Harassment of womens at workplace slideshare


The issue of gender equality in employment has given rise to numerous policies in advanced industrial countries, all aimed at tackling gender discrimination regarding recruitment, salary and promotion. Yet gender inequalities in the workplace persist. Alb ingress controller purpose of this research is to document the psychosocial process involved in the persistence of gender discrimination against working women.

The dataset contained data collected in and from respondents from 18 countries. Structural equation modellings confirmed the hypothesised mediation. Overall, the findings shed light on how motherhood myths justify the gender structure in countries promoting gender equality. Citation: Verniers C, Vala J Justifying gender discrimination in the workplace: The mediating role of motherhood myths. This is an open access article distributed under the terms of the Creative Commons Attribution Licensewhich permits unrestricted use, distribution, and reproduction in any medium, provided the original author and source are credited.

The funders had no role in study design, data collection and analysis, decision to publish, or preparation of the manuscript.

Competing interests: The authors have declared that no competing interests exist. Extrapolating this trajectory, the report underlines that it will take the world another years—or until —to close the economic gap entirely. Gender inequalities are especially blatant in the workplace.

For instance, on average women are more likely to work part-time, be employed in low-paid jobs and not take on management positions [ 23 ]. There is evidence that gender inequalities in the workplace stem, at least in part, from the discrimination directed against women.

For instance, Masser and Abrams [ 6 ] found in an experimental study that the higher the participants scored in hostile sexism, the more they were likely to recommend a male candidate rather than a female one for a managerial position. In spite of consistent evidence that higher sexism is related to greater bias toward working women [ 7 ], little is known regarding the underlying processes linking sexism to discrimination.

This question remains an important one, especially because the persistence of gender discrimination contradicts the anti-discrimination rules promoted in modern societies. In fact, the issue of gender equality in employment has given rise to numerous policies and institutional measures in advanced industrial countries, all aimed at tackling gender discrimination with respect to recruitment, promotion and job assignment. In the USA, for instance, the Civil Rights Act and the Equal Pay Act provided the legal foundation for the implementation of anti-discrimination laws within the workplace.

The Treaty on the European Union and the Charter of Fundamental Rights of the EU, all contain provisions relating to the promotion of equality between women and men in all areas, and the prohibition of discrimination on any ground, including sex. The member states of the European Union must comply with these provisions [ 8 ]. In this respect, some countries have incorporated legislation on equal treatment of women and men into general anti-discrimination laws e.

Comparable policies have been implemented in the Asian-Pacific area, with countries including gender equality into broad anti-discrimination laws e. The purpose of this research is to further explore the psychosocial process involved in the stubborn persistence of gender discrimination in the workplace, using a comparative and cross-sectional perspective of national representative samples.

According to several lines of research [ 9 — 13 ], the expression of prejudice in contexts where social and political anti-discrimination values are prevalent implies justifications. According to social dominance theory, justification of practices that sustain social inequality arises through the endorsement of legitimizing myths [ 13 ]. Moreover, research conducted in the field of system justification theory has extensively documented an increased adherence to legitimizing ideologies including social stereotypes, meritocracy, political conservatism, etc.

Relying on this literature Pereira, Vala and Costa-Lopes [ 18 ] provided evidence of the mediational role of myths about social groups on the prejudice-support for discriminatory measures relationship. Specifically, they demonstrated that the myths according to which immigrants take jobs away from the host society members and increase crime rates mediated the relationship between prejudice and opposition to immigration see also [ 19 ].

Glick and Fiske [ 20 ] conceptualised sexism as a multidimensional construct that encompasses hostile and benevolent sexism, both of which having three components: paternalism, gender differentiation and heterosexuality. We suspect that the gender differentiation component of sexism in particular may be related to gender discrimination in the workplace, because the maintenance of power asymmetry through traditional gender roles is at the core of this component [ 20 ].

In support of this assumption, Glick and Fiske [ 21 ] stated that gender roles are part of the more general interdependence between women and men occurring in the context of family relationships and, importantly, that these traditional, complementary gender roles shape sex discrimination. Compared with other intergroup relations, gender relations present some unique features e. For instance, the belief that marriage is the most meaningful and fulfilling adult relationship appears as a justifying myth, on which men and women rely when the traditional system of gender relations is challenged by enhanced gender equality measured at the national level [ 30 ].

