...Reducing Sexism: Equality Between Men and Woman November 2015 Introduction Reducing Sexism –Equality Between Men And Woman * #YesAllWomen! Tweets with key words like “gender” and “violence” reveal that equality between men and women is on the minds of many Americans. An inspiring 1,936,516 tweets put this subject in eighth place within the 10 social issues Americans talk the most about on Twitter (Dwyer, 2014). * Average earnings of men almost always exceed the earnings of women in the exact same occupation (Buckley, 2001). According to Statistics Canada, based on data collected from men and women aged 16 and over, men make an average of $68 500, whereas women make an average of only $45,500. Men employment rates are also significantly higher than women (Statistics Canada, 2009). * Sexual violence is a problem for college communities. The National College Women Sexual Victimization study estimates that one in five college women experience completed or attempted rape during their college years. (Fisher, Cullen, & Turner, 2000). Women have always faced significant challenges throughout their lives due to inequality between men and women. Stereotyping, lack of opportunity, pay differences, sexual harassment, gender-based violence and discrimination represent some of these challenges, which ultimately is disempowering women. This disempowerment has numerous consequences for society today. Times have changed and although unlike in the past...
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...problem that employees face in Carnival Cruise Line Company is a hostile environment. This hostile environment in Carnival Cruise Line Company is also a form of harassment. A good number of other employees in Carnival Cruise Line Company normally think that issues that bring about the hostile environment in the workplace include; bosses who are irresponsible, rude coworkers, privileges, benefits, the lack of perks, work environment that is unpleasant and even recognition. In most cases, to consider the workplace hostile, some lawful standards and policies are supposed to be met. The creation of this hostility in the work environment is mostly done by the boss or a colleague whose behavior, actions, and communications makes it impossible to perform the responsibilities of the workplace or the organization. With the traits portrayed by the coworkers and the employers, it can be concluded that he traits are responsible for changing the terms and conditions or the anticipations of the conducive and comfortable work environment for all employees. Moreover, in order for a work environment to be considered hostile, the traits and actions should show unfairness. An example is where an employee posts nude images or says sexual and explicit jokes is termed as guilty of harassing a fellow employee sexually (Mann & Goodman 2008). The employee is obligated to face legal actions by creating the hostile environment in the workplace. Overview of the alternatives A clear policy is needed to...
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...Decreasing Sexual Harassment in the Workplace Introduction Sexual harassment in the workplace is a very serious issue. Not only does it creates an unsafe environment for the victim but also violates Canadian Charter of Rights and Freedom. According to the International Labour Office, a survey was done on February 2007 which shows that nearly 25% of the workers interviewed experienced sexual harassment with one-third of them men (Sexual Harassment). The report explores what sexual harassment is and provides possible ways to decrease sexual harassment in the workplace. Background The Canadian Supreme Court created the first legislation regarding discrimination based on sex on 1982. As the Canadian Human Rights Reporter reports, two food service workers, Janzen and Tracy Govereau, were waitresses at Pharos Restaurant during the fall of 1982 in Winnipeg, Manitoba. It was reported that the cook in the restaurant, Tommy Grammas, had been making sexual advancements to the two women. When they spoke about this to the manager, they were fired. The case was brought to the Supreme Court. The Court concluded that sexual harassment is a form of sex discrimination. Platy Enterprises Ltd., the owners of the restaurant, was held liable for sexual harassment. Sexual harassment, as defined by the Court, is an unwelcome behaviour of sexual nature that detrimentally affects the work environment or leads to adverse job-related consequences for the victim of harassment (Canadian Human...
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...relentless crusade against the humiliation, oppression, and torture to establish their position, power, and individuality because of this crusade, society and civilization has blossomed and undergone a progressive change. The term sexual harassment “as a legal concept” gained meaningful application in the United States only in the mid- 1970s when the US courts held it to be a form of sex discrimination prohibited under the title VII of the Civil Rights Act of 1964. In India, the term sexual harassment was first defined in a formal legal sense in the year 1997 by Supreme Court in Vishakha v. State of Rajasthan. This research paper has outlined the potential application of new and creative approaches for addressing sexual harassment in the workplace. Specifically this...
