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PREVENTION OF SEXUAL HARASSMENT

PREVENTION OF SEXUAL HARASSMENT. OBJECTIVES. Define Sexual Harassment Explain the categories of sexual harassment Identify behaviors of sexual harassment Explain the elements of sexual harassment Explain the sexual harassment checklist. OBJECTIVES. Describe the impact of sexual harassment

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PREVENTION OF SEXUAL HARASSMENT

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  1. PREVENTION OF SEXUAL HARASSMENT

  2. OBJECTIVES • Define Sexual Harassment • Explain the categories of sexual harassment • Identify behaviors of sexual harassment • Explain the elements of sexual harassment • Explain the sexual harassment checklist

  3. OBJECTIVES • Describe the impact of sexual harassment • Describe commanders’ and leaders’ responsibilities • Explain techniques to deal with sexual harassment • Explain the administrative actions dealing with sexual harassment

  4. TRUE OR FALSE

  5. TRUE OR FALSE • Sexual harassment can only occur in the work place. • Women can not be guilty of sexual harassment. • Only those in leadership positions can initiate sexual harassment. • Touching other individuals should be avoided.

  6. TRUE OR FALSE • As 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. • You 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.

  7. ANSWERS Q1 & Q2 • (F) Sexual harassment can take place anywhere. It is wrong no matter where it occurs. • (F) Women can harass men. If a person uses sex to create a hostile environment, it is sexual harassment.

  8. ANSWER Q3 • (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.

  9. ANSWER Q4 • (T) Unnecessary touching should be avoided.

  10. ANSWER Q5 • (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.

  11. ANSWER Q6 • (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.

  12. HARASS TO ANNOY OR TORMENT REPEATEDLY AND PERSISTENTLY WEBSTERS WEBSTER’S II DICTIONARY

  13. 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

  14. SEXUAL HARASSMENT: • Sexual 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:

  15. Submission to or rejection of such conduct is made either explicitly or implicitly a term or condition of a person’s job, pay, or career. • Submission to or rejection of such conduct by a person is made as a basis for career or employment decisions affecting that person.

  16. Such conduct interferes with an individual’s performance or creates an intimidating, hostile, or offensive environment.

  17. This means that any person in a supervisory or command position who: • Uses 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. • Makes deliberate or repeated UNWELCOME verbal comments, gestures, or physical contact of a SEXUAL nature is engaging in sexual harassment.

  18. Categories of Sexual Harassment • Quid Pro Quo • Hostile Environment

  19. Quid Pro Quo • Latin term meaning “this for that” • Conditions placed upon a person’s career or terms of employment in return for sexual favors • Promises of career advancement, promotions, and other benefits should the victim give in to the sexual advances.

  20. Hostile Environment • Unwelcome behavior that is severe or pervasive and unreasonably interferes with a person’s working conditions • Offensive • Unsolicited comments and/or behaviors of a sexual nature

  21. 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

  22. Forms of Sexual Harassment • Extreme - Proposition, sexual assault, rape • Subtle - Verbal calls, unwanted physical contact, love notes, memo’s, gossip, and rumors

  23. Behaviors of Sexual Harassment • Behaviors may be both verbal and/or nonverbal • The key is that the behavior is unwelcome and of a sexual nature

  24. Behaviors of Sexual Harassment • Verbal Sexual Harassment: • Jody calls of a sexual nature • Barking, growling, oinking, whistling • Sexually oriented remarks about another’s clothing, body, or sexual activities • Pressure, no matter how slight, for sexual activity linking it to threats to job, grade, etc

  25. Behaviors of Sexual Harassment (continued) • Sexually degrading language and/or profanity • Promises of rewards/benefits for cooperating • Telling jokes with sexual connotations • Personal inquiries unrelated to work • Referring to co-workers as baby, dear, honey, sweetheart, hunk, etc.

