Article 1
The title of the article is new report shows harassment,
violence still pervasive in Canadian workplaces. The source of the article is
Western News and was published in March 30,2022. The name of the author is Keri
Ferguson.
The
survey showed all forms of harassment and violence continue to pose significant
health and safety risks for Canadian workers with:
- Almost three-quarters (71.4 per cent) of
survey respondents experienced at least one form of harassment and
violence or sexual harassment and violence, in the two years prior to
completing the survey.
- Almost two in three (65 per cent) survey
respondents experienced at least one behaviour or practice of harassment
or violence at work in the past two years.
- Just over two in five (43.9 per cent) of
survey respondents experienced at least one behaviour or practice of
sexual harassment and violence in the past two years while at work.
- Just over one quarter (26.5 per cent) of
respondents surveyed experienced at least one form of work-related online
harassment in the past two years.
Workplace harassment impacts both workers and the
organization. Sexual conversations, sexual teasing and jokes,
verbal intimidation, the spreading of rumors, and negative comments were among
the most common behaviours of workplace harassment and violence experienced by
survey respondents. Third parties (customers, patients or students) and
co-workers are the most common perpetrators of harassment and violence, and
sexual harassment and violence. While the remote work opportunities have
lowered the workplace contact but it has also resulted in loss of support, new
barriers to reporting and a reduction in training related to harassment and
violence.
Bea Bruske, president of the Canadian
Labour Congress, said unions have an important role to play in advancing a
movement of change. “Everyone deserves to feel safe at work and Canada’s unions
are committed to ending harassment and violence in the world of work,” Bruske
said. “These survey results are crucial to understanding workers’ experiences
and helping to tailor our response. The results are unsettling and confirm that
tackling harassment and violence at work will take more than a
one-size-fits-all approach.
Ferguson, K. (2022, March 31). New
report shows harassment, violence still pervasive in Canadian workplaces.
Phys.org.
https://phys.org/news/2022-03-violence-pervasive-canadian-workplaces.html
Article 2
More
than 1 in 5 worldwide suffering from violence at work: ILO | UN News
The article starts with the
information or fact that was derived from the survey conducted for the
percentage of people affected from harassment at work, “More than one in five
people employed – almost 23 per cent – have experienced violence and harassment
in the workplace, whether physical, psychological or sexual, according to the
first ever joint analysis of data worldwide carried out by the UN International
Labour Organization (ILO), the independent global charity Lloyd’s Register
Foundation (LRF) and analytics and polling company, Gallup.”
The survey was done with the aim to better understand
and spread awareness about the issues rooted with the harassment at work. The
survey assesses the extent of the problem and the factors that prevent people
from talking about their experiences.
The report discloses that only half of the victims of
harassment gets the courage to talk about it and make the culprit pay for their
mistake and this due to lack of disclosure.
Doing the survey and collecting the information reveals
that young people, immigrant workers, and salaried women and men have been the
most exposed to violence. Young women were twice as likely as young men to have
faced sexual violence and harassment, while migrant women were almost twice as
likely as non-migrants to report sexual violence and harassment. Psychological
violence and harassment are the most prevalent across countries, and women are
particularly exposed to sexual violence and harassment.
The report offers the following recommendations to
fight this harassment at work: the regular collection of robust data, extending
and updating mechanisms, increasing awareness of violence and harassment at
work, enhance the capacity of institutions.
I think this article gives an insight about the
harassment all the world and it relates to every business. It gives an overview
of why people don’t talk about their experiences, which groups are mostly on
the edge to witness harassment and some recommendations to fight those.
United Nations. (n.d.). More
than 1 in 5 worldwide suffering from violence at work: ILO | UN news.
United Nations. https://news.un.org/en/story/2022/12/1131372
Article 3
Psychological effects of personal harassment
in the workplace
The article describes the psychological effects of
personal harassment in the workplace harassment and why most of these cases go
unreported. Harassment in the workplace takes many forms: threats to a person,
humiliating behavior, verbal abuse, unwanted sexual attention, and many more
things.