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...Individuals are protected against discriminatory acts in the above areas regardless of whether or not the acts were intended to cause them harm. Thus, Canada Human Right Act distinguishes between two broad types of racial discrimination. Disparate treatment occurs when individuals are deliberately treated differently because of their race. Examples include offering ethnic minorities lower starting salaries, posing different interview questions to White and ethnic minority applicants, or refusing to hire applicants of color. Disparate impact, also referred to as adverse impact, occurs when facially neutral workplace practices have an unnecessary and negative effect on members of a protected class (e.g., people of color), thereby limiting the opportunities of that group. Race-related examples of disparate impact can include a wide array of activities, including recruitment and hiring practices or unnecessary requirements for one’s appearance...
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...CHAPTER 2 THE CHANGING LEGAL EMPHASIS: COMPLIANCE AND IMPACT ON CANADIAN WORKPLACES LEARNING OUTCOMES 1. EXPLAIN how employment-related issues are governed in Canada. 2. DISCUSS at least five prohibited grounds for discrimination under human rights legislation and DESCRIBE the requirements for reasonable accommodation. 3. DESCRIBE behaviour that could constitute harassment 4. EXPLAIN the employers’ responsibilities regarding harassment. 5. DESCRIBE the role of minimums established in employment standards legislation and the enforcement process. 6. DISCUSS HR’s role in ensuring compliance with employment legislation in Canada. REQUIRED PROFESSIONAL CAPABILITIES ❖ Identifies and masters legislation and jurisprudence relevant to HR functions ❖ Ensures that the organization’s HR policies and practices align with human rights legislation ❖ Promotes a productive culture in the organization that values diversity, trust, and respect for individuals and their contributions ❖ Assesses requests for HR information in light of corporate policy, freedom of information legislation, evidentiary privileges, and contractual or other releases ❖ Contributes to the development of information security measures issues CHAPTER SUMMARY This chapter focuses on the legal environment in Canada. It discusses the multiple overlapping pieces of legislation that attempt to balance employee and employer rights when it comes...
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...A White Paper from the Society for Human Resource Management BULLIES IN THE WORKPLACE: A FOCUS ON THE “ABUSIVE DISRESPECT” OF EMPLOYEES By Teresa A. Daniel “Bullying is the sexual harassment of 20 years ago; everybody knows about it, but nobody wants to admit it”. —Lewis Maltby (Russell, 2001) The purpose of this paper is to review the current research and literature about workplace bullying, to provide information about how organizations can learn to more quickly identify bullies and to suggest ways of dealing with these toxic people so that the corporate culture is not negatively impacted by their behavior. Overview To be successful, organizations must create an atmosphere that inspires both innovation and risk-taking. In an increasingly competitive global economy, such innovation is more important than ever before (Hamel, 2000). However, not only does workplace bullying stifle productivity and innovative practices, but bullies often target the organization’s most talented employees—those individuals who are generally the most threatening to bullies (McCord & Richardson, 2001). As a result, the creativity and productivity of the organization’s most talented human capital is often negatively affected by this type of behavior at work or, worse yet, good employees are driven out of the company altogether. Bullies are often hard to identify because they operate “under cover”—that is, on the surface they appear to be civil and cooperative, while they do ...
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...Sexual Harassment in Global Human Resource Management BUS 325 Fall Quarter 2008 Global HR Management Instructor: Sandy Hughes December 9, 2008 PREFACE My purpose for writing about Sexual Harassment in Global Human Resource Management is to present some of the issues occurring in our nation globally as it relates to sexual harassment and how employers handle it. We must also examine the laws put in place to help curve this problem. Issues of sexual harassment are simply not raised enough and dealt with in society and abroad. Everyone has the right to work comfortably in an environment that is free of harassment no matter whom they are and where they work. Finally, it is very important that we don’t forget the seriousness of sexual harassment and the effects that it can have on any individual, be it man or woman, although women experience sexual harassment more than men. “Sexual Harassment has been pointed out as the most increasing, widespread problem faced by women in the workforce (Kadue & Lindeman, 1997).” Therefore, I will write to you about what sexual harassment is and what constitutes it, where the United States and other countries stand on this issue (the global view), types of sexual harassment, how to identify it, major problems related to sexual harassment, disciplinary actions the offender may face, and affects sexual harassment may have on the victim. Sexual Harassment is defined as unwelcome sexual advances, requests for sexual favors or other...
