What does it take to end sexual harassment in the workplace, which has not budget in decades? According to a May-June 2020 Forbes article by Frank Dobbin and Alexandra Kavin, compliance-based training has backfired and resulted in men feeling targeted as vilains, men becoming more accepting of sexual harassment, blaming women more and a reduction in women in senior jobs. Article here: https://hbr.org/2020/05/why-sexual-harassment-programs-backfire Another strong advocate for more effective training in this area is Felicity Menzies, who authored this excellent piece: https://www.linkedin.com/pulse/respect-work-your-sexual-harassment-training-fit-purpose-menzies-bthjc/?trackingId=T2SpuZslT1iwREb%2FCySO4g%3D%3D Another resource I used for this talk is the excellent UN Women Report (2019): What will it take? Promoting cultural change to end sexual harassment. I wish to thank UN Women for including me in its Feminist Think Space in New York in July 2018, where global leaders in the effort to end sexual harassment met, including Dr Catharine MacKinnon. I also drew on statistics from the World Bank's Women, Business and the Law in this presentation: https://www.worldbank.org/en/news/press-release/2024/03/04/new-data-show-massive-wider-than-expected-global-gender-gap
Talk at UN Gender Focal Point meeting 12 October 2018, UNAIDS, GenevaGry Tina Tinde
The document discusses issues around harassment and enabling an inclusive work environment. It notes that 51% of women who reported harassment said it was from a male superior. Research shows that sexual harassment and power abuse push women and minorities out of careers. While bystander intervention is recommended, in reality bystanders often do not get involved due to fears over professional consequences. The document calls for leadership to set a zero tolerance approach and protect those who report incidents from retaliation. Training on issues like local laws, harassment tactics, and women's security are also recommended to improve the work environment.
Ending violence against girls and women cristinagss
Domestic violence, sexual violence against women and human trafficking are the three most pervasive problems women rights activists from the Good Shepherd Sisters Congregation encounter in the 72 nations in which they operate. To better understand how women fall prey to this cycle of violence and abuse the New York-based NGO, Good Shepherd International Justice Peace Office (GSIJP) undertook a globe-spanning survey to determine who’s most at risk and how this pattern can be broken. Here are the results.
BREAKING THE SILENCE AROUND SEXTORTION: THE LINKS BETWEEN POWER, SEX AND C...Δρ. Γιώργος K. Κασάπης
Sexual extortion or “sextortion” occurs when those entrusted with power use it to sexually exploit those dependent on that power. It is a gendered form of corruption that occurs in both developed and developing countries, affecting children and adults, vulnerable individuals (such as undocumented migrants crossing borders) and established professionals. While evidence shows that women are disproportionally targeted, men, transgender and gender non-conforming people are also affected.
Sextortion has long been a silent form of corruption, hiding in plain view. Until recently, it was never discussed or recognised as a distinct phenomenon within either the corruption framework or the framework of gender-based violence. Lacking a name, sextortion remained largely invisible, and few research projects, laws or strategies were developed to address it. Barriers to reporting sextortion and obtaining effective redress further contributed to its low profile. As a result, researchers have failed to ask survivors/victims the right questions to properly understand sextortion; statistical systems lack the appropriate categories to register the few cases that go to court, and complaints have been poorly handled. The result has been that survivors/victims have largely been denied justice.
This Transparency International report assesses the state of knowledge about the links between corruption and sextortion. It presents evidence on the prevalence of sextortion and the existing legal frameworks to address it, and it proposes recommendations for how to tackle it.
Day 1_ Supporting Criminalized Survivors of Violence.pdfallisonfranklin8
This document discusses human trafficking and the intersections with criminalization of survivors. It begins with introductions from various organizations working on these issues. The training then covers identifying different forms of gender-based violence and their intersections, including intimate partner abuse, sexual assault, and human trafficking. It discusses how survivors may be criminalized due to biases and how their experiences of violence can involve criminal acts of survival. The training aims to help providers address survivors' various needs and legal protections.
The document discusses the issue of violence against women and girls around the world. It notes that 70% of women experience violence and 40-70% of murdered women are killed by intimate partners. While most countries have laws against violence, perpetrators often go unpunished. The document calls for efforts to eliminate structural factors that enable violence, a lack of respect for human rights, and failure to address the core problems and implement long-term solutions. It proposes strategies like education, public awareness campaigns, and strengthening laws and their enforcement.
Safe and inclusive workplaces and operationsGry Tina Tinde
The document discusses creating safe and inclusive workplaces. It summarizes findings from studies that found widespread sexual harassment and abuse in the humanitarian aid sector. Over half of physical aggressions were committed by supervisors, and many victims did not report out of fear of consequences. The document recommends consulting staff about their concerns, sharing security information horizontally, training staff on sexual violence prevention, evaluating onboarding materials to address sexual violence as a risk, and evaluating security protocols to better integrate responses to sexual violence incidents. The goal is to establish a supportive environment where sexual violence can be openly discussed and appropriately addressed.
This document provides an overview of transformative justice as an alternative to the carceral system. It defines transformative justice as a framework that seeks safety, accountability and healing without relying on punishment or state violence like incarceration. The document discusses how the carceral system perpetuates harm and is a mechanism of control over marginalized groups. It also covers different approaches to transformative justice used by organizations, the process of confronting biases, and personal experiences with injustice.
Prevention and Response To Gender-Based Violence in Lagos State [Standard Ope...OluwatobiOpadokun
SOPs describe the clear procedures and standards for all actors, outlining roles, responsibilities and present a working manual for those who agree to work together in pursuit of a common interest. SGBV SOPs are developed to assist in creating a coordinated multi-sectoral response, referral and prevention structure for persons at risk.
This SOP is as a one-stop document to provide the response guidelines and pathways for intervenors and other actors (individuals and organisations) respond-ing to GBV and who are known as service providers. It provides information about the proper channels for reporting cases, referrals and facilitating access to justice for survivors/victims of VAWG/SGBV/SRHR/HP in Lagos State. It delineates the roles, responsibilities and procedures for all actors for the best interest of victims/survivors
Talk at UN Gender Focal Point meeting 12 October 2018, UNAIDS, GenevaGry Tina Tinde
The document discusses issues around harassment and enabling an inclusive work environment. It notes that 51% of women who reported harassment said it was from a male superior. Research shows that sexual harassment and power abuse push women and minorities out of careers. While bystander intervention is recommended, in reality bystanders often do not get involved due to fears over professional consequences. The document calls for leadership to set a zero tolerance approach and protect those who report incidents from retaliation. Training on issues like local laws, harassment tactics, and women's security are also recommended to improve the work environment.
Ending violence against girls and women cristinagss
Domestic violence, sexual violence against women and human trafficking are the three most pervasive problems women rights activists from the Good Shepherd Sisters Congregation encounter in the 72 nations in which they operate. To better understand how women fall prey to this cycle of violence and abuse the New York-based NGO, Good Shepherd International Justice Peace Office (GSIJP) undertook a globe-spanning survey to determine who’s most at risk and how this pattern can be broken. Here are the results.
BREAKING THE SILENCE AROUND SEXTORTION: THE LINKS BETWEEN POWER, SEX AND C...Δρ. Γιώργος K. Κασάπης
Sexual extortion or “sextortion” occurs when those entrusted with power use it to sexually exploit those dependent on that power. It is a gendered form of corruption that occurs in both developed and developing countries, affecting children and adults, vulnerable individuals (such as undocumented migrants crossing borders) and established professionals. While evidence shows that women are disproportionally targeted, men, transgender and gender non-conforming people are also affected.
Sextortion has long been a silent form of corruption, hiding in plain view. Until recently, it was never discussed or recognised as a distinct phenomenon within either the corruption framework or the framework of gender-based violence. Lacking a name, sextortion remained largely invisible, and few research projects, laws or strategies were developed to address it. Barriers to reporting sextortion and obtaining effective redress further contributed to its low profile. As a result, researchers have failed to ask survivors/victims the right questions to properly understand sextortion; statistical systems lack the appropriate categories to register the few cases that go to court, and complaints have been poorly handled. The result has been that survivors/victims have largely been denied justice.
