presented by: reya dhandhari, pcawa coordinator. o peel committee against woman abuse (pcawa) is a...

HR Policies: Harassment, Disclosure and the Action Plan to Help Solve it

Presented By: Reya Dhandhari, PCAWA Coordinator

PEEL COMMITTEE AGAINST WOMAN ABUSE (PCAWA)

o Peel Committee Against Woman Abuse (PCAWA) is a community collaboration of over 40 member organizations in the Peel region that have a commitment to end violence against women

o PCAWA works from an Integrated Feminist, Anti-Racist, Anti-Oppression framework

o The vision of PCAWA is to eliminate violence against women in Peel region

o The mission is to facilitate and advocate for a coordinated and effective community response to violence against women in Peel region

PCAWA Current Projects

o Systems Integration Workgroup: Updating 2006 Regional Woman Abuse Protocol FLS-VAW Referral Agreement 1 Day Training

(February 2016)

o Community and Membership Engagement : PCAWA’s Annual December 6th Vigil and Shoe

Memorial March 8th International Women’s Day event

Cost of VAW in Canada

o The cost of violence against women in Canada for health care, criminal justice, social services, and lost wages and productivity has been calculated at $7.4 billion per year

o This amount covers immediate and future costs as well as tangible and intangible costs Emergency room visits Loss of income Pain, etc.

Zhang, T., Hoddenbagh, J., McDonald, S. & Scrim, K. (2013). An estimation of the economic impact of spousal violence in Canada,2009. Department of Justice Canada. Retrieved from http://justice.gc.ca/eng/rp-pr/cj-jp/fv-vf/rr12_7/index.html

Sexual Harassment & Disclosure

Question

How many Canadians have experienced sexual harassment at

work?

A. 28%B. 53%C. 4%D. 10%

Adopted from Ontario Human Rights Commission Seminar about Policy on Preventing Sexual and Gender-based Harassment

Question

Of people who experienced sexual harassment at work, how many

people did not report it?A. 56%B. 22%C. 80%D. 92%


Canadian Workers Experience of Intimate Partner Violence (IPV)

o 33% Experience Intimate Partner Violenceo 35% Have at least one co-worker who’s

experiencing, or has experience IPVo 12% Have at least one co-worker whom they

believe is being abusive, or has been to a partner

o Of Those Who’ve Experienced IPV:

o 54% Said it continued at worko 82% Said it negatively affected their work

performanceo 38% Said it affected their ability to get to work Wathen ,C.N., MacGregor, J.C.D., MacQuarrie, B.J.

(2014) “Can Work be Safe, When Home Isn’t?” Initial Findings of a Pan-Canadian Survey on Domestic Violence and the Workplace.

Sexual Harassment

o Is “engaging in a course of vexatious comment or conduct that is known or should be know to be unwelcome” (OHRC, 2013)

o “In the broader context it may refer to instances where the behavior is not overtly sexual in nature, but is related to the person’s gender, and demeans or causes personal humiliation or embarrassment to the recipient” (Interim Place, 2014)

Sexual Harassment

o More likely to occur in:

Male-dominated work environmentsJobs that are seen as subservientIsolated work environments


Question

What are some forms of sexual harassment?

Forms of Sexual Harassment

o Subjecting a woman to negative treatment because of a stereotypical perception of femininity

o Exist in a range from seemingly mild to sever behaviorso Examples: Sexual jokes, innuendo Unwanted or repeated gestures of emotion (i.e. Hugging) Stalking Physical assault


Gender-Based Harassment

o Behaviour that polices and reinforces traditional heterosexual gender norms

o Often motivated by hostility and a desire to humiliate or bully


Cyber Harassment

o Online technology used:o At work for sexual harassment o Outside of the workplace but with connections to

employmento Examples:

Emails Blogs Social networking sites, Chat rooms Dating websites Cell phone texting


The Workplace

o Events occurring outside of business hours or off business premises, but linked to work

o Business tripso Company-related functionso Company parties


Preventing Sexual Harassment

Addressing Sexual Harassment

Internal policies Collective agreements Occupational Health and Safety Act Criminal charges Application to the Ontario Human

Rights Tribunal


Ontario’s Sexual Violence & Harassment Action Plan

o Action Plan was introduced into legislation in March 2015

o Focuses on Sexual Violence and Harassment in the Workplace and on Campuses

o Does not focus on sexual violence and harassment as it happens within the private spaces between intimate partners or strangers and/or in public spaces

o Does not focus on street harassment

o PSA campaigns: o #WhoWillYouHelpo #ItsNeverOkay

Preventing and Responding to Sexual Harassment

Employers & Supervisors

Update your sexual harassment policy Include the policy in the orientation of all new

employees, staff, volunteers, students, etc. Take proactive steps Maintain a poison-free environment Respond immediately

Promising Practice:“Make It Our Business” (2014)

Centre for Research & Education on VAW & Children

1. Recognizei. Warning signs

(e.g. Obvious injuries, bruises, Isolation, etc.)ii. Abusive Behaviour

(e.g. Calls partners repeatedly during work, is absent or late related to conflict at home)

iii. Risk Factors (e.g. Actual or Pending separation, Stalking behaviour, A history of IPV, etc.)

“Make it Our Business”(2014): Co-Workers

2. Respondi. Understandii. Interrupt Isolationiii. Have a “See It-Name It-Check It” Conversation

See It! Paying attention when your gut tells you something is NOT right- Recognize warning signs

Name It!“I am concerned about you”-name warning signs

Check It! Ask Questions “Are you Okay?” “Do you want to talk?”

“Make it Our Business”(2014)

3. Refer

Consult your workplace policy to gather names and contact information

o The Assaulted Women’s Helpline: 1-866-863-0511

o Mobile #SAFE (#7233)o Contact PCAWA o Immediate danger call 911

“Make it Our Business” (2014)

4. Report

o Focus on Safetyo Formal and Informal Reporting

Roundtable Discussions

Questions:

o What do you think your agency’s sexual harassment policy should include?

o How can you or will you improve your workplace environment(s) to be a safer working place?

Scenario #1

An employee makes remarks about a female coworker. He refers to her as a ”fat cow“ and often says ”waddle waddle “ when she walks past, or ”swish swish “ when she wears

nylons. He is known for teasing a lot of people in the office, many of

whom says it is all in good fun. After many comments, the female

employee tells him to ”get off her case“ and throws a highlighter at

him.

If yes, why? What form of harassment is at play?

What issues and concerns are raised by the scenario?If it’s not harassment, why not?

Is this Sexual or Gender-based Harassment?

Scenario #2

When a co-worker ended a romantic relationship with him, an employee showed intimate cell-phone photos

of her to several people in their workplace. His supervisor heard that other people had seen the pictures, but he did not see them himself. The supervisor did not intervene because

it was a personal matter.Adopted from Ontario Human Rights Commission Seminar about Policy on Preventing Sexual and Gender-based Harassment

If yes, why? What form of harassment is at play?

What issues and concerns are raised by the scenario?If it’s not harassment, why not?

Is this Sexual or Gender-based Harassment?


Take Aways

Follow Us: Twitter: @PCAWA1Facebook: Peel Committee Against Woman Abuse

Join and Follow the Conversation for PCAWA’s social media campaign: #16DaysofActivism & #December6

Thank You!!!

Find our community resources and contact us @

www.pcawa.orgT:(905)823-3441

E: [email protected]

http://www.pcawa.org/

presented by: reya dhandhari, pcawa coordinator. o peel committee against woman abuse (pcawa) is a...

Documents