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...Work in Canada - Sociology 345 Assignment 3 Essay Prevention of sexual harassment in the workplace is a concern in Ontario. It is agreed that sexual harassment is a form of gender discrimination and is recognized as a violation of human rights, however it still exists today. Sexual harassment violates women, lowers their self esteem, and leaves them feeling helpless, and in some cases trapped in a job that they cannot afford to quit, so they endure the harassment. Employers suffer because it creates a hostile work environment, productivity may decline, absenteeism increases and there is a high turnover of staff which can lead to the loss of valuable employees. Although there are laws and Acts that prohibit sexual harassment, it is not easy to stop. Most women attempt to deal with their situations informally instead of taking formal action because they fear reprisals, such as losing their job or being treated unfairly (Hughes & Anderson, 2010). In addition, the inherent inequalities and social conditioning that occurs between men and women plays a major role in the struggle women face within the workplace. Although the government of Ontario have put several initiatives in place to counter-act sexual harassment, it is not certain that any of these initiatives are making a positive impact on the situation. This paper will examine the different initiatives taken to negate sexual harassment against women in the workplace. According to "Women and Work in Canada: Sexual...
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...Harassment Summary Mrs. Beverly Gilbury, a fifth grade teacher who was working in the district’s Advanced Learning Program, on June 11, 2008, filed with the district’s EEOC officer a sexual harassment complaint against her coworker Mr. Lewiston. After the investigation, the district concluded that Lewiston’s actions created an “extremely sexually hostile” environment for Gilbury. The investigative report recommended dismissal based upon the grievous conduct of Lewiston. Peter Lewiston, a senior maintenance employee, was terminated on July 15, 2008 by the governing board of the Pine Circle Unified School District (PCUSD) for violation of the district’s sexual harassment policy. Evaluate the conduct of Peter Lewiston against the EEOC’s definition of sexual harassment. Analysis of the facts The Equal Employment Opportunity Commission (EEOC) defines sexual harassment as any type of behavior, comments, gestures, and actions of a sexual nature that creates a hostile work environment for an employee (Snell & Bohlander, 112). Additionally, the EEOC states that harassment is illegal when it is so frequent or severe that creates a hostile or offensive work environment for a person (an applicant or employee) (www.eeoc.gov/laws/types/sexual_harassment.cfm). According to the events reported by Lewiston and Gilbury, Mr. Lewiston incurred in the following unlawful behavior while working at school: • On May 25, 2008 Lewiston told Mrs. Gilbury that he was “very fond” of her and that she...
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...You are an HR practitioner in a medium-sized company that will soon be hiring 20 summer interns. You have been directed to provide a 1500-word briefing for all line managers outlining the legal obligations that your company has to these new employees. Write a memo that outlines the most important legal requirement that managers must know about when hiring and managing these employees. You may wish to make specific reference to your jurisdiction’s laws addressing employment standards, occupational health and safety, and human rights. * Personal Information Protection and Electronic Documents Act * Managers must make sure that they comply with this act’s ten principles in regard to maintaining the standards for privacy. According to this act, the human resource department and the company are responsible for safeguarding the privacy of employees. According to this Act, employer can barely keep anything from an employee. Employers are allowed to gather information about employees such as performance, attendance, and possibility of advancement. * Employee Standards Legislation: * There are minimum standards that employers are required to meet * Human rights employment standards in Ontario: * Protects people in Ontario from employment discrimination * The protected grounds of discrimination in employment in Ontario are: race, national or ethnic origin, colour, religion or religious creed, age (18 and over), sex (including...
