Workers Exploitation Workplace Harassment & What Are Its Solutions.

1. Workers Exploitation Workplace
Harassment & What Are Its Solutions.
[CSR]

2. AGENDA
Introduction.
oWorkplace Harassment.
a) Sexual harassment.
b) Racial harassment.
oWorkers expolitation.
Child labour.
Conclusion.

3. DEFINITION
According to the Kotler and Lee-
CSR is a commitment to improve
community well being through discretionary
business practices and contributions of
corporate resources.”

4. ALSO KNOWN AS.
CSR is also referred to as:
 Corporate or business responsibility
 Corporate or business citizenship
 Community relations
 Social responsibility

5. WHAT ARE THE CSR ISSUES THAT NEED TO BE
MANAGED IN THE WORKPLACE?

6. AREAS.
 REMUNERATION:
 EMPLOYEE DEVELOPMENT:
 WORK-LIFE BALANCE:
 HEALTH AND SAFETY:
 DIVERSITY:
 CONSISTENCY ACROSS DIFFERENT WORKING
ENVIRONMENTS:

7. WORKERS EXPLOITATION
Child Labour.
HARRASMENT
Sexual Harassment.
Racial Harassment .

9. SEXUAL HARARSMENT.

10. LEGAL DEFINITION.
“Sexual Harassment is
any type of unwelcome
action towards an
employee that leads to
difficulty in performing
assigned tasks or causes
the employee to feel he
or she is working in
hostile environment”.

11. The Definition of Sexual Harassment Has
Evolved Over the Years.
Now it Includes . . .
 Harassment by a supervisor of the
same sex.
 Harassment by a Female supervisor of
a male subordinate.

13. DOES WOMEN ONLY NEEDS PROTECTION..??

14. CONDUCT OF SEXUAL NATURE.
 Verbal or written:-
a) Clothing.
b) Personal behavior.
c) Spreading rumors
about person’s
personal life.
d) Threatening a person.

15. Cont…
 Physical :-
a) Assault.
b) Blocking movement.
c) Inappropriate touching.
d) Kissing.
e) Patting
f) Hugging.

16. Cont…
 Non verbal:-
a) Looking up & down at
person’s body.
b) Facial expression of sexual
nature.
c) Following a person.

17. PREVENTION OF SEXUAL HARASSMENT.
a) Verbally warn.
b) Report the incident.
c) Find the help you need.
d) Take action

18. DO WOMEN NEED TO BE
BEHENJIS AT WORK..??

19. SEXUAL HARARSSMENT AT WORKPLACE
BILL 2010.
 The SEXUAL HARASSMENT AT WORKPLACE BILL 2010
determine that the Indian Constitution & provision
which states that Men & Women have same right to
equality, the same right to Life & same right to live in
dignity.
 The bill & it’s component patently undermine the
basic truth that sexual harassment is neither about
sex nor gender, it is about power & that women in
power can be every bit as abusive as man.

20. “LETS TOGETHER
WORK FOR A
SOCIETY WHERE
WOMEN CAN LIVE
WITHOUT FEAR OF
ANY KIND OF
VIOLENCE”.

22. RACIAL HARASSMENT.
 The United States
has come a long
ways in overcoming
racism in the
workplace but it still
has a long ways to
go.

23. RACIAL HARASSMENT.
 Even today, with a minority president in the
white house, racism is still an issue in the
news every day.
 Companies who take aggressive efforts to
attain cultural diversity ,often opt for
changes in corporate policies that give
incentives for employees who increase
productivity in their department based on
cultural diversity.

25. Solution
 How can we reduce racism?
1. Actively recruit and hire a racially and culturally
diverse staff.
2. Talk to the people of color on your staff.
3. Examine your newsletter or other publications and
look out for negative portrayals, exclusion.

28. CHILD LABOUR…

29. CHILD LABOUR.
“Any girl/boy below 18 years who does full
time work to sustain self & family or any child
who works in an environment that’s hazardous
to his/her mental, physical, social, educational,
moral & emotional development is child
labour”.

