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Sexual Harassment in the Idaho National Guard

Sexual Harassment in the Idaho National Guard. It’s wrong! It’s illegal! It won’t be tolerated ! It’s as simple as that!!. STOP. Overview. OBJECTIVES:. - Provide useful training on sexual harassment prevention to all personnel working in, and with, the Idaho

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Sexual Harassment in the Idaho National Guard

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  1. Sexual Harassment in theIdaho National Guard It’s wrong! It’s illegal! It won’t be tolerated! It’s as simple as that!! STOP

  2. Overview OBJECTIVES: -Provide useful training on sexual harassment prevention to all personnel working in, and with, the Idaho National Guard. -Establish the relationship between equal opportunity, sexual harassment prevention, and readiness.

  3. Prevention of Sexual Harassment What is sexual harassment? Unwelcome conduct of a sexual nature in the workplace. A form of discrimination that falls under “sex discrimination.”

  4. SEXUAL HARASSMENT “Workplace” is an expansive term for militarymembers and may include conduct on or off duty.

  5. SEXUAL HARASSMENT Submission to such conduct is made either, explicitly or implicitly, a term or condition of a person’s job, pay, or career or Submission to or rejection of such conduct by a person is used as a basis for career or employment decisions affecting that person, or Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creates an intimidating, hostile, or offensive working environment.

  6. TYPES OF SEXUAL HARASSMENT Quid Pro Quo - related to terms or conditions of employment and/or an employment decision; “something for something” or “this for that.” Hostile Work Environment - relates to a disruptive and /or offensive work environment.

  7. SEXUAL HARASSMENT • Examples of Quid Pro Quo: “Submit to my sexual requests or you will be fired, demoted, intimidated, passed over for promotion, or some other way made miserable on the job.” Harasser has the power to control the victim’s job destiny.

  8. SEXUAL HARASSMENT -- discussing sexual activities -- unnecessary touching -- commenting on physical attributes -- displaying sexually suggestive pictures -- using demeaning or inappropriate terms, such as “Babe” -- using unseemly gestures -- ostracizing workers of one gender by those of the other -- granting job favors to those who participate in consensual sexual activity -- using crude and offensive language

  9. SEXUAL HARASSMENT VICTIMS Originally - Women Later - Men Most recently - Same Sex

  10. HOW TO ADDRESS SEXUAL HARASSMENT SITUATIONS CONSTRUCTIVELY • Victims - All or any of the following • Indicate to the harasser that the behavior is unwelcome - firmly but in a pleasant manner whenever possible. • Keep a record of instances and follow-up actions. • Notify your supervisor. • Ask co-workers if they observed the behavior;get witnesses whenever possible. • Talk to an EEO Counselor at your unit level, or the SEEM at state headquarters.

  11. HOW TO ADDRESS SEXUAL HARASSMENT SITUATIONS CONSTRUCTIVELY • CO-WORKERS • If you witness questionable behavior: • Ask employee (victim) if it is a problem and offer assistance. • Mention the incident to your supervisor. • Talk to harasser about any behavior that bothers you personally.

  12. HOW TO ADDRESS SEXUAL HARASSMENT SITUATIONS CONSTRUCTIVELY • Supervisors • If you become aware of questionable behavior, even if there is no complaint: • Must take immediate and corrective action. • Look for evidence of illegal or improper behavior. • Document action taken. • Communicate action taken to the employee and explain what he or she should do if problem repeats.

  13. TO PREVENT SEXUAL HARASSMENT Examine your own personal behavior  Show respect for individuals regardless of your or their work position  Provide an environment free of intimidating hostility, or psychological stress  Control social interactions so that they do not interfere with productivity, and  Take corrective action(s) whenever sexual behavior is displayed.

  14. RESPONSIBILITIES • Agency- responsibility exists even when the acts were not complained of, were forbidden, and management did not know they were occurring. Organizations can meet their responsibilities by taking immediate and appropriate action to correct the problem.

  15. RESPONSIBILITES • Supervisory- Must take immediate action to correct sexual harassment situations. Conduct thorough and fair inquiry into complaints. If there is a finding of sexual harassment, apply appropriate, realistic and consistent discipline.

  16. RESPONSIBILITIES You are responsible for preventing sexual harassment. Employees must conduct themselves in an appropriate manner, consistent with Federal rules, regulations, policies and procedures. If you become aware that your behavior is offensive, you have the responsibility to stop the behavior even if it was not malicious or intended to create problems.

  17. RELATIONSHIP BETWEEN EO, SEXUAL HARASSMENT PREVENTION, AND READINESS • Human resources are our greatest asset in the Idaho National Guard. Treating all personnel fairly, with dignity and respect can only improve mission readiness. Supervisors are directlyresponsible for welfare of their people

  18. Readiness and Sexual Harassment Discrimination, including sexual harassment -- Interferes with unit cohesion and mission accomplishment. Complaints Low morale Loss of skills/threatens recruitment and retention Productivity Unhealthy stress Anxiety Feelings of lowered self-esteem

  19. EQUAL OPPORTUNITY IS A READINESS ISSUE • All of our employees deserve to work and train in an environment free from any kind of illegal discrimination. History has shown us that when the commander/supervisor provides this environment, productivity, unit cohesion and therefore, readiness, improve. • --William A. Navas, Jr. (Ret) MG • Director, Army National Guard • November 1996

  20. ASSISTANCE AVAILABLE -- Your commander or supervisor -- Local Equal Opportunity Employment Counselor -- for technician/military complaints -- State headquarters SEEM

  21. SEXUAL HARASSMENT IS... • Illegal • Inappropriate • Disrespectful • There is a zero tolerance level in the • Idaho National Guard

  22. WORKPLACE INTEGRITY • IF YOU WOULDN’T WANT IT SAID OR DONE, TO OR AROUND YOUR… • PARENT • SIBLING • FRIEND • SPOUSE • CHILD • IT DOESN’T BELONG IN THE WORKPLACE

  23. IF YOU HAVE ANY QUESTIONS , NEED ADVICE OR DIRECTION ON HOW TO DEAL WITH A SITUATION CALL THE IDAHO NATIONAL GUARD EQUAL EMPLOYMENT OPPORTUNITY OFFICE At (208)272-4210 DSN 272-4210 Mrs. Gayle A. Hinrichs State Equal Employment Manager (SEEM)

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