This Transparency International report assesses the state of knowledge about the links between corruption and sextortion. It presents evidence on the prevalence of sextortion and the existing legal frameworks to address it, and it proposes recommendations for how to tackle it.
Day 1_ Supporting Criminalized Survivors of Violence.pdfallisonfranklin8
This document discusses human trafficking and the intersections with criminalization of survivors. It begins with introductions from various organizations working on these issues. The training then covers identifying different forms of gender-based violence and their intersections, including intimate partner abuse, sexual assault, and human trafficking. It discusses how survivors may be criminalized due to biases and how their experiences of violence can involve criminal acts of survival. The training aims to help providers address survivors' various needs and legal protections.
The document discusses the issue of violence against women and girls around the world. It notes that 70% of women experience violence and 40-70% of murdered women are killed by intimate partners. While most countries have laws against violence, perpetrators often go unpunished. The document calls for efforts to eliminate structural factors that enable violence, a lack of respect for human rights, and failure to address the core problems and implement long-term solutions. It proposes strategies like education, public awareness campaigns, and strengthening laws and their enforcement.
Safe and inclusive workplaces and operationsGry Tina Tinde
The document discusses creating safe and inclusive workplaces. It summarizes findings from studies that found widespread sexual harassment and abuse in the humanitarian aid sector. Over half of physical aggressions were committed by supervisors, and many victims did not report out of fear of consequences. The document recommends consulting staff about their concerns, sharing security information horizontally, training staff on sexual violence prevention, evaluating onboarding materials to address sexual violence as a risk, and evaluating security protocols to better integrate responses to sexual violence incidents. The goal is to establish a supportive environment where sexual violence can be openly discussed and appropriately addressed.
This document provides an overview of transformative justice as an alternative to the carceral system. It defines transformative justice as a framework that seeks safety, accountability and healing without relying on punishment or state violence like incarceration. The document discusses how the carceral system perpetuates harm and is a mechanism of control over marginalized groups. It also covers different approaches to transformative justice used by organizations, the process of confronting biases, and personal experiences with injustice.
Prevention and Response To Gender-Based Violence in Lagos State [Standard Ope...OluwatobiOpadokun
SOPs describe the clear procedures and standards for all actors, outlining roles, responsibilities and present a working manual for those who agree to work together in pursuit of a common interest. SGBV SOPs are developed to assist in creating a coordinated multi-sectoral response, referral and prevention structure for persons at risk.
This SOP is as a one-stop document to provide the response guidelines and pathways for intervenors and other actors (individuals and organisations) respond-ing to GBV and who are known as service providers. It provides information about the proper channels for reporting cases, referrals and facilitating access to justice for survivors/victims of VAWG/SGBV/SRHR/HP in Lagos State. It delineates the roles, responsibilities and procedures for all actors for the best interest of victims/survivors
The Undergraduate Student Government at Ohio State University formed a Sexual Violence Task Force to examine the issue of sexual violence on campus. The Task Force surveyed over 600 students and found high rates of sexual violence, with over a third of respondents reporting unwanted sexual contact. They also found low reporting rates and a lack of awareness of university resources. The report provides recommendations in three key areas: improving campus climate and culture through a new center for support and an affirmative consent policy, increasing prevention through mandatory training, and enhancing support for victims. The Task Force benchmarked other universities and found Ohio State has relatively low staffing levels dedicated to sexual violence education and support.
This document provides information about preventing sexual exploitation and abuse (PSEA) in humanitarian aid organizations. It discusses that aid workers must ensure they do not harm community members, with women, children and disabled people being most at risk. The purpose is to promote a world where all individuals can live and work free from such exploitation and abuse. It defines sexual harassment, exploitation and abuse. It outlines the PSEA complaint process and why a formal reporting system is important to protect staff and beneficiaries. It provides guidance on receiving and documenting complaints, including principles, roles, skills and basic phases of an interview.
Restorative Justice Women, Crime, Violence, and HealingJanuar.docxjoellemurphey
Restorative Justice: Women, Crime, Violence, and Healing
January 27/30, 2015
Treisha Hylton UOIT
1
Agenda
Announcements (case review )
Lecture
Class Discussion
Break
Lecture
Student Support
2
Feminism: An Overview And the Colonization of Diversity
Feminism is a collection of movements and ideologies that share a common stated aim: to define, establish, and defend equal political, economic, cultural, and social rights of women rights. This includes seeking to establish equal opportunities for women in education and employment. A feminist generally self-defines as advocating for or supporting the rights and equality of women. Feminist theory which emerged from feminist movements aims to understand the nature of gender inequality by examining women's social roles and lived experience; it has developed theories in a variety of disciplines in order to respond to issues such as the social construction of sex and gender. Some forms of feminism have been criticized for taking into account only white, middle-class, educated perspectives. This led to the creation of ethnically specific or multiculturalist forms of feminism.
3
Feminism and the Law
Feminism is a collection of movements and ideologies that share a common stated aim: to define, establish, and defend equal political, economic, cultural, and social rights of women This includes seeking to establish equal opportunities for women in education and employment. A feminist generally self-defines as advocating for or supporting the rights and equality of women. Feminist which emerged from feminist movement, aims to understand the nature of gender inequality by examining women's social roles and lived experience; it has developed theories in a variety of disciplines in order to respond to issues such as the social construction of sex and gender. Some forms of feminism have been criticized for taking into account only white, middle-class, educated perspectives. This led to the creation of ethnically specific or multiculturalist forms of feminism.
4
Overview of Women’s Movement in Restorative Justice
Addresses Multiple marginality” is manifested by women of colour, poor women, First Nations women and women that identify as Queer (LGBT)
Framework rooted in violence against women
Recently First Nations women offenders
Corrective rape
Victim blaming and re-victimization (within the criminal justice system)
Emergence of victim’s movement
Health Care Needs of incarcerated women (HIV, Aids, and Trans-women)
Linkages between crimes committed by women and crimes against women
Addresses the different pathways to incarceration (women crimes of necessity)
Exploring the Intersectionality of Victimization and Criminalization of First Nation’s Women
5
Restorative Justice: Women as Victims
Restorative justice may by an additional layer to a more complex issue of domestic violence, violence against women
Women's groups in Canada and the U.S. have raised concerns about the race and gender polit ...
The document summarizes the history and ongoing issues of sexual harassment in the legal profession. It discusses how the ABA first addressed sexual harassment as a serious problem in 1992. However, 25 years later, sexual harassment continues to plague women in law, especially women of color. Structural and legal impediments make it difficult for victims to seek justice, though some states have updated ethics rules to address harassment. The document concludes that eliminating sexual harassment must be a priority for the legal profession.
Title IX experts Chantelle Cleary, Scott Schneider, and Sam Wilmoth present this special 90-minute webinar covering the principles of a trauma-informed investigation, the changing regulatory environment, and the trauma-informed approach beyond investigations. The presenters balance detailed, practical guidance with the realities of broader policy about Title IX-related issues. They help participants identify when regulatory change alters only our collective floor, encouraging them to reach for the ceiling instead. Topics covered include trauma-informed Title IX investigations, critical community partnerships, and coordinating Title IX training efforts on your campus.
This document provides an overview of intersectionality and argues for adopting an intersectional approach to social justice advocacy and policymaking. It makes three key points:
1) Intersectional analysis is needed to understand how multiple forms of discrimination and disadvantage overlap and interact, affecting people in complex and non-exclusive ways. Failing to consider intersections can cause harm to be overlooked.
2) Intersectional interventions are required to address the needs of people with multiple, intersecting identities who are often excluded. Separate advocacy silos can be ineffective or leave some groups behind.
3) Intersectional advocacy is important to build more inclusive coalitions and avoid tensions between groups that see their interests as competing rather than shared. An intersection
The document discusses trauma-informed care and practices for trafficked and culturally and linguistically diverse populations. It outlines key elements of providing support including establishing trust, safety and control; addressing vulnerabilities in a client-centered way; explaining rights and choices; regaining control over one's life; and engaging communities in a competent, sensitive manner. Trafficked persons have experienced complex trauma so support must consider trauma impacts, use alternative therapies, and prevent re-traumatization through clear communication and awareness of triggers.
