| Am I being too sensitive? |
| Claire is the only woman working in a sales team of 10. The team is considered successful with sales figures exceeding targets each month. Its a friendly team with jokes and banter shared amongst the group.
Claire feels uncomfortable about some of the behaviour some men portray - in particular the sexist comments made about female staff members from other departments. The comments are often derogatory - "She could do with losing weight, she has big tits, her bum looks big today, I wonder what she is like in bed". The staff members are not aware of these comments made of them.
Although the team treat Claire with courtesy, she feels extremely awkward when some of the men would gather around a desk making sexist comments of the images in FHM and other men's magazines. They would often invite her to partake in these discussions. Some of the men have images of Jordan semi naked as a screen saver.
Claire loves her job, especially interacting with the customers and her sales figures are in the top three. She has excellent rapport with the team, however feels she is treated as 'one of the lads'. She is often introduced as one of the top three 'Salesmen' in our team. Claire resents that the men do not recognise her gender.
Her manager feels she is taking this too personally as the men do enjoy working with her.
A survey conducted by insurance firm Hiscox suggests that staff laugh at sexist and racist jokes, and think nothing of participating in sexual banter. A poll of almost 800 managers and staff revealed an 'alarming disregard' for office behaviour. Hiscox said its study found that two-thirds of workers swear while more than one in three laughs at sexual innuendo, or regularly hears jokes of a racist or sexist nature.
Even though most organisations have policies, and lets say Hiscox report is even partially correct, there would seem to be a big gap between having these carefully consulted policies and implementing into practice.
Unacceptable behaviour in the workplace is only likely to be stopped if staff clearly believe that such conduct will be punished. No employer would hesitate to take steps against an employee who took money from the till.
Fundamentally should there be a difference in organisations taking action between an employee exposing their employer to financial risk to potentially causing undue distress to their colleagues?
Points for consideration:
- Inappropriate workplace banter may expose employers to liability for harassment.
- Liability may arise under the various forms of anti-discrimination legislation and the Protection from Harassment Act.
- Prevention requires not just the existence of Dignity at Work polices but a clearly expressed intent to enforce them.
- Employers that become liable for acts of harassment may consider passing on the liability to the worker for whose acts they have been found liable.
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| Definitions |
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Difference between Gypsy and Traveller
The Roma have been made up of many different groups of people from the very beginning, and have absorbed outsiders throughout their history. Because they arrived in Europe from the East, they were thought by the first Europeans to be from Turkey or Nubia or Egypt, or any number of vaguely acknowledged non-European places, and they were called, among other things, Egyptians or 'Gyptians, which is where the word "Gypsy" comes from.
Roma, which in the Romani language means "people", originate from northern India. "The Romani language is of Indo-Aryan origin and has many spoken dialects, but the root language is ancient Punjabi, or Hindi" The words Roma and Romani have nothing to do with the country Romania in which the Roma are called Tsigani (Gypsy)
Irish Travellers and Scottish Travellers are a distinct group and do not refer to themselves as Gypsies. Irish Travellers have been known as a distinct group since 400AD and have their own language called Cant, Gammon or Shelta.
Travellers are an indigenous minority who, historical sources confirm, have been part of Irish society for centuries. Travellers long shared history, cultural values, language, customs and traditions make them a self-defined group, and one which is recognisable and distinct. Their culture and way of life, of which nomadism is an important factor, distinguishes them from the sedentary (settled) population.
There are an estimated 25,000 Travellers in Ireland, making up more than 4,485 Traveller families. This constitutes approximately 0.5% of the total national population. It is estimated that an additional 15,000 Irish Travellers live in Britain.
Difference between a Refugee and an Asylum Seeker
An asylum seeker is a person who has lodged a claim for asylum with the Immigration Service (part of the Home Office), and is awaiting a decision on that claim.
A person cannot be an asylum seeker until they have actually registered an asylum application.
