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Workplace Discrimination

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Title: Workplace Discrimination


1
Workplace Discrimination Harassment
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2
Strategy
  • Our organisation shall continue to create and
    maintain a workplace environment where employees
    are safe, free from discrimination or harassment
    and able to reach their full potential.

3
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4
What is Discrimination?
  • Discrimination occurs when
  • A person or group of people is treated less
    favourably than another person or group, based on
    an attribute that is irrelevant in the
    circumstances.
  • If the person is treated less favourably in an
    employment situation, this contravenes the Equal
    Employment Opportunity guidelines.
  • The intention of the person discriminating
  • is irrelevant, it is the impact on the receiver
  • that has to be considered.

5
Prohibited Grounds
6
What is Harassment?
  • It is any unwelcome behaviour based on the
    prohibited grounds shown in the previous slide,
    which makes the recipient feel offended,
    embarrassed, intimidated or humiliated.

7
What is Sexual Harassment?
  • Sexual Harassment is any unwelcome sexual
    behaviour that is offensive, embarrassing,
    intimidating or humiliating.
  • It has nothing to do with mutual attraction or
    friendship.

8
Examples of Harassment
  • Examples of harassment include
  • uninvited physical contact or gestures
  • intrusive questions or insinuations about a
    persons private life
  • offensive communications (letters, phone,e-mail
    etc
  • workplace bullying, intimidation or threats of
    any kind
  • displays of offensive or pornographic material
    such as posters, pin-ups, cartoons, graffiti

9
What is workplace bullying?
  • Workplace bullying involves the persistent ill
    treatment of an individual that is harmful,
    intimidating, humiliating or embarrassing.

10
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11
Business Issues for any organisation
  • Legal Liability
  • Financial Costs
  • Brand Protection
  • Employer of Choice
  • (Each is outlined in the following pages)

12
Legal Liability
  • Employees who engage in discriminatory or
    harassing conduct may be directly liable to
    financially compensate the victim.
  • Our organisation can be held liable for any
    discriminatory action or behaviour of its
    employees.
  • Legal decisions confirm that employers who take
    specific action to prevent or respond to
    discrimination and harassment in the workplace
    will be supported by the courts.

13
Hidden Costs
  • As well as legal and compensation costs,
    additional costs potentially include
  • Lack of faith in management
  • Low productivity and poor quality work
  • Increased absenteeism
  • Loss of high performance employees
  • Recruitment and retraining costs to replace
    employees and
  • Loss of business due to adverse publicity.

14
Electronic System Surveillance
  • Some organisations have the technical capability
    to monitor the use of computers and e-mails and
    will do so where there is suspicion of
    inappropriate material being sourced, stored or
    transmitted.
  • (The receipt of offencive e-mail in itself is not
    a breach of policy. However, employees are
    expected to destroy or report those e-mails
    received and discourage the originator from
    sending further e-mails of that kind.)

15
Guidelines
  • The following pages provide the guidelines for
    determining
  • appropriate action where it is established that
    an employee
  • has breached the Harassment Policy in particular.
  • The guidelines are categorised according to the
    level of
  • breach, i.e.,
  • - Low Level
  • - Medium Level
  • - High Level

16
Category 1 - Low Level Breach
  • Characteristics
  • First time behaviour (no pattern), that does not
    involve explicit language, sexual connotations,
    invasive touching.
  • Misunderstandings / miscommunication.
  • Asking someone out more than once, where the
    person has been ambiguous in saying no.
  • .

17
Low Level Breach
18
Category 2 - Medium Level Breach
  • Characteristics
  • Repeated actions.
  • Person harassed or discriminated against has made
    an effort to indicate that the behaviour is
    unwelcome.
  • Behaviour includes foul language or implied
    sexual meaning / intention, or other offensive
    conduct.

19
Medium Level Breach
20
Category 3 - High Level Breach
  • Characteristics
  • Breach of organisation policies and/or law with
    intent. That is, the alleged perpetrator knew
    what they were doing.
  • Nature of behaviour is particularly vulgar,
    invasive and/or intimate such that it violates
    standards of privacy, decency and professional
    behaviour.

21
High Level Breach
22
Employer Of Choice
  • Becoming an Employer of Choice is part of some
    organisations strategy to attract and retain
    quality staff.
  • Workplace discrimination and harassment within
    the workplace compromises the ability to achieve
    this status.

23
The Way Forward
  • Demonstrate a culture of respect and
    professionalism in all dealings.
  • Behaviour by employees that involves
    discrimination or harassment is inconsistent with
    the standards of professional conduct and is not
    to be tolerated.
  • Staff at all levels are to be educated and
    reminded of their obligations under EEO through
    workshops and the provision of written material.
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