The report summarizes findings from a study on urban violence in Nakuru County, Kenya. It identifies the most prevalent forms of violence as sexual and gender-based violence (SGBV), violence against children, and violent crime. SGBV and violence against children mainly occur at the household level and introduce unique challenges. Victims are primarily identified as women, girls, and children. Young people are both victims and major perpetrators. Unemployment, poverty, and drug/alcohol abuse are cited as underlying causes. The report recommends community-level prevention programs focused on awareness, empowerment, and engaging trusted local institutions. It also calls for addressing socioeconomic factors, strengthening security initiatives, and building police-community trust
The Voice and Demands of positive Sex Workersclac.cab
Positive sex workers face dual stigma due to their work and HIV status. They experience barriers to healthcare access and invisible in HIV discussions despite evidence that decriminalizing sex work improves health outcomes. Sex workers living with HIV demand recognition of their voices and experiences and rights to work without discrimination or criminalization that fuels stigma and violence against them.
Positive sex workers face dual stigma due to their work and HIV status. They experience barriers to healthcare access and invisible in HIV discussions despite evidence that decriminalizing sex work improves health outcomes. Sex workers living with HIV demand recognition of their voices and experiences and rights to work without discrimination and access treatment and support.
In 2002 the World Health Organization released its World Rep.docxbradburgess22840
I
n 2002 the World Health Organization released its World Report on
Violence and Health, in which former South African president
Nelson Mandela wrote of violence against women as one example of
a legacy of suffering, “a legacy that reproduces itself, as new gener-
ations learn from the violence of generations past. . . . But [we are
not] powerless against it.”1
Each year, 1 million women in the United States report being physically
abused by their intimate partners; half of these victims report a physical
injury.2 So great is the problem that Healthy People 2010, the report of
the U.S. Department of Health and Human Services, specified a 20%
reduction in the occurrence of intimate-partner abuse as a national health
objective to be achieved by 2010.3
Nursing and other professional organizations acknowledge the health
consequences of intimate-partner violence and the need for routine assess-
Judith McFarlane holds the Parry Chair in Health Promotion and Disease Prevention at the Texas
Woman’s University College of Nursing in Houston, where Ann Malecha and Julia Gist are assistant
professors. Iva Hall is undergraduate coordinator and Sheila Smith is an instructor in the Department
of Nursing at Lamar University in Beaumont, TX. Kathy Watson is a statistician at Baylor College of
Medicine and Elizabeth Batten is a bilingual caseworker at the Harris County District Attorney’s
Office, both in Houston. Contact author: [email protected]
This project was supported by Grant No. 2000-WT-VX-0020, awarded by the National Institute
of Justice, Office of Justice Programs, U.S. Department of Justice. Points of view in this document
are those of the authors and do not necessarily represent the official position or policies of the U.S.
Department of Justice. The authors wish to thank the Family Criminal Law Division of the Harris
County District Attorney’s Office for assistance in the collection of data; they also acknowledge the
149 women who maintained contact with the investigators for 18 months. The authors have no sig-
nificant ties, financial or otherwise, to any company that might have an interest in the publication of
this educational activity.
Increasing the
Safety-Promoting Behaviors
of Abused Women
Increasing the
Safety-Promoting Behaviors
of Abused Women
In this study, a telephone intervention for
victims of intimate-partner violence showed
efficacy for 18 months.
OVERVIEW Despite an epidemic of intimate-
partner violence against women, and general
agreement that women should be screened
for it, few assessment and intervention proto-
cols have been evaluated in controlled stud-
ies. To test a telephone intervention intended
to increase the “safety-promoting behavior” of
abused women, 75 women received six tele-
phone calls over a period of eight weeks in
which safety-promoting behaviors were dis-
cussed. A control group of 75 women re-
ceived usual care. Women in both groups
received follow-up calls to assess safety-
promoting behav.
Best Practices for Addressing Sexual Harassment in the New #MeToo #TimesUp En...Parsons Behle & Latimer
This document summarizes a presentation on addressing sexual harassment in the post-#MeToo environment. It discusses the legal definition of sexual harassment, best practices for policies, training, and procedures. It provides examples of behaviors that may constitute harassment and notes that reporting remains a challenge as employees may not feel safe reporting harassment, especially by those in positions of power. Companies are responsible for stopping harassment once aware and trends show industries implementing requirements for vendors around harassment policies and procedures.
The document summarizes the Cities for CEDAW campaign, which aims to get 100 US cities to adopt the principles of CEDAW, the UN Convention on the Elimination of All Forms of Discrimination Against Women. It discusses how San Francisco and Louisville, Kentucky were early adopters of CEDAW, with Louisville holding events to promote the principles of gender equality, health care access, and violence prevention. The campaign sees local adoption of CEDAW as important to addressing issues faced by women and girls in communities across the US.
This document discusses gender stereotypes and stereotyping and their negative impact on women's human rights. It defines gender stereotypes as generalizations about attributes of women and men, and gender stereotyping as applying those stereotypes to individuals. Stereotypes can be harmful when they limit opportunities or choices, and stereotyping violates human rights. States have obligations under CEDAW and other agreements to eliminate harmful stereotypes through education and legal reforms to promote equality. The OHCHR is working with countries to address stereotyping in judicial systems that impacts issues like violence against women.
Access to justice for women, Maria Rodriguez FernandaOECD Governance
Presentation by Maria Rodriguez Fernanda made at the OECD Global Policy Roundtable on Equal Access to Justice, 28 March 2019.
For more information see www.oecd.org/gov/equal-access-to-justice-oecd-expert-roundtable-portugal-2019.htm
Best Practices for Conducting Sexual Harassment InvestigationsCase IQ
When an employee makes an allegation of sexual harassment in the workplace the company must act quickly to assess and investigate the complaint. This is one of the most difficult types of investigations, given the sensitive nature of sexual harassment, and a prompt, thorough and fair investigation is the only way to tackle the risk to the company, its employees and its reputation.
Join Angela J. Reddock-Wright, employment attorney, mediator, arbitrator, investigator and trainer as she outlines the elements of a well conducted sexual harassment investigation that addresses the needs of the complainant, the subject of the complaint, the other employees and the company.
The webinar will cover:
Assessing the credibility of the complainant
Outlining an investigation plan
Gathering evidence
Interviewing the complainant, witnesses and the subject of the complaint
Best practices for communicating with parties to a sexual harassment investigation
Following up with all parties
Making recommendations
Protection against sexual exploitation and abuse (PSEA) Gry Tina Tinde
On 23 June 2022, the UN Connecting Business Initiative #CBI outlined humanitarian principles, engaging with local communities and how to prevent and respond to sexual exploitation and abuse (PSEA) of people affected by crises. These are my slides, which gives an idea of the PSEA efforts. My introductory remarks:
Thank you for inviting me and for putting the need for safe humanitarian operations for all on the agenda today. I feel for everyone who suffers the consequences of war in your country. It is impressive how people, businesses, authorities and civil society in Ukraine have stepped up to assist victims and to adapt their activities to a new and challenging reality.
This is my second time to work in beautiful Ukraine. I was election observer in Cherkasy during two months in 2015 and fell for your people and country. Last week I arrived in Lviv and my job is coordinate efforts of national and international entities to prevent and respond to sexual exploitation and abuse of people seeking humanitarian assistance, committed by those who are tasked to assist. Helpers abusing those they are meant to help sounds like a contradiction of terms, and it is. Yet it happens, and more often than we know, because globally, around 80 percent of survivors of gender-based violence do not report the acts.
Aid workers, whether they are from an international organization, civil society, private companies or government entities, are expected to show the highest standards of behavior. We have job contracts, staff rules and codes of conduct that everyone must sign in order to be taken on. Abuse of power is a no-no. Aid workers meet people who might be destitute, or who have lost family members, who have health issues such as a disability after attacks or disasters, or they have lost their homes, their jobs, access to school or studies or the support of their family and community networks. Media have covered how some aid workers take advantage of their position distributing assistance or recruiting staff to demand sex from particularly women and children under 18. Most of the perpetrators are men, but there are examples of women who take advantage of vulnerable groups as well. In 2016, a Norwegian woman in her 50s who worked at a centre for asylum seekers demanded sex in return for helping a male Syrian refugee who was 22 years old with job applications and money for clothes and trips. She offered him a room at her house where she lived with her husband and cajoled the young man to have sex with her when her husband was not home. The refugee and other male asylum seekers told journalists and showed text messages that proved that several female employees and volunteers at emergency shelters for refugees had propositioned them. I feel sick to my stomach when I read about such exploitation, no matter who commits it.
