PowerPoint Presentation

SEXUAL HARASSMENT in the work place.

OBJECTIVES: Definition of sexual harassment Learning the different types of sexual harassment Identifying sexual harassment Overcoming sexual harassment by applying management principles. 12.

DEFINITION Sexual harassment refers to any unwelcome verbal, visual, or physical conduct of sexual nature that is severe or pervasive and affects working conditions or creates a hostile work environment..

LET'S DRAW A CLEAR DISTINCTION BETWEEN SEXUAL HARASSMENT AND FLIRTING SHALL WE?.

LET'S TAKE A BREAK DOWN: 'CONDUCT " Conduct is NOT sexual harassment once it is welcome. It is therefore very important to inform (either verbally or in writing) the harasser that the conduct makes you uncomfortable and must stop..

LET'S TAKE A BREAK DOWN: "OF SEXUAL NATURE " Verbal/written: This comprises comments about clothing, or a person's body in a sexual way; sexual or sex-based jokes; requesting sexual favors or sexual innuen- does; telling rumors about a person's personal or sexual life; sending emails or text messages of a sexual nature. Physical: This includes any form of physical contact that draws sexual atention. Assault; impeding or blocking movement; inappropriate touching of 9_person ora person's clothing; kissin , hugging, stroking in ap ro- priatelyec a fal under this catego.

LET'S TAKE A BREAK DOWN: "OF SEXUAL NATURE " Nonverbal: Looking up and down a person's body; derogatory gestures or facial expressions of a sexual nature; following a person Visual: Posters, drawings, pictures, screensavers, emails or text of a sexual nature.

LET'S TAKE A BREAK DOWN: "AFFECTS WORKING CONDITIONS It may be sexual harassment if the conduct unreasonably interferes with your work performance or creates an "intimidati ng, hostile, or offensive work environment." For example, it may be sexual harassment if repeated sexual comments make you so uncomfortable at work that your performance suffers or you decline professional opportunities because it will put you in contact with the harasser..

Non-sexual conduct may also be sexual harassment if you are harassed because you are female, rather than male, be- cause you are male, rather than female, or because you are gender non-conforming. For example, it may be sexual harassment if you are a woman working as a carpenter on an all-male job, and you are the only one whose tools are frequently hidden by your male co- workers. HARASSMENTOFA.

INTENT VS IMPACT Would I want someone else to act this way toward a person who I'm in a relationship with? Would I want any of those behaviors to be the subject of a column in my agency's newsletters or to appear on the evening news? Have I examined and acknowledged my sex- role stereotypes?.

how can we rectify the problem of sexual harassment using MANAGEMENT PRINCIPLES STOP sexual HARASSMENT.

SHOW LEADERSHIP THROUGH ZERO-TOLERANCE Eliminating any form of harassment must begin with leadership from the very top of an organization to make clear that such conduct is neither tolerated nor acceptable. This means more than lip service; it means backing words with clear measures of accountability and transparency about process..

ESTABLISH EQUALITY AS A CORE PRINCIPLE A commitment to equality should be a founda- tional principle for every workplace to firmly estab- 1ish that everyone deserves equal treatment and an equal chance to succeed. Sexual harassment undermines this core principle by interfering with an individual's employment for reasons other than their ability to do a particular job. Furthermore, sexual harassment is often used to isolate women or men and treat them as outsiders or objects without any role or power within a workplace. It is essential for all participants in the workplace, \Nhether ernployers, ernployees, or officials, to affirm equality as a guiding principle at goVerns ow each workplace operates..

MODERNIZE WORKPLACE STANDARDS TO RESPOND TO WORKERS' DIVERSE EXPERIENCES AND CHALLENGES Prioritizing policies to help create modern workplaces that envision women's participation as the norm and not the exception is crucial. This means understand- ing the different challenges women face based on their race, ethnicity, sexual orientation, and economic status, in order to understand unique intersections, identify responsive policies, and maximize their full participation in the workforce. This approach also rec- ognizes sexual harassment as a structural barrier within the workplace that requires workplace-based solutions—rather than personal problems without a.

With one heart and voice let's all SAY NO to sexual harassment in the work place STOP sexual HARASSMENT.

This was proudly brought to you by: Godfred anyetei Nai - 4616218 Jeremiah Am/anu De/a - 4604418 Marsha/ Acharibia - 4601018 Joshua Nii Adjei Osekre - 4618918 Group 47 Principles of Business Management(MAS 261) BSc. Computer Science (400) STOP sexual HARASSMENT.