of power, control, or influence exist?
Sexual Harassment Checklist (continued) zDoes the situation indicate a quid pro quo relationship? z Have sexual favors been demanded, requested, or suggested? zDoes the behavior create a hostile or offensive environment? zHow would a “reasonable person” be affected?
Leaderships Responsibilities zExamine his/her own personal behavior zProvide an environment free of intimidation, hostility, or psychological stress zControl social interactions so that they do not interfere with productivity zEstablish, maintain and enforce standards
Leaderships Responsibilities (Continued) zTake corrective action whenever sexual behavior is displayed zAssign responsibility to the appropriate parties by holding persons accountable for their own actions zTake disciplinary action when sexual harassment has occurred
Leader’s Responsibilities (Continued) zRead and understand the policies and regulations, so you know what sexual harassment is zBe knowledgeable of the fact that sexual harassment exists zEnforce the standards zEducate and inform all individuals about sexual harassment
Strategies for Combating Sexual Harassment zBe Pro-Active zConduct sexual harassment training zRole play during workshops zOutline procedures and policies zUse bulletin boards zBe familiar with regulations/policies
Techniques to deal with Sexual Harassment zDiary zIntermediary zLetter zConfronting zReport the harassment to chain of command zFile a informal/formal complaint
Identify the Problem Do you know if sexual harassment exists in your work environment? Look for the following indicators. Any of these elements may constitute sexual harassment. yPhysical Contact - Squeezing a worker’s shoulder or putting a hand around his or her waist. yGestures - Puckering one’s lips suggestively or making obscene signs with one’s fingers or hands.
Identify the Problem Pictures - Pin-ups, particularly those of scantily- clad individuals. yTerms of Endearment - calling a co-worker “honey”, “dear”, “sweetheart”, or some similar expression. The effect is the primary issue rather than intent. Even if the person “means nothing to you” or you have “used the term for years”, you should be aware that these expressions are inappropriate.
Identify the Problem Questionable Compliments - y“Nice legs!” y “You look hot in that outfit!”. zCompliments like these can make individuals feel uncomfortable or worse. Even if the person who received the “compliment” is not disturbed by it, others may be.
Self Evaluation DMA is comprised of people with different backgrounds, cultures, and beliefs. To strive for a more productive work atmosphere, get to know the people you work with and respect their individuality as they should yours. The following can help you get more out of work relationships. yDoes the behavior contribute to work output and mission accomplishment?
Self Evaluation Could the behavior offend or hurt other members of the work group? yCould someone misinterpret the behavior as intentionally harmful or harassing? yCould the behavior send out signals that invite inappropriate behavior by others? yDo I treat people equally regardless of race, gender, religion, etc.?
Self Evaluation Do I care if I offend others? yDo I really listen when someone tries to tell me something I do not want to hear? yDo people feel comfortable being honest with me? Do my subordinates or co-workers tell me about my behaviors that they find offensive or inappropriate?
SEXUAL HARRASMENT is….. zInappropriate zDisrespectful zIllegal
Remember: RESPECT zResolve conflicts at the lowest level zExplore options to improve relationships zSensitize yourself & your subordinates zPromote positive human relations zEliminate unacceptable behavior zConsider organization & employee needs zTeach non-discrimination & EO skills by example
Summary l Define Sexual Harassment l Explain the categories of sexual harassment l Explain the elements of sexual harassment l Forms of sexual harassment
Summary (continued) lIdentify behaviors of sexual harassment lExplain the commanders and leaders responsibilities lExplain the sexual harassment checklist lList techniques to deal with sexual harassment lExplain the administrative actions
Questions MAJ Elijah Ramsey State Equal Employment Manager Comm. (434) 298-6229 / DSN 438-6229 / Pager (800) 990-0652