We can all learn from the Ukrainian writer, feminist, activist and polyglot Nataliya Kobrynska. She was born in 1851 in Beleluia.
How to end sexual misconduct - IFRC Africa regionGry Tina Tinde
Survivors and those most at risk of sexual misconduct are best placed to guide the prevention and response to such misdeeds. There is a need to hire more people, and especially women and other under-represented groups, from the global south to humanitarian and development organisations in order to make programmes safer, more effective and relevant to the local population. The presentation was given at an all-staff online meeting of IFRC in Africa on 28 Sept 2021.
Contenu connexe
Similaire à Preventing and ending sexual harassment in the workplace.pptx
The Undergraduate Student Government at Ohio State University formed a Sexual Violence Task Force to examine the issue of sexual violence on campus. The Task Force surveyed over 600 students and found high rates of sexual violence, with over a third of respondents reporting unwanted sexual contact. They also found low reporting rates and a lack of awareness of university resources. The report provides recommendations in three key areas: improving campus climate and culture through a new center for support and an affirmative consent policy, increasing prevention through mandatory training, and enhancing support for victims. The Task Force benchmarked other universities and found Ohio State has relatively low staffing levels dedicated to sexual violence education and support.
This document provides information about preventing sexual exploitation and abuse (PSEA) in humanitarian aid organizations. It discusses that aid workers must ensure they do not harm community members, with women, children and disabled people being most at risk. The purpose is to promote a world where all individuals can live and work free from such exploitation and abuse. It defines sexual harassment, exploitation and abuse. It outlines the PSEA complaint process and why a formal reporting system is important to protect staff and beneficiaries. It provides guidance on receiving and documenting complaints, including principles, roles, skills and basic phases of an interview.
Restorative Justice Women, Crime, Violence, and HealingJanuar.docxjoellemurphey
Restorative Justice: Women, Crime, Violence, and Healing
January 27/30, 2015
Treisha Hylton UOIT
1
Agenda
Announcements (case review )
Lecture
Class Discussion
Break
Lecture
Student Support
2
Feminism: An Overview And the Colonization of Diversity
Feminism is a collection of movements and ideologies that share a common stated aim: to define, establish, and defend equal political, economic, cultural, and social rights of women rights. This includes seeking to establish equal opportunities for women in education and employment. A feminist generally self-defines as advocating for or supporting the rights and equality of women. Feminist theory which emerged from feminist movements aims to understand the nature of gender inequality by examining women's social roles and lived experience; it has developed theories in a variety of disciplines in order to respond to issues such as the social construction of sex and gender. Some forms of feminism have been criticized for taking into account only white, middle-class, educated perspectives. This led to the creation of ethnically specific or multiculturalist forms of feminism.
3
Feminism and the Law
Feminism is a collection of movements and ideologies that share a common stated aim: to define, establish, and defend equal political, economic, cultural, and social rights of women This includes seeking to establish equal opportunities for women in education and employment. A feminist generally self-defines as advocating for or supporting the rights and equality of women. Feminist which emerged from feminist movement, aims to understand the nature of gender inequality by examining women's social roles and lived experience; it has developed theories in a variety of disciplines in order to respond to issues such as the social construction of sex and gender. Some forms of feminism have been criticized for taking into account only white, middle-class, educated perspectives. This led to the creation of ethnically specific or multiculturalist forms of feminism.
4
Overview of Women’s Movement in Restorative Justice
Addresses Multiple marginality” is manifested by women of colour, poor women, First Nations women and women that identify as Queer (LGBT)
Framework rooted in violence against women
Recently First Nations women offenders
Corrective rape
Victim blaming and re-victimization (within the criminal justice system)
Emergence of victim’s movement
Health Care Needs of incarcerated women (HIV, Aids, and Trans-women)
Linkages between crimes committed by women and crimes against women
Addresses the different pathways to incarceration (women crimes of necessity)
Exploring the Intersectionality of Victimization and Criminalization of First Nation’s Women
5
Restorative Justice: Women as Victims
Restorative justice may by an additional layer to a more complex issue of domestic violence, violence against women
Women's groups in Canada and the U.S. have raised concerns about the race and gender polit ...
The document summarizes the history and ongoing issues of sexual harassment in the legal profession. It discusses how the ABA first addressed sexual harassment as a serious problem in 1992. However, 25 years later, sexual harassment continues to plague women in law, especially women of color. Structural and legal impediments make it difficult for victims to seek justice, though some states have updated ethics rules to address harassment. The document concludes that eliminating sexual harassment must be a priority for the legal profession.
Title IX experts Chantelle Cleary, Scott Schneider, and Sam Wilmoth present this special 90-minute webinar covering the principles of a trauma-informed investigation, the changing regulatory environment, and the trauma-informed approach beyond investigations. The presenters balance detailed, practical guidance with the realities of broader policy about Title IX-related issues. They help participants identify when regulatory change alters only our collective floor, encouraging them to reach for the ceiling instead. Topics covered include trauma-informed Title IX investigations, critical community partnerships, and coordinating Title IX training efforts on your campus.
This document provides an overview of intersectionality and argues for adopting an intersectional approach to social justice advocacy and policymaking. It makes three key points:
1) Intersectional analysis is needed to understand how multiple forms of discrimination and disadvantage overlap and interact, affecting people in complex and non-exclusive ways. Failing to consider intersections can cause harm to be overlooked.
2) Intersectional interventions are required to address the needs of people with multiple, intersecting identities who are often excluded. Separate advocacy silos can be ineffective or leave some groups behind.
3) Intersectional advocacy is important to build more inclusive coalitions and avoid tensions between groups that see their interests as competing rather than shared. An intersection
The document discusses trauma-informed care and practices for trafficked and culturally and linguistically diverse populations. It outlines key elements of providing support including establishing trust, safety and control; addressing vulnerabilities in a client-centered way; explaining rights and choices; regaining control over one's life; and engaging communities in a competent, sensitive manner. Trafficked persons have experienced complex trauma so support must consider trauma impacts, use alternative therapies, and prevent re-traumatization through clear communication and awareness of triggers.
The report summarizes findings from a study on urban violence in Nakuru County, Kenya. It identifies the most prevalent forms of violence as sexual and gender-based violence (SGBV), violence against children, and violent crime. SGBV and violence against children mainly occur at the household level and introduce unique challenges. Victims are primarily identified as women, girls, and children. Young people are both victims and major perpetrators. Unemployment, poverty, and drug/alcohol abuse are cited as underlying causes. The report recommends community-level prevention programs focused on awareness, empowerment, and engaging trusted local institutions. It also calls for addressing socioeconomic factors, strengthening security initiatives, and building police-community trust
The Voice and Demands of positive Sex Workersclac.cab
Positive sex workers face dual stigma due to their work and HIV status. They experience barriers to healthcare access and invisible in HIV discussions despite evidence that decriminalizing sex work improves health outcomes. Sex workers living with HIV demand recognition of their voices and experiences and rights to work without discrimination or criminalization that fuels stigma and violence against them.
Positive sex workers face dual stigma due to their work and HIV status. They experience barriers to healthcare access and invisible in HIV discussions despite evidence that decriminalizing sex work improves health outcomes. Sex workers living with HIV demand recognition of their voices and experiences and rights to work without discrimination and access treatment and support.
