In This Together: A Look At Preventing Sexual Harassment, Bullying, and Teasing - PowerPoint PPT Presentation

1 / 32
About This Presentation
Title:

In This Together: A Look At Preventing Sexual Harassment, Bullying, and Teasing

Description:

Assess knowledge of the statistics regarding these concepts ... harassment, discrimination and impropriate behavior issues into their diversity activities ... – PowerPoint PPT presentation

Number of Views:210
Avg rating:3.0/5.0
Slides: 33
Provided by: valerie97
Category:

less

Transcript and Presenter's Notes

Title: In This Together: A Look At Preventing Sexual Harassment, Bullying, and Teasing


1
In This Together A Look At Preventing Sexual
Harassment, Bullying, and Teasing
  • Dr. Jennifer Wild
  • Dr. Valerie R. Cherry

2
Objectives
  • Learn definitions of sexual harassment, bullying,
    and teasing
  • Assess knowledge of the statistics regarding
    these concepts
  • Learn about solutions in dealing with these
    issues
  • Discuss the Career Success Standards as an
    initiative to help prevent sexual harassment,
    bullying, and teasing behaviors on center

3
Definitions
  • Teasingthe act of playfully or maliciously
    disturbing another person (especially by
    ridicule) provoking someone with persistent
    annoyances
  • Bullyingan ongoing pattern of physical or
    psychological aggression that is threatening,
    coercive, relentless, and leaves the victim
    feeling powerless

4
Types of Bullying
  • Physical
  • Emotional
  • Relational
  • Bystander victimization
  • Cyber bullyinga relatively new phenomenon

5
Definitions
  • Sexual Harassmentunwelcome sexual advances,
    requests for sexual favors, and other verbal or
    physical conduct of a sexual nature in which
    submission to or rejection of such conduct
    explicitly or implicitly affects an individual's
    work or school

6
Sexual HarassmentTwo Types
  • Quid pro quooccurs when a school employee causes
    a student to believe that he or she must submit
    to unwelcome sexual conduct in order to
    participate in a school program or activity. It
    can also occur when an employee causes a student
    to believe that the employee will make an
    educational decision based on whether or not the
    student submits to unwelcome sexual conduct.
  • Hostile environmentoccurs when unwelcome
    sexually harassing conduct is so severe,
    persistent, or pervasive that it affects a
    student's ability to participate in or benefit
    from an education program or activity, or creates
    an intimidating, threatening or abusive
    educational environment.

7
Examples of Sexual Harassment
  • sexual advances
  • touching of a sexual nature
  • graffiti of a sexual nature
  • displaying or distributing of sexually explicit
    drawings, pictures and written materials
  • sexual gestures
  • sexual or "dirty" jokes
  • pressure for sexual favors
  • touching oneself sexually or talking about one's
    sexual activity in front of others
  • spreading rumors about or rating other students
    as to sexual activity or performance.

8
True or False?
  • When teasing becomes cruel and causes someone
    distress and/or it becomes one-sided and
    prolonged, then teasing has become bullying.
  • Sexual conduct must be unwelcomed in order to be
    sexual harassment.
  • It is estimated that 45 of American females will
    experience some form of sexual harassment during
    their academic or working lives. Yet, just 25
    ever tell anyone.
  • Bullies act tough in order to hide feelings of
    insecurity and self-loathing.
  • In schools, there is one incident of bullying
    every 7 minutes. 
  • Lesbian, gay, bisexual and transgender (LGBT)
    youth are equally likely as heterosexual students
    to be targets of harassment.

9
True or False?
  • Only the individual being sexually harassed is
    considered the victim.
  • Sexual harassment leads to lost productivity,
    sick leave, and worker replacement.
  • Complaints filed by men have tripled since 1994
    and are primarily due to harassment by female
    supervisors.
  • Studies estimate 1 woman in 8 will experience
    sexual harassment on the job.

10
PerceptionCan this be sexual harassment?
11
Job Corps Significant Incident Reporting System
(SIRS) Data
  • SIRS DEFINITIONS
  • Sexual Assault Sexual assault includes any
    alleged non-consenting sexual act involving
    forceful physical contact including attempted
    rape, rape, sodomy, and other. If forceful
    physical contact is not used, the incident should
    be reported as a Sexual Misconduct/Battery.
  • Sexual Misconduct/Battery Sexual
    misconduct/battery includes the intentional
    touching, mauling, or feeling of the body or
    private parts of any person without the consent
    of that person. Sexual harassment or unsolicited
    offensive behavior such as unwelcome sexual
    advances, requests for sexual favors, and other
    verbal or physical contact of a sexual nature is
    also included.