A refugee is someone who has been granted leave to remain in the UK following consideration of an asylum application. In the strictest sense of the word, refugee status is only conferred upon those who have been granted indefinite leave to remain (under the UN 1951 Convention on Refugees)
"Refugee" - A legal definition Refugee is a legal term used to describe a person who fulfills the definition set out in the Geneva Convention of 1951 relating to the status of refugees. The Geneva Convention contains the internationally recognised definition of a refugee, and this definition is applied by all countries who have signed the Convention, including the UK. The Convention says that in order to be recognised as a refugee a person has to show that: "Owing to a well-founded dear of being persecuted for reasons of race, religion, nationality, membership of a particular social group or political opinion, is outside his country of nationality and is unable or, owing to such fear is unwilling to avail himself of the protection of that country; or who, not having a nationality and bring outside the country of his former habitual residence as a result of such events, is unable or, owing to such fear is unwilling to return to it." |
| Interesting Case Law - Sex Discrimination |
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Network Rail employee wins £100,000 over pornography in her in-tray
A Network Rail signal woman has won more than £100,000 damages after male colleagues put pornographic magazines in her in-tray.
Donna McAllister's work colleagues also drew offensive cartoons which they left on her desk and spread rumours she was a lesbian, an employment tribunal heard.
Miss McAllister, 44, said she was driven to a nervous breakdown after she complained about her treatment.
She said she was forced to apply for her own job during a reorganisation and then told she had not got it, even though she was the only candidate.
Despite being a manager earning up to £57,000 a year, male colleagues shunned her at business meetings, she told the tribunal in Exeter, Devon.
Miss McAllister said her victimisation started when she was transferred to the Exeter signal box in 1999. The all male crew thought one of them should have got the well paid grade five job, she added.
She said: "The male staff fouled the ladies toilets and put pornographic magazines in my in tray and the ladies toilets, and they interfered with the computer and fax equipment.
"I was told an offensive cartoon of me had been drawn by one of the other staff."
She added: "I was told by a manager I was being given a hard time because of my gender and for the male staff it was a case of 'little girls playing with little boys' toys'."
Miss McAllister complained of sexual harassment twice before senior executives accepted her case and moved her to a more senior job in Plymouth.
But she said her career was blighted and she was considered "trouble" because she had made the complaints and she was forced to work with senior managers who had been criticized for failing to stop the harassment. One of them blanked her at meetings.
Network Rail settled the discrimination case before all their witnesses gave evidence. The settlement figure was not disclosed but was reported to be more than pounds 100,000.
Network Rail denied discrimination and said it had investigated and dealt with the original allegations effectively and paid compensation at the time to Miss McAllister.
It said it did all it could to help her through her illness and was still trying to find her a suitable job when she resigned.
Source: Telegraph |
| Diversity Dilemmas |
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Sent in by a reader:
I work in a private newly refurbished leisure centre which has state of art gym facilities, an Olympic size swimming pool and classes that cater for all ages, genders and for people with disabilities. Some of the classes are for women only, enabling participation from minority ethnic communities.
Two of the staff members are Keep Fit instructors who occasionnaly take swimming classes for children. They are both called Julia. To differentiate between the two, staff and managers refer to one as 'Large Julia' and the other as 'Small Julia'. Both of these women have defined themselves as White British and are in their 20s. Both have blonde hair.
The two women do not seem to mind being referred to by these names and have said 'laughingly', it is a good way of differentiating between the two. I have now overhead Julia introduce herself to children (and their parents) as ' I am Small Julia and we have another Julia who is called 'Large Julia'.'
Since this does not link into race, sex, gender, disability, age, religion or sexuality, is this considered as good practice?
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| Special Offer of the Month: |
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Dignity at Work Workshop 23 September 2008 |
Blue Tulip Training in conjunction with Watford Chamber of Commerce is conducting a half day interactive workshop. The session will explore the benefits of valuing individuals and maintaining respect and dignity in the workplace.
Session Outline:
- What is bullying and harassment in the work place
- The concept of intention of behaviour versus impact
- Appropriate behaviour, attitude and language.