  26. Behaviors of Sexual Harassment (continued) • Non-Verbal Sexual Harassment: • Sexually oriented entertainment at functions • Leering or staring at another’s body • Gestures made with intentional sexual overtones • Leaving sexually suggestive notes

  27. Behaviors of Sexual Harassment (continued) • Blowing kisses • Licking lips • Winking in a suggestive manner • Sexually oriented e-mail • Sexually oriented faxes • Sexually oriented screen savers

  28. More behaviors of sexual harassment • Physical Contact Sexual Harassment: Touching Grabbing Cornering Hugging Patting Bumping Pinching

  29. Still More Behaviors of Sexual Harassment Kissing Playing footsie/kneesie Blocking a passageway Unsolicited back and neck rubs Unsolicited clothing adjustments Rape

  30. VIDEO

  31. Related Elements of Sexual Harassment • Impact vs. Intent • Reasonable Person Standard

  32. Related Elements of Sexual Harassment • Impact vs. Intent • Assessing whether the behavior is appropriate or offensive must be done from the perspective of the recipient, not the alleged harasser.

  33. Related Elements of Sexual Harassment • Reasonable Person Standard • 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.

  34. 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

  35. 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)

  36. Impact of Sexual Harassment on Military Personnel VERBAL REPRIMAND COURTS MARTIAL • 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

  37. Sexual Harassment Checklist • Is the behavior inappropriate for the workplace? • Is the behavior sexual in nature or connotation? • Is the conduct unwanted, unwelcome, or unsolicited? • Do the elements of power, control, or influence exist?

  38. Sexual Harassment Checklist (continued) • Does the situation indicate a quid pro quo relationship? • Have sexual favors been demanded, requested, or suggested? • Does the behavior create a hostile or offensive environment? • How would a “reasonable person” be affected?

  39. Leaderships Responsibilities • Examine his/her own personal behavior • Provide an environment free of intimidation, hostility, or psychological stress • Control social interactions so that they do not interfere with productivity • Establish, maintain and enforce standards

  40. Leaderships Responsibilities(Continued) • Take corrective action whenever sexual behavior is displayed • Assign responsibility to the appropriate parties by holding persons accountable for their own actions • Take disciplinary action when sexual harassment has occurred

  41. Leader’s Responsibilities(Continued) • Read and understand the policies and regulations, so you know what sexual harassment is • Be knowledgeable of the fact that sexual harassment exists • Enforce the standards • Educate and inform all individuals about sexual harassment

  42. Strategies for Combating Sexual Harassment • Be Pro-Active • Conduct sexual harassment training • Role play during workshops • Outline procedures and policies • Use bulletin boards • Be familiar with regulations/policies

  43. Techniques to deal withSexual Harassment • Diary • Intermediary • Letter • Confronting • Report the harassment to chain of command • File a informal/formal complaint

  44. 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. • Physical Contact - Squeezing a worker’s shoulder or putting a hand around his or her waist. • Gestures - Puckering one’s lips suggestively or making obscene signs with one’s fingers or hands.

  45. Identify the Problem • Pictures - Pin-ups, particularly those of scantily-clad individuals. • Terms 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.

  46. Identify the Problem • Questionable Compliments - • “Nice legs!” • “You look hot in that outfit!”. • Compliments 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.

  47. 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. • Does the behavior contribute to work output and mission accomplishment?

  48. Self Evaluation • Could the behavior offend or hurt other members of the work group? • Could someone misinterpret the behavior as intentionally harmful or harassing? • Could the behavior send out signals that invite inappropriate behavior by others? • Do I treat people equally regardless of race, gender, religion, etc.?

  49. Self Evaluation • Do I care if I offend others? • Do I really listen when someone tries to tell me something I do not want to hear? • Do people feel comfortable being honest with me? • Do my subordinates or co-workers tell me about my behaviors that they find offensive or inappropriate?

  50. SEXUAL HARRASMENT is….. • Inappropriate • Disrespectful • Illegal

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