The term personal harassment refers to intentional,
offensive, repeated actions or comments designed to demean an
individual/employee deliberately or cause personal humiliation. It can happen
when individuals use their position and authority with implicit power to
sabotage or interfere with another employees’ career. Some examples of personal
harassment in the workplace include:
Threats or implied threats
Name-calling, yelling, or swearing
Ignoring a person or refusing to have contact with them
to the extent of compromising their ability to fulfill their work obligations
Demeaning jokes or comments regarding a persons’ body,
character, or other personal aspects
Condescending remarks
Offensive and derogatory statements
Spreading rumors
Unwanted remarks and insults
Since, personal harassment is often a non-physical form
of violence, it does not appear in employee handbooks and company policies. It
is also often addressed as a personal issue rather than a form of workplace
harassment, which makes it easier to miss them.
Personal harassment in the workplace can have profound
psychological effects such as anxiety and depression.
The article too discusses about how to prevent this
type of harassment in the workplace because if it goes untreated it may lead to
a hostile work environment with low productivity, high turnover, and overall
toxic team culture.
This article too covers a common idea of personal
harassment at work, and it covers the reasons, the effects and the
recommendations to overcome from this.
Christopher G. Aiello, M. P. at
A. (2021, December 29). Psychological effects of workplace harassment.
GoCo.io. https://www.goco.io/blog/psychological-effects-of-harassment-in-the-workplace/
Article 4
Widespread bullying and gender-based
harassment in the transport industry restricts female participation
This article is a review of a book named, “Women, Work
and Transport” by Emerald. In the article the author quotes the lines of the
author which they used to describe the book. She also brings into notice
various facts that the book reveals.
The author unites the researchers with international
expertise in gender and transport work, to provide original evidence of the
experiences of women working in all transport modes across countries.
Every gender has the right to work in whichever field
they like including transport industry and women too plays an important role in
every part of this sector. The book has the detailed researches that shows that
women often work in the transport business in the face of gender-based violence
and harassment.
The co-author of the book puts up a question to the
different treatment of the complaints regarding harassment and violence against
the women passengers and the women workers. The author tries to uncover the
shocking truth of the gender-based violence among the transport sector globally
which severs as a reason behind women’s exclusion from this male-dominated
industry.
Violence and harassment were the key elements of one of
the chapters in the book which was based on research into the British rail
sector- the male-dominated, gender-segregated and ethnically diverse workforce.
The findings prove that bullying in the rail sector is significantly impacted
by gender, race and ethnicity, age and disability, with ethnic minority women
aged 55+ most likely to report discrimination.
Since the reveals from this book has proved the
inevitable harassment of women in transport industry, the Transport and
Salaried Staff Association has developed a Bullying and Harassment Community of
Practice.
X, S. (2022a, November 29). Widespread
bullying and gender-based harassment in the transport industry restricts female
participation. Phys.org.
https://phys.org/news/2022-11-widespread-bullying-gender-based-industry-restricts.html
Article 5
Workers are reporting more instances
of remote workplace harassment
As discussed in the video, a new type of harassment has
emerged in the workplaces after the Covid-19 pandemic. During the time of the
spread of this disease, people were shut in their houses, connectivity was low
among different countries and every business faced problem as workers were not
able to join. Hence, all over the world people came up with the idea of working
online through different platforms.
Workplace harassment and discrimination has always been
there. People all over the world have been dealing with this and everyone tries
to control these situations at their workplace as this may disturb the whole
work environment.
In this video the reporters have a discussion with Shea
Holman (Executive Director, The Purple Campaign).
She explains that the remote working harassment is as
severe as any other type of harassment. It can be in the form of verbal or
visual including anything like texts, emails, name calling, sending or asking
for sexually selective pictures and or indulging improper behavior on video
conferences.
She adds that it becomes easier for people to harass
online as there is no one to intervene and on the platforms, they work there
conversations may be partial in favour or may be unrecorded. She adds that
sometimes people are not aware enough to understand now that they are getting
harassed and may not know how to report it.
At the end she suggests companies too have helplines
for their employees to register their complaints anonymously without the fear
of superior executive. She also adds that businesses should have training
programs related to creating awareness about harassment and about the reporting
procedures.
This content is useful for every person and for every
business unit to work in a healthy manner.
I think this has educated me about another type of
harassment at work and makes me look out for such training programs at the
places I look forward to work with.
Workers are reporting more instances of remote working
harassment. (n.d.). [Video]. Youtube. Retrieved December 5, 2022, from https://youtu.be/BF4RyGsQ-A4
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