- Legal Implications
- Organisational responsibility in eradicating workplace bullying and harassment
Please contact Blue Tulip Training on 01923 467885 or Watford Chamber of Commerce on 01923 442442
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| About Blue Tulip Training |
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Its diversity focus has developed into four strands:
Training - Equality and Diversity, Managing Diversity, Bullying and Harassment
Consultancy - Research based or specific development focus E.g. Conducting diversity audits
Independent, impartial and independent Investigations into allegations of bullying and harassment
Coaching - For staff from a Black or Minority Ethnic background or for managers who wish to implement diversity, good practice and effective working practice.
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Our sponsors |
Blue Tulip Training is affiliated with Asian Women Enterprise - A networking solution, bringing Asian Women together to share, inspire and motivate
www.asianwomenenterprise.com
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| Events for September
Monday September 1 |
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This takes place during the 9th month of the Islamic Lunar Calendar and is the holiest of the 4 holy months. Muslims abstain from all food and drink between dawn and sunset, and from any traits of bad character. Ramadan was the month in which the first verses of the holy Qur'an were revealed to Prophet Muhammad (pbuh). The reason why Muslims fast during this time is about seeking proximity to God, so that it brings people close to their natural state and purifies thoughts and actions.
Parkash - Sikh
Commermorates the installation of the the Sikh Scriptures first edition in the Golden Temple by Guru Arjan Dev 1604 CE |
| Wednesday 3 September |
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Ganesh Chaturthi (Hindu)
On this day Hindus all over the world will celebrate the birthday of Lord Ganesh (Ganesh Chaturthi). Ganesh is depicted with an elephant's head on a human body and in the Hindu tradition he is the son of Lord Siva and the Goddess Parvati. He is known as the Remover of Obstacles and is prayed to particularly when people are beginning a new enterprise or starting a new business. Ganesh is also known as the patron god of travelling.
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| Monday 8 September |
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Birth of the Blessed Virgin Mary (Christian)
Roman Catholics celebrate the birth of Virgin Mary
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| Wednesday September 11 |
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Day of Remembrance (USA)
The effects of the attacks on the World Trade Centre and the Pentagon in 2001 impacted Americans and other nations world wide, brought us to focus on the devastation terrorism has caused worldwide.
Ethiopian New Year (Rastafarian)
Rastafarians believe Ethiopia is their spiritual homeland and a place to which they want to return
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| Sunday 21 September |
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International Day of Peace
This was established by a United Nations resolution in 1981. The aim of this is to devote a specific time for the UN and people of the world to promote the ideals of peace and demonstrate their commitment to peace.
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Monday 29 September |
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Navratri(Hindu) |
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Means nine nights, starting on the new moon. It is dedicated to the goddess Durga who had nine incarnations to symbolise the triumph of good over evil.
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| Tuesday 30 September Rosh Hashanah - New Year (Jewish) |
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This day celebrates the creation of the world and lasts for 2 days. L'shanah tovah is the traditional greeting for a good new year. Marks the anniversary of the creation of the world. It begins at sundown the night before and ends 10 days later with Yom Kippur. Celebrated with prayers and religious services |
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Five Tips on Promoting Dignity at Work (Part 1 ) |
1. Essential to have support from senior management, executive team as well as Board members for any initiatives, training or policies that are to be implemented.
2. Implementing a policy will have greater impact if staff at all levels are involved in its development process.
Ensure staff have confidence to use the policy
3. Set a good example. Support managers, through training in developing a better understanding between Firm Management and Bullying. Develop a culture where employees are consulted and problems are discussed. Provide a strong message of the importance (and benefits) of Dignity at Work
4. Maintain fair procedures for dealing promptly with complaints from employees. Complaints of bullying and harassment can usually be dealt within the confidentiality frame, using clear grievance and disciplinary procedures.
5. Emphasise that all staff members take responsibility in maintaining dignity in the workplace. Those who witness bullying and harassment have as important a role to play as those who experience it directly.
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| Cultural Gaffes |
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A nice cross cultural example of the fact that all pictures or symbols are not interpreted the same across the world: staff at the African port of Stevadores saw the "internationally recognised" symbol for "fragile" (i.e. broken wine glass) and presumed it was a box of broken glass. Rather than waste space they threw all the boxes into the sea!
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