Post by account_disabled on Oct 18, 2023 11:21:30 GMT
The Covid-19 Pandemic has had impacts on the work environment in Brazil. With social isolation measures, many people working from home, it was believed that harassment would decrease.
However, according to research by the Think Eva Institute with Linkedin , exactly the opposite happened.
With the shift of work to a virtual context, Linkedin Brother cell phone list recorded a 55% increase in the volume of conversations between users on the platform from March 2019 to March 2020.
Harassers feel more protected behind a computer screen and send harassing messages or comments to their female colleagues.
The research also shows that one in every six women who suffer harassment ends up resigning and only 5% report it. There is a lot of fear of retaliation, guilt and a sense of impunity, in addition, there is a lack of understanding about what sexual harassment means.
What is harassment?
Defined by law as the act of “embarrassing someone with the intention of obtaining sexual advantage or favoritism, the agent taking advantage of his status as hierarchical superior or ancestry inherent to the exercise of employment, position or function” (Penal Code, art. 216 -A).
Discussions about sexual harassment have increased, but even today there are people who believe that harassment is linked to physical violence and that embarrassing comments, messages, looks and unwanted touches would not constitute harassment.
Guidelines to protect workers against harassment
The MPT prepared a technical note with best practices to protect workers against harassment.
It is important to highlight that the presentation of screen prints, audios and conversations can be evidence against a possible harasser.
What can be done to prevent sexual harassment within companies?
It is necessary to create an anti-harassment prevention policy: develop educational actions on what constitutes harassment for its employees, adopt a public stance against harassment, adopt an external reporting channel that protects the victim's anonymity so that they feel comfortable reporting and an ombudsman to welcome victims.
Reporting Channel to prevent sexual harassment in the home office
Companies that use anonymous reporting channels can drastically reduce the incidence of cases of this nature.
Wide publicity of the channel, aligned with a code of conduct and policy guaranteeing the anonymity of the complainant and non-retaliation are essential for the full functioning of the fight against harassment.
However, according to research by the Think Eva Institute with Linkedin , exactly the opposite happened.
With the shift of work to a virtual context, Linkedin Brother cell phone list recorded a 55% increase in the volume of conversations between users on the platform from March 2019 to March 2020.
Harassers feel more protected behind a computer screen and send harassing messages or comments to their female colleagues.
The research also shows that one in every six women who suffer harassment ends up resigning and only 5% report it. There is a lot of fear of retaliation, guilt and a sense of impunity, in addition, there is a lack of understanding about what sexual harassment means.
What is harassment?
Defined by law as the act of “embarrassing someone with the intention of obtaining sexual advantage or favoritism, the agent taking advantage of his status as hierarchical superior or ancestry inherent to the exercise of employment, position or function” (Penal Code, art. 216 -A).
Discussions about sexual harassment have increased, but even today there are people who believe that harassment is linked to physical violence and that embarrassing comments, messages, looks and unwanted touches would not constitute harassment.
Guidelines to protect workers against harassment
The MPT prepared a technical note with best practices to protect workers against harassment.
It is important to highlight that the presentation of screen prints, audios and conversations can be evidence against a possible harasser.
What can be done to prevent sexual harassment within companies?
It is necessary to create an anti-harassment prevention policy: develop educational actions on what constitutes harassment for its employees, adopt a public stance against harassment, adopt an external reporting channel that protects the victim's anonymity so that they feel comfortable reporting and an ombudsman to welcome victims.
Reporting Channel to prevent sexual harassment in the home office
Companies that use anonymous reporting channels can drastically reduce the incidence of cases of this nature.
Wide publicity of the channel, aligned with a code of conduct and policy guaranteeing the anonymity of the complainant and non-retaliation are essential for the full functioning of the fight against harassment.