In 2002 the World Health Organization released its World Rep.docxbradburgess22840
I
n 2002 the World Health Organization released its World Report on
Violence and Health, in which former South African president
Nelson Mandela wrote of violence against women as one example of
a legacy of suffering, “a legacy that reproduces itself, as new gener-
ations learn from the violence of generations past. . . . But [we are
not] powerless against it.”1
Each year, 1 million women in the United States report being physically
abused by their intimate partners; half of these victims report a physical
injury.2 So great is the problem that Healthy People 2010, the report of
the U.S. Department of Health and Human Services, specified a 20%
reduction in the occurrence of intimate-partner abuse as a national health
objective to be achieved by 2010.3
Nursing and other professional organizations acknowledge the health
consequences of intimate-partner violence and the need for routine assess-
Judith McFarlane holds the Parry Chair in Health Promotion and Disease Prevention at the Texas
Woman’s University College of Nursing in Houston, where Ann Malecha and Julia Gist are assistant
professors. Iva Hall is undergraduate coordinator and Sheila Smith is an instructor in the Department
of Nursing at Lamar University in Beaumont, TX. Kathy Watson is a statistician at Baylor College of
Medicine and Elizabeth Batten is a bilingual caseworker at the Harris County District Attorney’s
Office, both in Houston. Contact author: [email protected]
This project was supported by Grant No. 2000-WT-VX-0020, awarded by the National Institute
of Justice, Office of Justice Programs, U.S. Department of Justice. Points of view in this document
are those of the authors and do not necessarily represent the official position or policies of the U.S.
Department of Justice. The authors wish to thank the Family Criminal Law Division of the Harris
County District Attorney’s Office for assistance in the collection of data; they also acknowledge the
149 women who maintained contact with the investigators for 18 months. The authors have no sig-
nificant ties, financial or otherwise, to any company that might have an interest in the publication of
this educational activity.
Increasing the
Safety-Promoting Behaviors
of Abused Women
Increasing the
Safety-Promoting Behaviors
of Abused Women
In this study, a telephone intervention for
victims of intimate-partner violence showed
efficacy for 18 months.
OVERVIEW Despite an epidemic of intimate-
partner violence against women, and general
agreement that women should be screened
for it, few assessment and intervention proto-
cols have been evaluated in controlled stud-
ies. To test a telephone intervention intended
to increase the “safety-promoting behavior” of
abused women, 75 women received six tele-
phone calls over a period of eight weeks in
which safety-promoting behaviors were dis-
cussed. A control group of 75 women re-
ceived usual care. Women in both groups
received follow-up calls to assess safety-
promoting behav.
Best Practices for Addressing Sexual Harassment in the New #MeToo #TimesUp En...Parsons Behle & Latimer
This document summarizes a presentation on addressing sexual harassment in the post-#MeToo environment. It discusses the legal definition of sexual harassment, best practices for policies, training, and procedures. It provides examples of behaviors that may constitute harassment and notes that reporting remains a challenge as employees may not feel safe reporting harassment, especially by those in positions of power. Companies are responsible for stopping harassment once aware and trends show industries implementing requirements for vendors around harassment policies and procedures.
The document summarizes the Cities for CEDAW campaign, which aims to get 100 US cities to adopt the principles of CEDAW, the UN Convention on the Elimination of All Forms of Discrimination Against Women. It discusses how San Francisco and Louisville, Kentucky were early adopters of CEDAW, with Louisville holding events to promote the principles of gender equality, health care access, and violence prevention. The campaign sees local adoption of CEDAW as important to addressing issues faced by women and girls in communities across the US.
This document discusses gender stereotypes and stereotyping and their negative impact on women's human rights. It defines gender stereotypes as generalizations about attributes of women and men, and gender stereotyping as applying those stereotypes to individuals. Stereotypes can be harmful when they limit opportunities or choices, and stereotyping violates human rights. States have obligations under CEDAW and other agreements to eliminate harmful stereotypes through education and legal reforms to promote equality. The OHCHR is working with countries to address stereotyping in judicial systems that impacts issues like violence against women.
Access to justice for women, Maria Rodriguez FernandaOECD Governance
Presentation by Maria Rodriguez Fernanda made at the OECD Global Policy Roundtable on Equal Access to Justice, 28 March 2019.
For more information see www.oecd.org/gov/equal-access-to-justice-oecd-expert-roundtable-portugal-2019.htm
Best Practices for Conducting Sexual Harassment InvestigationsCase IQ
When an employee makes an allegation of sexual harassment in the workplace the company must act quickly to assess and investigate the complaint. This is one of the most difficult types of investigations, given the sensitive nature of sexual harassment, and a prompt, thorough and fair investigation is the only way to tackle the risk to the company, its employees and its reputation.
Join Angela J. Reddock-Wright, employment attorney, mediator, arbitrator, investigator and trainer as she outlines the elements of a well conducted sexual harassment investigation that addresses the needs of the complainant, the subject of the complaint, the other employees and the company.
The webinar will cover:
Assessing the credibility of the complainant
Outlining an investigation plan
Gathering evidence
Interviewing the complainant, witnesses and the subject of the complaint
Best practices for communicating with parties to a sexual harassment investigation
Following up with all parties
Making recommendations
Similaire à Preventing and ending sexual harassment in the workplace.pptx (20)
Protection against sexual exploitation and abuse (PSEA) Gry Tina Tinde
On 23 June 2022, the UN Connecting Business Initiative #CBI outlined humanitarian principles, engaging with local communities and how to prevent and respond to sexual exploitation and abuse (PSEA) of people affected by crises. These are my slides, which gives an idea of the PSEA efforts. My introductory remarks:
Thank you for inviting me and for putting the need for safe humanitarian operations for all on the agenda today. I feel for everyone who suffers the consequences of war in your country. It is impressive how people, businesses, authorities and civil society in Ukraine have stepped up to assist victims and to adapt their activities to a new and challenging reality.
This is my second time to work in beautiful Ukraine. I was election observer in Cherkasy during two months in 2015 and fell for your people and country. Last week I arrived in Lviv and my job is coordinate efforts of national and international entities to prevent and respond to sexual exploitation and abuse of people seeking humanitarian assistance, committed by those who are tasked to assist. Helpers abusing those they are meant to help sounds like a contradiction of terms, and it is. Yet it happens, and more often than we know, because globally, around 80 percent of survivors of gender-based violence do not report the acts.
Aid workers, whether they are from an international organization, civil society, private companies or government entities, are expected to show the highest standards of behavior. We have job contracts, staff rules and codes of conduct that everyone must sign in order to be taken on. Abuse of power is a no-no. Aid workers meet people who might be destitute, or who have lost family members, who have health issues such as a disability after attacks or disasters, or they have lost their homes, their jobs, access to school or studies or the support of their family and community networks. Media have covered how some aid workers take advantage of their position distributing assistance or recruiting staff to demand sex from particularly women and children under 18. Most of the perpetrators are men, but there are examples of women who take advantage of vulnerable groups as well. In 2016, a Norwegian woman in her 50s who worked at a centre for asylum seekers demanded sex in return for helping a male Syrian refugee who was 22 years old with job applications and money for clothes and trips. She offered him a room at her house where she lived with her husband and cajoled the young man to have sex with her when her husband was not home. The refugee and other male asylum seekers told journalists and showed text messages that proved that several female employees and volunteers at emergency shelters for refugees had propositioned them. I feel sick to my stomach when I read about such exploitation, no matter who commits it.
We can all learn from the Ukrainian writer, feminist, activist and polyglot Nataliya Kobrynska. She was born in 1851 in Beleluia.
How to end sexual misconduct - IFRC Africa regionGry Tina Tinde
Survivors and those most at risk of sexual misconduct are best placed to guide the prevention and response to such misdeeds. There is a need to hire more people, and especially women and other under-represented groups, from the global south to humanitarian and development organisations in order to make programmes safer, more effective and relevant to the local population. The presentation was given at an all-staff online meeting of IFRC in Africa on 28 Sept 2021.
Prévention d'exploitation et abus sexuel dans le secteur humanitaire #peas #p...Gry Tina Tinde
La Fédération Internationale des Sociétés de la Croix-Rouge et du Croissant-Rouge (FICR) a une politique contre l'exploitation et abus sexuel (PEAS) des personnes affectées par les désastres et crises, depuis 2018. Cette présentation montre comment les activités PEAS sont liées au travail de protection, genre et inclusion, et décrit aussi les differences. La présentation est faite pendant une réunion des gérants des désastres à Niamey, Niger le 14 juillet 2021, avec participants des diverses Sociétés nationales de la Croix-Rouge d'Afrique et d'Europe.