Drawing on this literature, we propose that beliefs that imbue women with specific abilities for domestic and parental work ensure that the traditional distribution of gender roles is maintained. In particular, we suggest that motherhood myths serve a justification function regarding gender discrimination against women in the workplace.

Motherhood myths include the assumptions that women, by their very nature, are endowed with parenting abilities, that at-home mothers are bonded to their children, providing them unrivalled nurturing surroundings [ 3132 ]. Conversely, motherhood myths pathologised alternative mothering models, depicting employed mothers as neglecting their duty of caring, threatening the family relationships and jeopardizing mother-children bondings see [ 33 ] for a critical review of these myths.Updated Oct 20, 1.

The template contains suitable POSH training module too. We feel our effort would help in making workplaces a better and safe location to work, for everyone. The POSH slides are crafted to be universally understandable, although the names used inside could be edited according to the region if needed.

Recommended

Google Slides supports the file extensions of Microsoft PowerPoint; hence it is compatible to be used on the Google Slides. Without a doubt, Yes. You will find us here. Title- Law towards Sexual Harassment in India The legal content written in this slide is to be written as it is. Affect over the receiver would be counted, not the Intent of the doer. Title- What defines a Workplace? Any space where the hired personnel visits for the work, including transportation.

As the name suggests, it means some exchange of favour for an advantage. Ketki and Milind work in an accounting firm. Arjun and Monica are part of a project team in the college department. They both report to their senior Malik.

Seeing the hard-work and efficiency of Monica, she is selected as a core member of another and prestigious college project. This word slowly spreads out in the whole college. Ritu has recenty joined as a fresher in a company.

Parvez is assigned as her trainer for some period. Parvez is the lead of the team, which Ritu wants to join. She approaches Parvez for the same, and looking at her esteem, he agreed to her joining once her training period is over. During the course of them working together, Parvez asked Ritu for lunch various times, and Ritu went with him willingly, each time.

But he kept her asking, via messages and plethora of mails. Anita sent some pictures of a negligibly dressed women to Kartik.Harassment and bullying remain significant workplace issues despite increasing awareness of the problem. Typical harassment and bullying behaviours range from unwelcome remarks and persistent unwarranted criticism to unwanted physical contact and shouting.

Search form

Recipients of these inappropriate behaviours are more likely to experience anxiety, stress and a loss of confidence. This factsheet examines the UK legal positions on harassment and bullying at work, and outlines employers' and employees' responsibilities in addressing the problem. It also gives advice on dealing with complaints. Explore our viewpoint on bullying and harassment in more detail, along with actions for government and recommendations for employers.

The terms bullying and harassment are often used interchangeably. People have the right to be treated with dignity and respect at work and organisations should take any form of harassment or bullying seriously. Employers should foster a fair and inclusive working environment that enables everyone to feel they can contribute.

People professionals should lead on developing a positive and inclusive culture with zero-tolerance for harassment and bullying. Individuals should feel confident to bring complaints without fear of ridicule or reprisal.

Harassment and bullying may be against one or more people and may involve single or repeated incidents across a wide spectrum of behaviour, ranging from extreme forms of intimidation, such as physical violence, to more subtle forms such as ignoring someone. It can occur without witnesses, in face-to-face interactions, as well as online. Examples include:. The continuing issue of sexual harassment in particular has been highlighted in the media.

A report Batang kantot story just a bit of banter? The Women and Equalities Select Committee held enquiries into Sexual harassment in the workplace with arrange of recommendations. Our Managing conflict in the modern workplace research found that employees were almost twice as likely to have experienced bullying than harassment not of a sexual nature at work in the previous three years.

Fewer than one in 25 reported experience of sexual harassment. However, almost a quarter of employees thought that challenging issues like bullying and harassment are swept under the carpet in their organisation. Read our guidance on how employers should respond to sexual harassment complaints and build gender-inclusive workplaces. CIPD members can use our more detailed resource pack. In Great Britain and in summary, harassment because of someone's age, disability, race, religion or belief, sex, sexual orientation and other protected characteristic is unlawful under the Equality Act Harassment which is entirely unrelated to a protected characteristic isn't covered by the Act.

