Respect in the Workplace

Lisa HollettDirector of Human Resources

Overview

At Memorial, all persons have the RIGHT to be treated with civility,

decency, respect and dignity.

MUN views harassment seriously

• Prevention activities – education and awareness

• prohibited• any member may lodge complaint • support from highest levels• Context: Katz Report• cost to employer• cost to victim

Policies and Procedures

•Respectful Workplace Policy•Sexual Harassment Policy

Respectful Workplace Policy

• Draft document• Covers work related activities

•Prohibited grounds under the provincial human rights code

•Personal harassment• Provides for support and resolution through the offices of faculty relations and human resources

Sexual Harassment Policy and Procedures

• Covers sexual harassment •Verbal, gestures, visual, physical and psychological

• Provides for support and advice through the office of sexual harassment advisor

What is Sexual Harassment?

= conduct of a sexual nature that is unwanted

• directed at individuals• by a person who knows (or ought reasonably to know) that such conduct is unwanted

What is Sexual Harassment?

"conduct" is of a broad scope, including:

• gender-based insults• sexist remarks• comments about looks, dress, appearance or sexual habits

What is Sexual Harassment?

"unwanted" =

• regarded by victim as undesirable or offensive• victim did not solicit or incite• victim demonstrates (despite possible "participation") to harasser or supervisor• victim's demonstration(s) is timely

What is Sexual Harassment?

• consider reasonable/usual limits of social interaction in the particular context• it is less the intent (of the harasser) and more the impact (on the victim)• harasser has burden of proof

Responses if you experience or witness harassment

•document incident(s) and your response(s)• seek advice of experts

• Sexual Harassment Advisor• Faculty Relations/Human Resources

• consider alerting Supervisor(s)• if it is a case of assault or sexual assault, victim should contact Police

Immediate responses to a harasser

• interject• express emotional reactions• name it (as discrimination and/or harassment)• disagree or question validity of a statement• point out hurtfulness and offensiveness • empathetically confront• approach and support victim• approach co-witness(es)

Roles and responsibilities of Supervisors

• act on behalf of the university Memorial has legal obligation to provide a safe and healthy working/learning environment

• recognize that power differentials exist• be vigilent for:

unwanted behaviour sudden changes in work/academic performance prevalent rumours high rates of absenteeism or turnover

Roles and responsibilities

• be familiar with University-Wide Procedures for Sexual Harassment Complaints (2001) and upcoming Respectful Workplace Policy

Interim Sexual Harassment Advisor

Isobel O’SheaUC3000, University CentreMemorial University of Newfoundland

sexualharassment@mun.ca(709) 737-2015 or (709) 570-8854

www.mun.ca/sexualharassment

Examine yourself

We all have individual responsibility to look out for cues that our behaviour might be unwanted.

At Memorial, all persons have the RIGHT to be treated with civility, decency, respect and

dignity.

Questions?