Outline of IFRC's work to prevent and respond to aid workers' sexual exploitation and abuse of people struck by disasters and other emergencies. This presentation is for a group of human resources staff, so there is some focus on HR aspects.
A survivor-centered approach is key to ensure access to healthcare, psychosocial support, legal assistance, livelihood alternatives, safe shelter, and other potential life-saving services for those who've been sexually exploited and abused by aid workers, peacekeepers and others preying on vulnerable groups. In the decades since UN peacekeepers and UN civilian staff, NGOs and diplomats were found to sexually abuse and exploit local women and children in Cambodia (1991-1993) during UNTAC, too little has been done to provide services to the survivors.
Survivors need access to Post-exposure Preventive Kits within 72 hours of an assault. It is necessary for aid organisations to consult intensively with local women's associations, organisations for people with disabilities, LGBTIQ organisations and those representing other minorities and groups at risk, in order to develop safe, community based reporting mechanisms and map and vet assistance to survivors.
IFRC adopted its PSEA policy in June 2018 and is supporting Red Cross Red Crescent National Societies in developing their policies and practices. https://media.ifrc.org/ifrc/wp-content/uploads/sites/5/2018/06/IFRC-Secretariat-Policy-on-Prevention-and-Response-to-SEA_final.pdf
I will hold a webinar using this PPT on 16 November, which is a preparation of participants for a PSEA policy writeshop scheduled for 3-5 December and hosted by the Finnish Red Cross.
The webinar is open to other staff and volunteers of the RC RC Movement as well.
Big thank you to Abby Maxman and Jennifer Emond at Oxfam US for valuable input to this presentation.
IFRC's policy to prevent and respond to sexual exploitation and abuse (PSEA)Gry Tina Tinde
This presentation that I held on 25 September 2018 outlines IFRC's newly adopted policy to prevent and respond to sexual exploitation and abuse of persons affected by disaster and crisis. It was held in an all-staff meeting at Geneva, with regional IFRC offices following via videconference. The presentation sparked a lively debate on, among other topics: Roles and responsibilities of managers, staff and specific departments, the IFRC practice that exists of not covering perpetrators of sexual exploitation and abuse by diplomatic immunity and the need for strict confidentiality in addressing SEA issues. We also discussed the importance of applying a survivor-centered approach, setting up appropriate community-based complaint mechanisms, provide assistance to survivors and working closely with Red Cross Red Crescent National Societies around the globe on these tasks.
Letter from Director of ODIHR about sexual harassment in election observationGry Tina Tinde
The Director of the Office of Democratic Institutions and Human Rights, Ingibjörg Sólrún Gísladóttir,replies to a request from seven election observers to increase efforts to end sexual harassment in election observation. A group of observers already wrote to ODIHR about the same problem in 2015, and with a concrete proposal to create dedicated positions that would investigate, train and monitor issues and cases of sexual harassment in each election observation mission. The proposal had been welcomed by the head of the OSCE-ODIHR parliamentary election observation in Ukraine in Sept-Dec 2015. However there was no response to the 2015 proposal, neither from ODIHR nor the Nordic countries and recruitment agencies that received copies of the proposal.
Forum on sexual and gender-based violence in emergencies (in Spanish)Gry Tina Tinde
Highlights from a practical guide on including gender, diversity and disability issues in emergency programming. The Red Cross Red Crescent Movement uses these Minimum Standard Commitments to Gender and Diversity to help reduce gender-based violence and discrimination in disaster response and preparedness.
Blockchain and women's financial inclusionGry Tina Tinde
On positive outcomes of a microenterprise activity by the Red Cross in the Philippines and other issues related to fighting gender-based violence and discrimination.
Engaging with persons with disabilities and older people to prevent sexual an...Gry Tina Tinde
1) Persons with disabilities and other vulnerable groups are often left out of disaster risk planning and response efforts. This can lead to a lack of access to critical services and higher risks of issues like gender-based violence during crises.
2) Including persons with disabilities as active participants throughout disaster risk reduction and management processes is important. This requires changes not just to infrastructure but also policies and mindsets.
3) Women and girls with disabilities face even greater challenges, such as higher rates of gender-based violence and lower literacy, underscoring the need for an intersectional approach that considers the impacts of both gender and disability.
Sexual violence and inequality; it's time the UN got its own house in orderGry Tina Tinde
How does a displaced boy being raped by an international civil servant in a war-torn country benefit from the UN resolution to end violence against children? Does a humanitarian worker who is sexually harassed or assaulted by a peacekeeper or contractor know where to turn for help? Who investigates and punishes the perpetrators? It’s high time for the UN to take action on how these matters are resolved in a way that respects the human rights of everyone affected.
How will the new development banks (AIIB and NDB) being set up in China in 2015-2016 work in terms of gender and diversity? Will they apply research findings about the positive effects more women in management has on development and the bottom line? Will they hire more broadly from diverse and underrepresented groups than the Bretton Woods institutions? Attracting, advancing and keeping people with the best possible competencies about development challenges and solutions is key to reaching the UN's new sustainable development goals (SDGs).
A presentation that elaborates on the 10 recommendations that the management of the Inter-American Development Bank selected during the Nov 2009 diversity and inclusion conference.
WINConference "Magnificent Leap of Change" in Berlin, Oct 2014Gry Tina Tinde
Around 750 participants from 90 countries joined Kristin Engvig and her team at this 17th WINConference.
Since 1997, some 12,000 leaders have chosen WINConference to learn and share about authentic leadership in global business and public life.
There were about 50 skill-building workshops and forums during the Berlin event, however this report covers plenary talks only.
Check the agenda to learn more about the various sessions and social activities that make the WINConference one of the world´s best and most inclusive leadership conferences.
Global Mega Trends and Norway - Panel at the Norwegian Research Council 18 Se...Gry Tina Tinde
What are the main international challenges we are facing, and how do they affect Norway? Researchers from universities in Sweden and Norway and a solar energy company discuss issues and trends related to clean energy, climate, economy, global health, the aging of the population, surveillance, technology, solar power, coal and developments in China and Southeast Asia. How may research help find viable solutions to these challenges?
Human rights, gender mainstreaming and cultural awarenessGry Tina Tinde
The second part of the graduate course at Link Campus University in Rome, Italy includes:
Discrimination awareness – various identities of under-represented groups will illustrate chances in life. Participants draw a "lottery ticket" illustrating the lottery of life
Introduction to human rights concepts and rights-based development
Working in groups of five or six, the students will create a study, action plan and/or communication plan to address:
Bride kidnapping in Kyrgyzstan
Female genital mutilation/cutting in refugee setting in Sicily, Italy
Women’s land ownership in Gujarat, India
Micro credit in rural area in Bangladesh
Finally, the class will organize a panel discussion on gender equality in Italy, assigning identities and roles to panelists.
Human rights, gender mainstreamingand cultural awarenessGry Tina Tinde
First two days of a graduate course in human rights, gender mainstreamingand cultural awareness at Link Campus University in Rome. Lecturer Gry Tina Tinde
Questions for Amnesty: Why legalize buying of sex?Gry Tina Tinde
Why would a human rights organization such as Amnesty International propose to legalize the buying of sex? An opinion piece on CNN's website by Robin Morgan shares research into the situation of sex workers and how criminalization of johns and pimps has been chosen by several Nordic countries and France. It has also been recommended by the European parliament, and is pending in the parliaments of Ireland, Belgium, Canada and Scotland. The presentation was given at a winter session of the Nordic Summer University on 15 March 2014 at Lysebu in Oslo, Norway.
Aid for Gender Equality - UNU WIDER Conference 16 dec 2013Gry Tina Tinde
The document summarizes key points from a conference on aid for gender equality. It provides details on presentations given by various speakers on topics related to gender mainstreaming in foreign aid. Some of the main points discussed include: the importance of women's education and agency for development; challenges in allocating aid effectively to address gender gaps; differences in approaches to gender mainstreaming among donors; and the need for more data and impact evaluations to guide interventions. Overall, the document concisely summarizes the various talks and discussions that took place at the conference on improving aid to promote gender equality.
We recently hosted the much-anticipated Community Skill Builders Workshop during our June online meeting. This event was a culmination of six months of listening to your feedback and crafting solutions to better support your PMI journey. Here’s a look back at what happened and the exciting developments that emerged from our collaborative efforts.