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...Question 1 Canada, we know was not built by the politicians, soldiers and businessmen who populate our history books. Our country was built on the toil and sweat of people who cleared forests, tilled fields, built canals, railways and cities and labored in our factories and resource industries. In December 1863, several Hamilton unions formed the Canadian Labour Union, a central Trades Union or Trades Assembly; a body made up of delegates from local unions, which lasted until at least 1875. In 1871, five craft unions formed the Toronto Trades Assembly (1871-78), the Ottawa Trades Council (1872-76) and the St. Catherines Trades Assembly (1875). Some of the early unions were independent local unions that were made up of skilled craft workers such as printers and shoemakers. The main concerns of these unions were to protect their craft status from unskilled workers and to provide assistance to people who were sick or unemployed. These unions and the labour congress they belonged to did not support the organization of unskilled workers. In 1883, another start was made and three years later this organization became the Trades and Labor Congress of Canada (TLC). The TLC was one of the forerunners of the present Canadian Labour Congress, now the major national labour organization in Canada. With the adoption of the National Policy (1879) and the construction of the Canadian Pacific Railway (1881-85), Canadian industry began to revive and grow and the unions revived and grew with...
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...analyze the detriments and implications of a workplace tainted with harassment issues, as well as to provide recommendations to assist organizations on how to avoid legal liability regarding harassment claims and how to achieve a harassment-free work environment. Drawing on scholarly sources, the report identifies three forms of harassment, which are bullying, sexual and racial harassment. It examines the differences in people’s perception of harassment in general as well as the factors influencing individuals’ experience of it. The report describes the risks for businesses experiencing harassment in the workplace; it examines the negative effects they can have on organizational environment, and its impacts on the organizations’ professional image. The findings of this report suggest that organizations can prevent and resolve harassment in the workplace by improving leadership and communication among employees, and by implementing and enforcing a clear and effective anti-harassment policy. The recommendations made in this report are to: * Provide basic guidelines on how to create and enforce effective human rights policies in organizations * Provide the necessary elements an effective anti-harassment policy should have * Provide adequate training and education programs for everyone at the organization INTRODUCTION Over the last years, there has been a rising concern over the issue of harassment in the workplace. Despite some employees may ignore or find...
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...Today, sexual harassment in the workplace is a very serious issue that makes going to work very stressful for many women and men all over the world. Accounting to the Anita Superson, “Sexual harassment, a form of sexism, is about domination, in particular, the domination of the group of men over the group of women. Domination involves control or power, which can be seen in the economic, political, and social spheres of society. Sexual harassment is not simply an assertion of power, for power can be used in beneficial ways. The power men have over women has been wielded in ways that oppress women. The power ex- pressed in sexual harassment is oppression, power used wrongly” (Textbook, p154). It is estimated that approximately 90% of all female employees in Canada will face some form of sexual harassment while working on the job, especially the young women and unmarried women. Sexual harassment not only creates an unhealthy work environment and negative consequences for the harassed, but it is also a violation of Human Rights and Freedoms legislation. In this essay, I will focus on the negative effect of sexual harassment and give some recommendations that can support Anita’s claim. It is important to note that women often know when they have been sexually harassed. However, I am arguing for objective justification of sexual harassment, rather than subjective, there are cases in which women are mistaken. According to Anita, the sexual harassment is the harm an action...
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...Pregnancy Discrimination in the Workplace Final Paper Angela Williams HRMG 6000 Integrated Studies in Human Resource Management Instructor: William Tomes May 18, 2014 Table of Contents Abstract…………………………………………………………………………………………....3 Introduction…………………………………………………………………………………….….4 Pregnancy Discrimination Act of 1978…………………………………………………..………..4 The Effects of Pregnancy Discrimination…………………………………………………………5 Determining What Counts as Pregnancy Discrimination………………………………...……….6 A Field Experiment…………………………………………………………………..……………7 General Electric Co vs. Gilbert……………………………………………………...…………….7 Asmo vs. Keane Inc…………………………………………………………………………….....8 Disparate Treatment and Disparate Impact………………………………………………..………9 Sexual Harassment…………………………………………………………………………….....10 Conclusion……………………………………………………………………………………….11 References………………………………………………………………………….…………….12 Abstract This essay will examine previous cases involving pregnancy discrimination. In today’s society pregnancy discrimination still exist. Research has proven that discrimination based on sex has a thorough history in the United States. Real court cases will be reviewed to show that women have endured hardship along with progress in the workplace. The court cases that will be discussed are General Electric vs. Gilbert and Asmo vs. Keane Inc. Also, the Pregnancy Discrimination Act of 1978 will show improvements in regards to this dilemma. Further investigation will address disparate treatment and disparate...
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