The Equality and Human Rights Commission has published guidance on harassment and the Equality Actincluding a Code of practice on employment. Whilst not legally binding documents, the codes give important guidance on good practice and failure to follow them may be taken into account by tribunals or courts. The law protects individuals from harassment while applying for a job, in employment and in some circumstances after the working relationship has ended, for example, in connection with the provision of a verbal or written reference.

There's also protection for people against harassment on the basis of their membership or non-membership of a trade union and, in Northern Ireland, against harassment on the basis of political belief. Employers are liable for harassment between employees, and can also be liable for harassment from a third party for example, a customer. Although the government has removed express protection for this third-party harassment from the Equality Act, liability can still arise from other legal duties, for example breach of contract, direct discrimination, the Protection from Harassment Act and so on.

These other legal duties and good practice mean that employers should continue to take steps to protect employees from harassment from anyone they come into contact with. The UK legal position on bullying is more complex as there's no single piece of legislation which deals with workplace bullying.

Bullying may be covered by:.Over the years, the world has gotten closer to achieving gender equality. There is better representation of women in politics, more economic opportunities, and better healthcare in many places of the world.

However, the World Economic Forum estimates it will take another century before true gender equality becomes a reality. What drives the gap between genders? Here are 10 causes of gender inequality:. Around the world, women still have less access to education than men. Only 6 countries in the world give women the same legal work rights as men.

Studies show that if employment became a more even playing field, it has a positive domino effect on other areas prone to gender inequality. One of the causes for gender inequality within employment is the division of jobs. Most of the time, those are the jobs that pay the best.

This discrimination results in lower income for women. Women also take on the primary responsibility for unpaid labor, so even as they participate in the paid workforce, they have extra work that never gets recognized financially.

These places become unsafe and without protection, women frequently have to make decisions that compromise and limit their goals. Many women around the world do not have authority over their own bodies or when they become parents.

Accessing birth control is frequently very difficult. These mothers often become financially dependent on another person or the state, losing their freedom. In addition to limited access to contraception, women overall receive lower-quality medical care than men. This is linked to other gender inequality reasons such as a lack of education and job opportunities, which results in more women being in poverty.

They are less likely to be able to afford good healthcare. Many women also experience discrimination and dismissal from their doctors, broadening the gender gap in healthcare quality.

When religious freedom is attacked, women suffer the most. According to the World Economic Forumwhen extremist ideologies such as ISIS come into a community and restrict religious freedom, gender inequality gets worse. Of all national parliaments at the beginning of German mg34 parts, only As of June of11 Heads of State were women.

Despite progress in this area over the years, women are still grossly underrepresented in government and the political process. This means that certain issues that female politicians tend to bring up — such as parental leave and childcare, pensions, gender equality laws and gender-based violence — are often neglected. It would be impossible to talk about gender inequality without talking about racism.

Gender inequality and racism have been closely-linked for a long time. According to Sally Kitch, a professor and author, European settlers in Virginia decided what work could be taxed based on the race of the woman performing the work.No person shall publish, or cause to be published, or arrange or take part in the publication mt7615 exhibition of, any advertisement which contains indecent representation of women in any form.

No person shall produce or cause to be produced, selllet to hire, distribute, circulate or send by post any book, pamphlet, paper, slide, film, writing, drawing, painting, photograph, representation or figure which contains indecent representation of women in any form: Provided that noting in this section shall apply to.

Provided that no entry under this sub-section shall be made into a private dwelling-house without a warrant: Provided further that the power of seizure under this sub-section may be exercised in respect of any document, article or thing which contains any such advertisement, including the contents, if any, of such document, article or thing if the advertisement cannot be separated by reason of its being embossed or otherwise from such document, article or thing without affecting the integrity, utility or saleable value thereof.

Provided further that the power of seizure under this sub-section may be exercised in respect of any document, article or thing which contains any such advertisement, including the contents, if any, of such document, article or thing if the advertisement cannot be separated by reason of its being embossed or otherwise from such Petite black shemale, article or thing without affecting the integrity, utility or saleable value thereof.

Any person who contravenes the provisions of Sec 3 or Sec 4 shall be punishable on first conviction with imprisonment of either description for a term which may extend to two years, and with fine which may extend to two thousand rupees, and in the event of a second or subsequent conviction with imprisonment for term of not less than six months but which may extend to five years and also with a fine not less than ten thousand rupees but which may extend to one lakh rupees.

