Recognizing and Addressing Workplace Discrimination and Bullying
This lesson by Ms. Minnie focuses on identifying and handling workplace discrimination and bullying, including sexual harassment, gender discrimination, workplace bullying, and emotional abuse. It sheds light on various forms of problematic workplace relations and provides insight on dealing with such situations effectively.
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LESSON PREPARED BY MS MINNIE PERSONAL AND CAREER DEVELOPMENT LEVEL 3 LEVEL 3 MODULE 1 Lesson 3 MODULE 1 Lesson 3 LIFE ORIENTATION LIFE ORIENTATION 1
LESSON PREPARED BY MS MINNIE Module 1 EMOTIONS AND WORKPLACE RELATIONSHIPS 2
LESSON PREPARED BY MS MINNIE EMOTIONS AND RELATIONSHIPS Problematic workplace relations include: Problematic workplace relations include: Sexual harassment Sexual harassment Workplace bullying Workplace bullying Gender discriminations Gender discriminations 3
LESSON PREPARED BY MS MINNIE SEXUAL DISCRIMINATION A strip search in the presence of the opposite A strip search in the presence of the opposite sex. sex. Sexual favours for jobs are serious harassment. Sexual favours for jobs are serious harassment. Verbal harassment like suggestions and hints, Verbal harassment like suggestions and hints, sex related jokes, comments with sexual sex related jokes, comments with sexual insinuations about your body and clothes. insinuations about your body and clothes. Unwelcomed gestures. Unwelcomed gestures. 4
LESSON PREPARED BY MS MINNIE SEXUAL DISCRIMINATION Indecent exposure. Indecent exposure. Patting, touching or other unwanted physical Patting, touching or other unwanted physical contact. contact. Outright demands for sexual favours. Outright demands for sexual favours. Physical assault. Physical assault. Promotion or a job in exchange for sexual Promotion or a job in exchange for sexual favours. favours. 5
LESSON PREPARED BY MS MINNIE WORKPLACE BULLYING Abusive, insulting, or offensive language; verbal abuse, Abusive, insulting, or offensive language; verbal abuse, personal attacks. personal attacks. Offensive conduct/behaviour which are threatening, Offensive conduct/behaviour which are threatening, humiliating or intimidating. Victimising and intimidating humiliating or intimidating. Victimising and intimidating a person by pestering, spying or tampering with their a person by pestering, spying or tampering with their personal stuff. personal stuff. Using physical violence towards a person. Using physical violence towards a person. Humiliating a person in front of colleagues. Humiliating a person in front of colleagues. Persistently criticising a person. Persistently criticising a person. Blaming a person whenever things go wrong. Blaming a person whenever things go wrong. 6
LESSON PREPARED BY MS MINNIE WORKPLACE BULLYING Spreading gossip. Spreading gossip. Work interference Work interference sabotage work from being done. work from being done. Deliberately excluding, ignoring and isolating a Deliberately excluding, ignoring and isolating a person from workplace activities. person from workplace activities. Labelling or calling a person names. Labelling or calling a person names. Being sarcastic towards a person. Being sarcastic towards a person. Damaging a person s reputation. Damaging a person s reputation. sabotage- - which prevents which prevents 7
LESSON PREPARED BY MS MINNIE GENDER DISCRIMINATION The unequal treatment of someone base on The unequal treatment of someone base on their gender. their gender. http://t1.gstatic.com/images?q=tbn:ANd9GcTIJmZAs4yUjErPiLS8sqsRFjKa7aTNATGTUgxX9azB68nUdapRcLmt_js 8
LESSON PREPARED BY MS MINNIE REPORTING MECHANISMS AND DISCIPLINARY ACTIONS Any form of harassment is unfair labour practice Any form of harassment is unfair labour practice and may involve the following steps: and may involve the following steps: Lay a complaint with the designated person. Lay a complaint with the designated person. The accused person is invited to a meeting and The accused person is invited to a meeting and may bring a representative. may bring a representative. Document the details. Document the details. The accusations are investigated and a hearing The accusations are investigated and a hearing is set. is set. 9
LESSON PREPARED BY MS MINNIE REPORTING MECHANISMS AND DISCIPLINARY ACTIONS The accused is informed about the allegations. The accused is informed about the allegations. The accused is allowed to answer and The accused is allowed to answer and responses are documented. responses are documented. Depending of the seriousness of the complaint, Depending of the seriousness of the complaint, the accused may be suspended or relocated the accused may be suspended or relocated until the investigation is complete. until the investigation is complete. The investigation should be conducted The investigation should be conducted according to company policy. according to company policy. 10
LESSON PREPARED BY MS MINNIE MECHANISMS TO COPE WITH DIFFICULT RELATIONS AND EMOTIONS AT WORK These strategies may include the following: Informal methods Avoiding Avoiding- - this is when you pretend the problem does not exist. this is when you pretend the problem does not exist. No one wins in this situation No one wins in this situation Accommodating Accommodating- - you give in to others and let them have their you give in to others and let them have their way. Practice assertiveness to deliver your message. way. Practice assertiveness to deliver your message. Compromise Compromise- - you find a middle way where both parties get you find a middle way where both parties get what they want. Compromise can be a short term solution. what they want. Compromise can be a short term solution. Collaborate Collaborate- - you listen actively, identify the main issue and find you listen actively, identify the main issue and find a creative solution together. a creative solution together. 11
LESSON PREPARED BY MS MINNIE MECHANISMS TO COPE WITH DIFFICULT RELATIONS AND EMOTIONS AT WORK Formal mechanisms Formal mechanisms Mediation Mediation- - a mediator is appointed to oversee the discussions. a mediator is appointed to oversee the discussions. He/she keeps focused and is objective. He/she keeps focused and is objective. Negotiation Negotiation This is a method by which people settle their differences. You This is a method by which people settle their differences. You don t need a mediator. It is a process where a compromise is don t need a mediator. It is a process where a compromise is reached while avoiding argument reached while avoiding argument. 12
LESSON PREPARED BY MS MINNIE MECHANISMS TO COPE WITH DIFFICULT RELATIONS AND EMOTIONS AT WORK Informal negotiation Informal negotiation There may be a one There may be a one- -on negotiation. The formal process of negotiation may not be negotiation. The formal process of negotiation may not be necessary. necessary. Conciliation and arbitration Conciliation and arbitration Conciliation is a process where the (CCMA) will assist the Conciliation is a process where the (CCMA) will assist the parties to find a solution. parties to find a solution. Arbitration is a more formal process. The appointed arbitrator Arbitration is a more formal process. The appointed arbitrator decides on a final decides on a final settlement in settlement in the form of arbitration. This is legal and binding for both parties. legal and binding for both parties. on- -one situation that will require one situation that will require the form of arbitration. This is 13
LESSON PREPARED BY MS MINNIE BASIC CONFLICT RESOLUTION STRATEGIES. Listening Listening- - pay attention, show that you are pay attention, show that you are listening, provide feedback, don t interrupt. listening, provide feedback, don t interrupt. Keep your cool Keep your cool- - stressful situations are not stressful situations are not acceptable in a workplace. acceptable in a workplace. Assertively resolve conflict Assertively resolve conflict- - assertion is not aggression. Knowing how to be assertive is an aggression. Knowing how to be assertive is an important communication skill. Stand your important communication skill. Stand your ground. ground. assertion is not 14