A Gathering of Minds
We were thrilled to see a diverse group of attendees, including local certified PMI trainers and both new and experienced members eager to contribute their perspectives. The workshop was structured into three dynamic discussion sessions, each led by our dedicated membership advocates.
Key Takeaways and Future Directions
The insights and feedback gathered from these discussions were invaluable. Here are some of the key takeaways and the steps we are taking to address them:
• Enhanced Resource Accessibility: We are working on a new, user-friendly resource page that will make it easier for members to access training materials and real-world application guides.
• Structured Mentorship Program: Plans are underway to launch a mentorship program that will connect members with experienced professionals for guidance and support.
• Increased Networking Opportunities: Expect to see more frequent and varied networking events, both virtual and in-person, to help you build connections and foster a sense of community.
Moving Forward
We are committed to turning your feedback into actionable solutions that enhance your PMI journey. This workshop was just the beginning. By actively participating and sharing your experiences, you have helped shape the future of our Chapter’s offerings.
Thank you to everyone who attended and contributed to the success of the Community Skill Builders Workshop. Your engagement and enthusiasm are what make our Chapter strong and vibrant. Stay tuned for updates on the new initiatives and opportunities to get involved. Together, we are building a community that supports and empowers each other on our PMI journeys.
Stay connected, stay engaged, and let’s continue to grow together!
About PMI Silver Spring Chapter
We are a branch of the Project Management Institute. We offer a platform for project management professionals in Silver Spring, MD, and the DC/Baltimore metro area. Monthly meetings facilitate networking, knowledge sharing, and professional development. For more, visit pmissc.org.
A Guide to a Winning Interview June 2024Bruce Bennett
This webinar is an in-depth review of the interview process. Preparation is a key element to acing an interview. Learn the best approaches from the initial phone screen to the face-to-face meeting with the hiring manager. You will hear great answers to several standard questions, including the dreaded “Tell Me About Yourself”.
Success is often not achievable without facing and overcoming obstacles along the way. To reach our goals and achieve success, it is important to understand and resolve the obstacles that come in our way.
In this article, we will discuss the various obstacles that hinder success, strategies to overcome them, and examples of individuals who have successfully surmounted their obstacles.
Leadership Ambassador club Adventist modulekakomaeric00
Aims to equip people who aspire to become leaders with good qualities,and with Christian values and morals as per Biblical teachings.The you who aspire to be leaders should first read and understand what the ambassador module for leadership says about leadership and marry that to what the bible says.Christians sh
Learnings from Successful Jobs SearchersBruce Bennett
Are you interested to know what actions help in a job search? This webinar is the summary of several individuals who discussed their job search journey for others to follow. You will learn there are common actions that helped them succeed in their quest for gainful employment.
Joyce M Sullivan, Founder & CEO of SocMediaFin, Inc. shares her "Five Questions - The Story of You", "Reflections - What Matters to You?" and "The Three Circle Exercise" to guide those evaluating what their next move may be in their careers.
Preventing and ending sexual harassment in the workplace.pptx
1. Public
What will it take?
Preventing and ending
sexual harassment at the
workplace
Tina Tinde
“Women in Sight” webinar, 24 April 2024
2. Public
AFRICAN UNION CONVENTION ON ENDING
VIOLENCE AGAINST WOMEN AND GIRLS
Agreement in
November 2023
to develop a
convention
3. Public
PROMOTING
A shared commitment to equality and
respect in the workplace; identifying power
dynamics, watching for patterns of abuse
and addressing inequality
Shared ethical standards and ambitions
Open and known accountability of all
Safe and supportive environment
4. Public
ENDING
X Sexualised work environments - jokes,
banter, innuendoes, sexually judgemental
comments
X Sexual aggression – touching, unwelcome
attention, indecent exposure, sexual
exploitation, abuse, assault, rape
X Sexual and gender discrimination –
unequal treatment of women, minorities
including those with disabilities and LGBT+
people
5. Public
CULTURE CHANGE
“Sexual abuse is driven by cultures
that permit, even encourage, it. It
will end with cultures that no longer
consider it normal and trivial, even
ennobling.”
Catharine MacKinnon
6. Public
TRAINING
TRAPS
Most evaluations show limited impact of
training and note that typical traing
consisted of a 30-minute presentation or a
2.5-hour course with minimal interaction.
Research shows that harassment training
makes men more likely to blame the victims.
Men who are inclined to harass women
before training actually become more
accepting of such behavior after training.
7. Public
TRAINING
TRAPS
Focusing on prohibition, policy and
procedure misses the mark, failing to
address equality and respect, additionally
failing to change the culture.
Research found that when companies create
forbidden-behavior training programs, the
representation of women in management
drops by more than 5% over the following
few years.
9. Public
RECOMMENDED
TRAINING
Manager training:
Companies that adopted distinct manager-
training programs saw significant gains in the
percentage of women in their managerial
ranks, with (in the US, 2020) white women
rising by more than 6%, African American and
Asian American women by 5%, and Latinas by
2%.
10. Public
RECOMMENDED
TRAINING
Present a range of options for action other
than formal reporting – collective ownership
of change, first responder options, support
for victims, questioning the behaviour of
perpetrators.
Role plays are often useful in practicing
different ways of acting, especially if time is
taken to explore what it felt like for the
intervener, for the victim-survivor and for
the perpetrator.
13. Public
GRIEVANCE
PROCEDURES
GONE
WRONG
Procedures were first cooked up by lawyers to
intercept victims who were planning to sue,
and then were adapted to protect companies
against suits by the accused.
Procedures have not improved the situation
for women, who declined in numbers after
reporting mechanisms were introduced.
15. Public
GRIEVANCE
PROCEDURES
GONE
WRONG
Why do those procedures backfire?
Retaliation against victims who complain.
One survey of US federal workers found that
two-thirds of women who had reported
their harassers were subsequently assaulted,
taunted, demoted, or fired by their harassers
or friends of their harassers.
16. Public
GRIEVANCE
PROCEDURES
GONE
WRONG
Retaliation has long-term effects. Women
who file harassment complaints end up, on
average, in worse jobs and poorer physical
and mental health than do women who keep
quiet.
Retaliation may be the only thing many
victims get after filing a grievance, because
most procedures protect the accused better
than they protect victims.
17. Public
GRIEVANCE
PROCEDURES
GONE
WRONG
Another part of the problem is evidentiary
rules. Many companies use the “beyond a
reasonable doubt” standard to determine
guilt, not the lower “preponderance of
evidence” standard that the courts use for
harassment claims.
That makes it nearly impossible to prove
guilt without a confession or a witness. Even
if the accused is found guilty, confidentiality
generally applies to the ruling, and thus
word doesn’t get out that, say, women
should steer clear of Jerry.
19. Public
ALTERNATIVE
COMPLAINT
SYSTEMS
Ombudsperson
Massachusetts Institute of technology set
up an ombuds office in 1973.
Received over 500 complaints per year by
the early 1980s.
More than 90% of those who took their
claims to the office wanted an informal,
confidential process; 75% worried that a
formal complaint would bring reprisal,
rejection, or the silent treatment from their
bosses, coworkers, or even their own
families, and said they didn’t want their
harassers punished—they just wanted the
problem to stop.
20. Public
ALTERNATIVE
COMPLAINT
SYSTEMS
Voluntary dispute resolution
An alternative that falls somewhere
between a formal grievance procedure and
an ombuds office.
Mediators hear claims, notify the accused,
and try to find solutions that satisfy both
sides.
Professional mediators or trained employees
may do the job.
In the US Postal Service, over 90% were
satisfied with their mediator’s impartiality
and with how they were treated during the
process, and at least 60% were satisfied with
the outcome.
21. Public
ALTERNATIVE
COMPLAINT
SYSTEMS
Mandatory arbitration (TO BE AVOIDED)
All current employees and new hires are
required to sign away the right to sue for any
employment-related dispute, including
claims of harassment.
In exchange they are promised that any
claim they file will be turned over for
independent review to an external arbitrator
who will hear both sides of the dispute and
render a binding decision.
If victims feel that arbitration isn’t working,
they have no recourse to a formal grievance
system.