No suit, prosecution or other legal proceeding shall lie against the Central Government or any State Government or any officer of the Central Government or any State Government for anything which is in good faith done or intended to be done under this Act.

If it is not possible to mark any such advertisement or article, the marking may be done on the packaging or in any other manner which the authorised officer thinks proper. Notwithstanding anything contained in rules 3 and 4, where the authorized officer is of the opinion that it is not possible to seize and seal any advertisement or article in the manner prescribed in rules 3 and 4 due to the size or the nature of such advertisement or article, he may take such steps as he thinks fit for the seizure and sealing of such advertisement or article without affecting the integrity, utility or saleable value thereof.

Name and address of the person from whom the advertisement s or article s are seized. Definitions: In this Act, unless the context otherwise requires,- "advertisement" includes any notice, circular, label, wrapper or other document and also includes any visible representation made by means of any light, sound, smoke or gas; "distribution" includes distribution by way of samples whether free or otherwise; "indecent representation of women" means the depiction in any manner of the figure of a woman; her form or body or any part thereof in such way as to have the effect of being indecent, or derogatory to, or denigrating women, or is likely to deprave, corrupt or injure the public morality or morals; "label" means any written, marked, stamped, printed or graphic matter, affixed to, or appearing upon, any package; "package" includes a box, a carton, tin or other container; "prescribed" means prescribed by rules made under this Act.

Prohibition of advertisements containing indecent representation of Women: No person shall publish, or cause to be published, or arrange or take part in the publication or exhibition of, any advertisement which contains indecent representation of women in any form.

Penalty: Any person who contravenes the provisions of Sec 3 or Sec 4 shall be punishable on first conviction with imprisonment of either description for a term which may extend to two years, and with fine which may extend to two thousand rupees, and in the freerdp fullscreen of a second or subsequent conviction with imprisonment for term of not less than six months but which may extend to five years and also with a fine not less than ten thousand rupees but which may extend to one lakh rupees.

Offences by companies 1 Where an offence under this Act has been committed by a company, every person, who, at the time the offence was committed was in-charge of, and was responsible to, the company for the conduct of the business of the company, as well as the company, shall be deemed to be guilty of the offence and shall be liable to be proceeded against and punished accordingly: Provided that nothing contained in this sub-section shall render any such person liable to any punishment, if he proves that the offence was committed without his knowledge or that he had exercised all due diligence to prevent the commission of such offence.

Explanation — For the purpose of this section. Offences to be cognizable and bailable: 1 Notwithstanding anything contained in the Code of Criminal Procedure, 2ofan offence punishable under this Act shall be bailable.

Protection of action taken in good faith: No suit, prosecution or other legal proceeding shall lie against the Central Government or any State Government or any officer of the Central Government or any State Government for anything which is in good faith done or intended to be done under this Act.

Power to make rules: 1 The Central Government may, by notification in the Official Gazette, make rules to carry out the provisions of this Act. Manner of seizure of articles: 1 Every seizure made in pursuance of the provisions of sub-section 1 of section 5 shall be made in the manner hereinafter provided in these rules.

Manner of packing and dealing with advertisements or articles seized: 1 The advertisements or articles seized shall be packed in adequately strong paper, cloth or in any other packing material in such a way that the advertisements or articles may not be tampered with and the ends of the paper, cloth or other packing material shall be neatly folded and affixed by means of gum or other adhesive or stitched in or tied.

Manner of seizing and sealing advertisements or articles in certain cases: Notwithstanding anything contained in rules 3 and 4, where the authorized officer is of the opinion that it is not possible to seize and seal any advertisement or article in the manner prescribed in rules 3 and 4 due to the size or the nature of such advertisement or article, he may take such steps as he thinks fit for the seizure and sealing of such advertisement or article without affecting the integrity, utility or saleable value thereof.SlideShare uses cookies to improve functionality and performance, and to provide you with relevant advertising.

If you continue browsing the site, you agree to the use of cookies on this website. See our User Agreement and Privacy Policy. See our Privacy Policy and User Agreement for details. Create your free account to read unlimited documents. The SlideShare family just got bigger. Home Explore Login Signup. Successfully reported this slideshow. We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Sexual harassment at workplace. Upcoming SlideShare. You are reading a preview. Create your free account to continue reading.

