ANTI-HARASSMENT GUIDELINES Aim: What constitutes harassment? Harassment in workplace and in other environment (eg- time of disaster). Basic Principles Courtesy, fairly, with dignity respect for different customs cultures. Preservation
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Presentation Transcript
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ANTI-HARASSMENT GUIDELINES<br>
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Aim:
What constitutes harassment?
Harassment in workplace and in other environment (eg- time of disaster).<br>
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Basic Principles
Courtesy, fairly, with dignity & respect for different customs & cultures.
Preservation of human dignity.
Every staff, member & volunteer is responsible for ensuring that their own behaviour is not to be seen as harassment.
Managers bear the responsibility to ensure & maintain an environment which is free from any forms of harassment &
all managers are to take the necessary action in ensuring that the necessary appropriate action is taken against all such harassment.<br>
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Definition:
“Harassment” includes any improper & unwelcome conduct that has or might reasonably be expected to be perceived to cause offence or humiliation to another.
Harassment may be in the form of words, gestures or actions which tend to annoy, alarm, abuse, demean, intimidate, belittle or cause personal humiliation or embarassment to another …….”.<br>
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2 elements:
“Unwelcome conduct” – recipient’s feeling & individual perception to the act in question.
The behaviour in question must “reasonably be expected or be perceived” to have the effect of creating an offensive working environment.
ie: being perceived as unreasonable by a person who knows the facts complained.<br>
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Impact:
Conduct is assessed by the impact that such behaviour had on the victim
eg- well being, ability to do the job,
regular sick-leave.
Each individual harassment complaint shall be assessed according to the seniority, severity & impact that it has on the recipient.
Types of harassment:
Abuse of authority harassment
Sexual harassment
Psychological harassment<br>
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Abuse of authority harassment
“quid pro quo” / “sexual blackmail”
Eg- sexual conduct is requested from a staff member either under the promise of a reward or threat of detrimental action for refusal.
Can only be committed by someone with the power to give or take away an employment benefits.<br>
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Sexual harassment
“any unwelcome sexual advance, request for sexual favour, verbal or physical conduct or gesture of a sexual nature, or any other behaviour of a sexual nature (including pornography, sexually – coloured remarks etc) that has or might reasonably be expected or perceived to cause offence or humiliation to another.”
- Both male or female may be the injured party or the offender.<br>
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Examples of sexual harassment:
Deliberate & unsolicited physical contact.
Unnecessary close physical contact.
Repeated sexual comments / gestures about a person’s appearance or life-style.
Offensive phone calls, emails, whatsapp messages.
Questions about a person’s private life.
Sexually explicit jokes or proposition.
Constant invitations to social activities after a person has made it clear that they are not welcome.
Unwanted compliments with sexual content.<br>
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Examples of sexual harassment:
name – calling – “darling”
Use of obscene language.
Repeated sexually orientated gestures about a person’s body.
Nods, winks, gestures with the hands, fingers, legs or arms & other behaviour which is sexually suggestive.
Persistent staring at a person OR part of his/ her body.
Display of pornographic web-sites, materials etc.
*Sexual relationship with subordinates does not only constitute sexual harassment but also UNPROFESSIONAL MANAGEMENT.<br>
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Psychological Harassment
Eg- Bully or mobbing (gang up against someone)
Workplace bullying is repeated offensive, cruel, intimidating, insulting or humiliating behaviour, combined with misuse of power or position to undermine an individual or group of individuals.
It can be physical, verbal, visual or written, direct or indirect.
Occurs repeatedly, regularly (eg weekly) & over a period of time (eg one month).
Single act may be treated as psychological harassment (not bullying).<br>
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Example of bullying:
Anyone who challenges the bully shall given an overload of works & deadlines reduced. This is done in the hope that he will make mistakes.
Criticising someone through humiliating comparison.
Making it difficult for someone to perform their job or to take their annual leave.<br>
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Example of bullying:
Punishing others for being too competent by constant criticism OR removing their responsibilities by giving them trivial tasks to do.
Shouting at staffs to get things done.
Persistent picking on people in front of others or in private.
Keeping individuals in their workplace by blocking their promotion.<br>
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Mobbing (gang-up against someone):
Usually involves a group of individuals who gang-up on an employee & subject that individual to psychological harassment.
Occurs repeatedly & regularly over a period of time.
Single act does not constitute mobbing but may be a type of “psychological harassment”.
Examples of mobbing:
Making continuous negative remarks about a person OR constantly criticising the person.
Isolating a person
Spreading false rumours or gossiping about someone.<br>
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Examples of non-harassing behaviour:
Each case & situation has to be considered individually.
Criticising a subordinate’s performance & behaviour, even by using inappropriately strong language especially if the performance of the subordinate in question is proven.
Changes in job description.
Poor working conditions, if temporary & based on reasonable managerial decisions.<br>
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Responsibilities:
Responsibilities of managers:
Special responsibility
Take early & swift action on potential & actual harassment.
Must not tolerate such continuation.
Talk to the parties while demonstrating fairness & impartiality & free from intimidation or favouritism.
Anti-harassment session to be part of the basic training course for all volunteers, staffs & members.<br>
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Responsibilities of all staffs, members & volunteers:
To familiarise themselves with the anti-harassment guidelines.
Ensure & maintain an environment that prevent any form of harassment.
Duty to report to their manager/superior any harassment acts that they have a LEGITIMATE reason to believe are being carried out by a colleague.
Contact the relevant person or authority should they have any queries on the application of these guidelines.<br>
