HARASSMENTIN

WORKPLACESupervised By

Dr. Omar Balubaid

Prepared ByYaser Faez Badawi

Sunday ActivityJPFCM

June 2011

CONTENTS Discrimination:

Definition Types

Harassment: Definition Types

Bullying: Definition Types

Sexual Harassment Prevention of Harassment Saudi Arabia Law of Harassment Prevalence of Harassment and Discrimination among Resident of

the National Guard Hospitals – Study Discussion

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Definitions

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DEFINITIONS Discrimination:

the grant by statute of particular privileges to a class arbitrarily designated from a sizable number of persons, where no reasonable distinction exists between the favored and disfavored classes.

The legal definition by Cokorinos, Lee. 2003

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TYPESAgeDisabilityPaymentGenetic

InformationNational Origin

PregnancyRace/ColorReligionRetaliationSex

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DEFINITIONS Harassment:

unwanted, unwelcomed and uninvited behavior that demeans, threatens or offends the victim and results in a hostile environment for the victim.

Brown, James. “Sexual Harassment.

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TYPESBullyingPsychological RacialReligiousSexualStalking

MobbingHazingPolice

harassmentCyberstalkingElectronicSociological

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BullyingShouting is Announcing

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DEFINITIONS Bullying:

physical and psychological harassing behavior perpetrated against an individual, by one or more persons.

Brown, James. “Sexual Harassment.

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Types of Bullies

                                                                                        

              

The Gatekeeper

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Types of Bullies

                                                                                        

              

The Constant Critic

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Types of Bullies

                                                     

            

                      

The Screaming Mimi

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Types of Bullies

                                                     

            

                      

Two Headed Snake

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The Statistics - Bullying Men & Women bullied/bully in equal

numbers

Women bullies target women 84% of the time

Men bullies target women 69% of the time

Vast majority of bullies are bosses (81%)

Source: Campaign against workplace bullying 2009 (USA)`

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Other Facts..……………… Women are more likely to report bullying

About 1 victim in 100 either attempts or succeeds to commit suicide

Most people who are bullied report damage to their health

Bullying is responsible for 1 resignation in 4

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Sexual HarassmentHarassment Is In The Eye of The Beholder

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Sexual Harassment

• Unwelcome and unwanted verbal, physical, or visual behavior of a sexual nature

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VERBAL SEXUAL HARASSMENT

Sexual advances Sexual propositions Derogatory sexual comments or slurs Sexual jokes Graphic verbal commentaries about an

individual’s body Suggestive/obscene language.

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PHYSICAL SEXUAL HARASSMENT

TouchingAssaultingImpeding and/or blocking movement

Rape

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VISUAL SEXUAL HARASSMENT

Winking Leering Sexual gestures Displaying sexually suggestive object(s),

picture(s), or cartoons Displaying pornographic material on

computer or otherwise

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Two types of work place sexual harassment Quid pro quo

When as individual is subject to sexual advances

When conduct of a sexual nature is used as a basis for employer decisions affecting the individual

When the individual is subject to such conduct a condition of employment

Hostile Environment When sexual conduct

interferes with an individual’s job performance or creates a hostile, intimidating, or offensive environment

May or may not result in tangible or economic job consequences

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Parties Victim, and Harasser

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Parties Man, or Woman

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Parties Different, or Same sex

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Severe or Pervasive Harassing conduct is so severe or

pervasive that it alters the work environment.

Severe Pervasive

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Prevention

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Who is responsible?

Everyone.

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How?

developing employee’s right policy.

Implementing the policy.

Educating employee

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General guiding principles Familiarize yourself with the policy

Address incidents of sexual harassment immediately

Cooperate with authorities

Thorough investigation

Satisfactory resolution

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Follow the FACTS Familiarize yourself with the policy

– Read the policy– Ask questions– Keep a copy in a safe place

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Follow the FACTS Address incidents of sexual

harassment immediately

– Employee must report– Administration must respond

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Follow the FACTS

Cooperate with authorities

– Full cooperation of all parties is expected and required

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Follow the FACTS Thorough investigation

– Documentation of complaints

– Employee/student interviews

– Signed statements

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Follow the FACTS

Satisfactory resolution

– Swift response and resolution

– Objective review of the facts

– Fair and appropriate response

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An Example SHARP Program

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U.S. Army G-1Sexual Harassment/Assault Response and Prevention

(SHARP) Program

Phase I: Committed Army Leadership – Launched September 2008

Phase II: Army-Wide Conviction – Launched April 2009

I. A.M. Strong Prevention Campaign

Phase III: Achieving Cultural Change – Launched April 2011

Phase IV: Sustaining, Refining and Sharing – Projected Launch Date: (2012)

The Army will use training, education, and awareness to: • Reinforce a commitment to Army values

• Prevent sexual assault and sexual harassment

• Provide confidential avenues for reporting

The Army will use training, education, and awareness to: • Promote the sensitive handling of victims of sexual assault

• Offer victim assistance and counseling

• Hold those who commit sexual assaults accountable

Saudi Arabia

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RESOURCES

Cokorinos, Lee. 2003.The Assault on Diversity: An Organized Challenge to Racial and Gender Justice. New York: Rowman & Littlefield

Brown, James. “Sexual Harassment.” Vol. 14. July 1996, 68-70. http://www.un.org/womenwatch/osagi/pdf/whatissh.pdf - UN Women Watch

Commission. www.PreventSexualAssault.army.mil - Army Sexual

Harassment/Assault Response and Prevention Program website www.MilitaryOneSource.com - Military OneSource, 1-800-342-9647 http://www.shura.gov.sa/wps/wcm/connect/ShuraArabic/internet/Home/ -

Saudi Congress - 2011 http://www.lawlink.nsw.gov.au/adb.nsf/pages/index - Australian Anti-

discrimination Board - 2008 Http://www.eeco.gov – U.S. Equal Employment Opportunity Commission -

2011

Prevalence of Harassment and Discrimination among Resident of the National Guard Hospitals – Study Discussion Principle Investigator:

Dr. Bayan Bukhari

Supervisor Consultant:Dr. Wesam AboZnadah

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Introduction Residency training is an important

experience in physician life.

Resident are subject to harassment

It impacts their well being

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Objective To determine the presence of this

phenomenon in NGHA training programs

To attract the attention of policy makers in an effort to develop and implement measures to alleviate harassment.

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Methods A Cross-sectional Survey

213 Residents returned

Categories: No harassment At least Once More Harasment

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Methods Types:

Verbal abuse Academic abuse Physical abuse Discrimination upon:

Gender Regional oriantation Physical apperance

Sexual harassment

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Methods Male : Female comparison using:

Chi-square

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Results

58%

42%

Rspondants 213

Male Female

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0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

70.00%61.50%

58.29%

19.34%

Most Experinced

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Results Sexual Female > Male (p=0.0061)

8 residents sought for psychiatrist

47 residents will pursue for other career if to do all over

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CONSULTANT most often reported abusive

then Patients

Patients’ families

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Conclusion High harassment rate among NHGA .

High in a specific types: verbal, gender, sexual

Elaboration of this unsavory culture will lead to establishing of strong preventive methods against it.

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Thank Youقال صّلى الّله عّليه وسّلZم:

hم المسّلموَنmh » المسّلمp َمhن سّل»mويدِه mن لسانهmَم

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