Republic Act No. 11313 or “The Safe Spaces Act” - Addressing Gender-Based Sexual Harassment

Sign Up. Like this presentation? Why not share! Sexual Harassment in the Workplace Embed Size px. Start on. Show related SlideShares at end.

10 Causes of Gender Inequality

WordPress Shortcode. Next SlideShares. Download Now Download to read offline and view in fullscreen. Download Now Download Download to read offline. Sexual harassment at workplace Download Now Download Download to read offline. Student at International Institute for Population Sciences.SlideShare uses cookies to improve functionality and performance, and to provide you with relevant advertising.

If you continue browsing the site, you agree to the use of cookies on this website. See our User Agreement and Privacy Policy.

See our Privacy Policy and User Agreement for details. Create your free account to read unlimited documents. The law has been passed in order to protect the women from sexual harassment and help her have a safe working environment. We think a lot of improvements need to be taken care in the act. It is more like the beta version. The Act puts additional burden on the employer. Non compliance of the act shall attract monetary penalty and might even lead to closure of business.

Do read the our views slide on the last page. The SlideShare family just got bigger. Home Explore Login Signup.

Successfully reported this slideshow. We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime. Sexual Harassment of Women at Workplace Act Upcoming SlideShare.

Sexual Harassment in the Workplace: - PowerPoint PPT Presentation

You are reading a preview. Create your free account to continue reading. Sign Up. Like this presentation? Why not share! Sexual Harassment of Women at Workp Embed Size px. Start on. Show related SlideShares at end. WordPress Shortcode. Next SlideShares.

Download Now Download to read offline and view in fullscreen. Download Now Download Download to read offline. Sexual Harassment of Women at Workplace. The sexual harassment of women at workplace. Related Books Free with a 30 day trial from Scribd. Arrest-Proof Yourself Dale C. Smart on Crime Kamala Harris. Elizabeth Loftus. Related Audiobooks Free with a 30 day trial from Scribd.

Lott, Jr. No problem.

Global Database on Violence against Women

Obstacles in the implementation of laws to prevent sexual harassment of women at workplace as well as attempt to discuss solution to remove these hurdles.

Gives brief description of Sexual harassment of women at workplace Act ITS ABOUT HARASSMENT AT WORK PLACE AND PREVENTION,LAWS,ACT,MYTH&FACT. Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal). It gives a gist of all the things that come into picture when it comes to women safety. By - Advocate Rajendra P. Parkar Assisted By - Mayur D. Chauhan. SEXUAL HARASSMENT OF WOMEN AT WORKPLACE (PREVENTION, PROHIBITION AND REDRESSAL) ACT, The Indian Government has passed the first ever bill that protects women all over India from sexual harassment at their workplace.

This slideshare explains. Traditional Examples of Sexual Harassment Harassment by a male supervisor of a female subordinate. Harassment by co-workers based on a “hostile work.

The law has been passed in order to protect the women from sexual harassment and help her have a safe working environment. Harassment is a form of employment discrimination that violates our Civil Rights an disturbs our professional and life performance. Harassment is unwelcome. it is all about the Pakistan and harassment face by women in Pakistan with videos. Women Harassment, Types of Harassment. DEFINITION OF WORKPLACE HARRASMENT Workplace harassment is any type of unwelcome action toward an employee that.

Any unwelcome sexual advance, request for sexual favors or other verbal or physical conduct of a sexual nature, which interferes with an individual's work. Presentation is all about the Sexual Harassment on the women in the workplace and also talks about the law to protect women against these kind of inhuman. In accordance with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, (Act), it is mandatory for every employer. 1 A study of workplace harassment of women Health workers in Lahore A thesis submitted in 2 Dedicated to those who have devoted their lives for saving the.

The presentation provides an overview of "the Provisions of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act" & its. FEHA: harassment based on sex or of a sexual “The real social impact of workplace behavior often because you are male, rather than female.

Preventing Workplace Harassment PPT Half of all reported bullying is woman-on-woman: “status-blind harassment”; Bullying is psychological. ** Non-sexual conduct may also be sexual harassment if you are harassed because you are female, rather than male, or because you are male, rather than female. An Act to provide protection against sexual harassment of women at workplace and for the prevention and redressal of complaints of sexual harassment and for.