12
Alleged Sexual Assault/Misconduct Incidents
(PY04-PY05)
13
Job Corps SIRS Report by Primary Incident Code
Sexual Misconduct (7/1/2005-6/30/2006 and
7/1/2004-6/30/2005)
14
Job Corps vs. National Data Alleged Sexual
Assault/Misconduct Incidents
  • There were 190 incidents of sexual assault and
    misconduct by Job Corps students in PY04, which
    is a rate of 3.0 incidents per 1,000 separated
    students.
  • The 2003 National Crime Victimization Survey
    (NCVS) reported a sexual assault and misconduct
    rate of 4.2 incidents per 1,000 youth ages
    16-241
  • 1 Retrieved from the World Wide
    Webhttp//www.ojp.usdoj.gov/bjs/pub/pdf/cv03.pdf

15
What we have learned
  • It is often hard for students to verbalize what
    makes them feel unsafe
  • Many students do not realize that harassment,
    teasing, or bullying are inappropriatethey think
    its cool
  • Students really appreciate staff who address
    inappropriate behavior but many staff feel
    uncomfortable with this responsibility
  • The best centers help students learn how to deal
    with inappropriate behavior and do not just
    handle it for them

16
What we have learned
  • Female students can be uncomfortable when PDA is
    common and not addressed by staff
  • Females feel more comfortable when the population
    on center is close to 50/50 in terms of male/
    female
  • Many centers have been successful in
    incorporating harassment, discrimination and
    impropriate behavior issues into their diversity
    activities
  • When harassment, teasing, and bullying are
    common, the culture is negative

17
Lets Try a Scenario
18
Scenario Questions
  • What could happen to the individual in the
    scenario?
  • How does this behavior impact the group?
  • Does this behavior have any influence on the
    organizational culture?

19
Scenario Questions
  • What could happen to the individual in the
    scenario?
  • How does this behavior impact the group?
  • Does this behavior have any influence on the
    organizational culture?

20
What has Job Corps done?
  • To decrease negative behaviors and develop
    employability and independent living skills, Job
    Corps has developed Career Success Standards
    (CSS)
  • CSS helps create a constructive (positive
    normative) culture

21
What are the Career Success Standards?
  • The Career Success Standards (CSS) are a set of
    student behavioral expectations in the areas of
  • Social Development
  • Employability
  • Independent Living

CSS aims to create a constructive culture
(positive normative culture) on each Job Corps
center supported by indigenous proven practices
and proven instructional methods and materials
22
The Career Success Standards are
  • Workplace Relationships and Ethics
  • Personal Growth and Development
  • Communications
  • Interpersonal Skills
  • Information Management
  • Multicultural Awareness
  • Career and Personal Planning
  • Independent Living

23
Each Standard has a Profile that includes
  • Standard Statement EXPECTED OUTCOME
  • Competencies WHAT BEHAVIORS?
  • Performance Levels HOW WELL?
  • Staff Responsibilities REINFORCEMENT

24
What does a profile look like?
25
Standard Profile Statement and Competencies
  • EXPECTED OUTCOME

WHAT BEHAVIORS?
26
Standard Profile Performance Levels
HOW WELL?
27
Staff Responsibilities
REINFORCEMENT
28
What CSS IS IS NOT
  • CSS IS NOT
  • A curriculum
  • A program of facilitated sessions
  • Focused on the process
  • A one-size-fits-all for ALL centers and ALL
    students
  • CSS IS
  • Behavioral STANDARDS
  • Supported by PROVEN PRACTICES
  • Focused on OUTCOMES
  • Chosen by center

29
Results of CSS thus farPilots report.
  • Increase in performance measures
  • Increase in staff and student relationships
  • Decrease in negative behaviors such as
    harassment, bullying, and teasing
  • Increase in staff involvement and ability to
    model, mentor, and monitor
  • Self removal of negative staff and students

30
How can you use this information?
  • Develop office and/or program norms of behavior
    like CSS to improve your culture
  • Investigate the statistics relating to your
    office or program
  • Hold focus groups with staff and/or program
    participants to explore their perceptions of
    these issues
  • Hold staff training and include behavior
    expectations in performance reviews
  • Others?

31
Resources
  • http//www.eeoc.gov/
  • http//www.safeyouth.org
  • GLSEN's 2005 National School Climate Survey
    http//www.glsen.org
  • TAG-I Health and Wellness Approach to (1) Family
    Planning and (2) Sexual Assault and Prevention
    http//jchealth.jobcorps.gov
  • http//jccdrc.jobcorps.gov/CSS

32
Q and A
Write a Comment
User Comments (0)
About PowerShow.com