30. CHILD LABOUR IN INDIA.

31. Child labour in Silk
Industry.
Child labour in Footwear
Industry.

32.  Child labour at street
work.
 Child labour in Match
Stick Factories.

33. Solutions on child labour
 Eliminate poverty
 Encourage education

34.  Enforce labour laws.
 Abolish child trafficking.
 Replace child workers by
adult workers.

35. Workplace Harassment
Awareness

36. Workplace harassment is a form of offensive
treatment or behavior, which to a reasonable
person creates an intimidating, hostile or
abusive work environment. It may be sexual,
racial, based on gender, national origin, age,
disability, religion or a person's sexual
orientation. It may also encompass other forms
of hostile, intimidating, threatening, humiliating
or violent behavior, which are not necessarily
illegal discrimination, but are nonetheless
prohibited by this policy.
“Harassment is in the eye of the beholder”

37. Sexual harassment is defined as unwelcome sexual
advances, requests for sexual favors, and other
verbal or physical conduct of a sexual nature when
•Submission to such conduct is made either
explicitly or implicitly a term or condition of an
individual's employment (or grade) or is used as
a basis for any employment decision (granting
leave, promotion, favorable performance
appraisal, etc); Quid pro quo; OR

38. “Such conduct has the purpose or effect of
unreasonably interfering with an
individual's work (or academic)
performance or creating an intimidating,
hostile or offensive working (learning)
environment."

39. Which situations could be harassment?
A. Suggestive photos displayed in an academic
office.
B. Repeatedly asking someone for a date.
C. Gestures which have sexual meaning.

40. Two Kinds of Sexual Harassment.
o Quid pro quo.
o Hostile environment.

41. Quid Pro Quo
Definition: “This for that”
Employment
decisions/student grades
based on sexual favors

42. Examples of Quid Pro Quo
• Firing an employee or
failing a student who
ends a romantic
relationship
• Changing performance
expectations after an
employee or student
refuses repeated requests
for a date.

43. Hostile Environment
When verbal or nonverbal behavior (in the
workplace or classroom):
1) Focuses on the sexuality of another person or
occurs because of the person’s gender
2) Is unwanted or unwelcome and
3) Is severe or pervasive enough to affect the
person’s work (classroom) environment

44. Examples of Hostile Environment.
o Remarks about sexual activity
o Touching--brushes, pats, hugs,
shoulder rubs, pinches, etc.
o Repeated requests for dates
o Sending sexual mail, notes, e-mail or
making sexually explicit phone calls

45. Hostile Environment
Go for a That
date? sweater
is hot!
Usually repeated several times

46. Behaviors That May Create
Hostile Environment
When they are UNWANTED:
• Off-color jokes or teasing
• Comments about body parts or sex life
• Suggestive pictures or drawings
• Inappropriate language
• Leering, stares or gestures

47. Gender Harassment
o A form of sex discrimination
o Need not be sexual in nature
o Would not have occurred except for
victim’s gender
o “you’re a pushy broad”

48. Harassment via technology.
 Communications Act of
1934 amended in 1968
regarding telephone calls
 Stalking and harassment
via e-mail also unlawful

49. Rabe v Lewisville ISD, 1994
& Molina v Pasadena ISD, 1989
A teacher with a continuing contract was writing
a student notes, going over her house when her
parents were not home, and kissing her on the
lips constituted good cause for termination on
grounds of immorality in the case of Rabe v
Lewisville ISD, 1994. Even if the student consents
to the relationship, grounds for termination may
be established. As noted in the Molina v
Pasadena ISD, 1989 decision, “Even if the student
were an adult, the fact that a student was as
student is the controlling point. It is this status
and this relationship that constitutes immoral
conduct.”

50. Victim’s Rights
o Does not have
to suffer
tangibly.
o Does not have
to object.

51. What should you do?
If you’re a victim:
• tell your Chair or Dean
• tell your HR representative

52. You can stop it
• Let others know if they behave in a
way that makes you uncomfortable

53. What should you do?
If you’re a harasser:
• reconsider your priorities
• don’t say things that demean men
or women

54. Use your power wisely
• Use power over students to enrich,
not instill fear.
• Use influence with peers to create a
balanced work environment.
• Build a cordial atmosphere for
students, faculty and staff.

55. Common sense rules to
prevent false claims
 Try not to be alone with students particularly
in isolated locations.
 Avoid physical contact with student which
could be misunderstood as sexual in nature.
 Avoid any written communications with
students which could be misconstrued as
personal or romantic.

56. Cont…
 Avoid off-the cuff comments on
students’ physical appearance or
discussing personal topics which could
be construed as sexual.
 Ifa student confides in you regarding
a personal topic of sexual nature,
either invite another adult to join the
conversation or report in writing
immediately.