Sources: https://hbr.org/2020/05/why-sexual-harassment-programs-backfire
https://www.unwomen.org/en/digital-library/publications/2019/09/discussion-paper-what-will-it-take-promoting-cultural-change-to-end-sexual-harassment
Rates of harassment haven’t budged for decades. (Forbes piece) 151 countries have adopted laws against sexual harassment in the workplace: https://www.worldbank.org/en/news/press-release/2024/03/04/new-data-show-massive-wider-than-expected-global-gender-gap
https://au.int/en/pressreleases/20231114/accountability-ending-scourge-violence-women-fund-and-gender-statistics-among
Maputo Protocol from 20003
Forbes article: But reducing harassment will require more than that. It will require changing the culture of your organization so that fighting harassment becomes part of your mission. You’ll need to engage as many people as possible in the effort and create systems of accountability that get everyone involved in oversight.
Three tools offer promising ways to do that: train-the-trainer programs that turn employees into harassment experts; harassment task forces that put employees in charge of diagnosing problems and designing solutions; and openly published numbers so that everyone can track progress.
Definitions of sexual harassment and gender discrimination
Photo from a “feminist think space” held by UN Women in July 2018. Dr MacKinnon gave an enlightening talk. She changed laws in the US in the late 1990s.
Start any training by telling a group of people that they’re the problem, and they’ll get defensive. Once that happens, they’re much less likely to want to be a part of the solution; instead they’ll resist. That’s what happens with harassment training: Research shows that it actually makes men more likely to blame the victims and to think that women who report harassment are making it up or overreacting. No surprise, then, that in a 2018 study carried out by the Pew Research Center, more than 30% of men said that false claims of sexual harassment are “a major problem.” And no surprise that 58% of women who had been harassed said that not being believed is a major problem. (Forbes article)
Even so, what do companies usually do when they find men culpable in a grievance process? Sentence them to more training. Six states, including California and New York, now require all employers to provide harassment training to all workers.
Everybody’s job is to nip misbehavior in the bud. It’s the Properly trained bystanders interrupt the sexual joke. They call out the catcallers.
Most important, even months after the training, trainees are significantly more likely than others to report having intervened in real-life situations. Necessary with several hours of live training that focuses on bystander intervention.
Manager training works because it presents harassment as a challenge that all managers must deal with. In that way it resembles bystander training. Participants, men and women alike, are encouraged to imagine what they might see other people doing wrong; the focus is deliberately not on what they themselves might do wrong. Trainers advise participants on how to recognize early signs of harassment and how to intervene swiftly and effectively to prevent escalation. Our research shows that men pay attention during manager training. Why? In part because they feel they’re being given new tools that will help them solve problems they haven’t known how to handle in the past—and in part because they’re assumed to be potential heroes rather than villains. Everybody’s in it together, learning how to recognize and curb dubious behaviors in ways that will improve the overall work environment.
Case studies, small-group discussions and role play can be effective training tools
From UN Women publication: What Does it Take? (2019)
Advocacy
At companies with the fewest female managers to begin with (those in the lowest quartile), the introduction of harassment grievance procedures led to significant declines, over several years, of 14% among African American, 10% among Latina, and 10% among Asian American female managers. The negative effects were smaller at companies with more women in managerial roles, and they disappeared in organizations with the most.
Why did women of color suffer most? Studies show that they are significantly more likely than white women to be harassed at work. Because these women bear the brunt of harassment, as a group they file the most complaints—and, naturally, suffer the most when grievance procedures backfire.
Many risks involved in reporting
Part of the problem is that confidentiality rules are unenforceable and thus can’t prevent retribution. Both the accused and their accusers are told that the complaint is confidential because the accused is innocent until proven guilty. Those accused often think they are free to tell their friends, and managers who hear complaints may also tell others, looking for either corroboration or support for the accused. No matter how word gets out, friends of the accused may retaliate. After an Ohio waitress complained of harassment, the female manager she told revealed her complaint to coworkers, who subjected the waitress to nonstop jokes.
Yet another is a reluctance to punish perpetrators. Companies sometimes offer to transfer victims to other departments or locations, but they almost never actually transfer or fire the accused, because they worry that the accused will sue. Instead they typically mandate more training. Many companies even keep verdicts secret from accusers, which can lead to a perverse outcome: A victim who has “won” her case sees her harasser roaming the halls, and believing that this means she has lost it, she becomes dispirited or frustrated or angry and decides to leave her job.
Wheel
Ombudsperson: This is an entity that sits outside the organizational chain of command and works independently to resolve sexual harassment complaints. An ombuds system is informal, neutral, and truly confidential—only the ombuds officer needs to know of the complaint. This approach has two advantages over the current system: It allows accusers to determine whether to make their complaints known to the accused, and it avoids legalistic hearings entirely.
According to Mary Rowe, a labor economist and adjunct professor of negotiation who served for 42 years as the head of MIT’s ombuds office, employers who genuinely want to expose and address harassment in the workplace must offer this sort of alternative to formal grievance systems. Why? Because victims don’t want to bring formal complaints, and only one in 100 complaints, Rowe says, can survive the rigors of a legalistic grievance process. If such a process is the only option, most victims simply won’t come forward. Thirteen percent of U.S. companies have them, to handle issues ranging from bullying to termination.
This alternative system led to a four-year decline of more than 30% in formal discrimination and harassment filings.
The advantage of voluntary dispute resolution is that accusers can decide at key points in the process whether to proceed. Once the process is initiated, if they feel the accused isn’t engaging in good faith, or that the complaint needs to be handled in a more legalistic way, they can bow out and file a formal grievance.
Employees don’t choose the arbitrator, which may put them at a disadvantage: Because arbitrators hope to be hired again by the company, they may be reluctant to find it seriously at fault. If an arbitrator had ordered a California hospital chain to pay a harassment victim $168 million, as a federal court did in 2012, would the chain still be using that arbitrator?
In 2018 the New York State Legislature decided that employers shouldn’t be able to require employees to sign away their right to sue under the Civil Rights Act, and it outlawed mandatory arbitration. But in 2019 a federal judge overrode that decision. So mandatory arbitration remains legal, and the number of companies requiring it is on the rise. By a recent estimate, more than a fifth of private-sector workers are now subject to mandatory arbitration.
Employees are pushing back, however. In late 2018, 20,000 Google employees walked out in protest, and in response Google agreed to end mandatory arbitration for sexual harassment cases. Then, in early 2019, the company ended all mandatory arbitration. Perhaps that will spur other companies to follow suit. But to date mandatory arbitration is the only option of the three listed above that has really caught on. That’s not because it serves victims well but because it does the best job of protecting companies from litigation.
Linked to non-disclosure agreements, which have been misused in sexual harassment cases to silence survivors.
TRAIN THE TRAINER Employees who volunteer to be trained as harassment trainers tend to become leaders committed to changing the culture. This approach is less expensive than using outside trainers, and it’s much more effective than tick-the-box online courses. Whether you train 10 trainers or 1,000, you’ve created a group of experts committed to change.
TASK FORCE establishing a task force is the single best way to improve diversity in the workplace. It also promises to help curb harassment by engaging more people. A CEO might commission a harassment task force and ask department chiefs to join it or send a lieutenant. The task force can look at HR data on harassment complaints, interview people across the company about their experiences, study company data on what kinds of workers are quitting, and more. Once the members have figured out what and where their company’s specific problems are, they can brainstorm solutions and take them back to their own departments.
PUBLISHED NUMBERS: “You can’t manage what you can’t measure”—or in this case, “what you don’t measure.”
If you publish data that exposes a problem, managers will focus on it, and solving the problem will become part of the culture. Uber was acting on this principle when it published the number of sexual assaults that allegedly took place in its vehicles in 2018. Tech firms have acted on it by publishing data on diversity in their workforces, and Intel recently published pay data for men and women, whites, and people of color. Emilio Castilla, of MIT’s Sloan School of Management, has conducted cutting-edge research demonstrating the efficacy of this approach when it comes to pay. Your ombuds office could post the number of complaints, broken down by department. An annual employee survey could surface problems by department and location.
With my colleagues (from left) Suleyman and Alhassane in Niamey, Niger, 2021