Until 2018, do you know how workplace sexual harassment is mixed with power relationships? How to define and search the card? Confronting sexual harassment is an important and continuing issue.
Today, we should talk seriously about sexual harassment, especially in the workplace, which involves more complex power relationships.
2017, the New York Times broke the collective silence, exposing the Weinstein incident, the victim came forward to identify, the power of the people through the inducements and blackmail, sexual harassment and sexual assault. Silence reflects the victim's inability to fight back, and the complicity of the line of the structure. (Extended reading: from Little Chili to Renee Yas Sedoux!) Female star's bitter confession: Weinstein and Hollywood rape us with power
Hollywood's silence, perhaps, is just a microcosm of the Daizhi-field environment. According to the Employment management and equality of employment in the workplace, published by the Ministry of Labour in 2016, the survey pointed out that about 80% of women who had been sexually harassed were not complaining, and that men had no complaints about sexual harassment. The reasons for not complaining are, in addition to being "treated as a joke", followed by "fear of gossip", as well as fears of losing work or being transferred to retaliate.
We have to face the seemingly gender progress of the contemporary, there are still workplace sexual harassment, even more than in the past, there are more obscure areas worthy of discussion. Employment relationship, there is the premise of unequal power relations, when we suffer discomfort, how can we fight back?
Start with a definition of how sexual harassment is going on in the workplace.
Workplace sexual harassment: hostile injury and rewards and punishments for exchange
The most direct correlation with workplace sexual harassment is the Gender Work Equality Act , which regulates all employment relationships. According to article 12th of the Gender Work Equality Act, sexual harassment in the workplace can be divided into two main categories:
"Sexual harassment in hostile working environment" means that the employee in the performance of his duties, any person who, by virtue of sexual demands, sexual or gender-discriminatory words or actions, creates a hostile, coercive or offensive working environment that infringes or interferes with his or her personal dignity, personal freedom or affects his or her performance.
"Exchange sexual harassment" means an employer's explicit or implied sexual requirements for an employee or job seeker, having sexual or sexist words or actions as the exchange conditions for the establishment, survival, alteration or distribution, disposition, remuneration, performance appraisal, promotion, reduction, rewards and punishments of a labor contract.
At the same time, the 13th article of the Gender Work Equality Act stipulates that employees who employ more than 30 persons should be provided with qualitative harassment prevention measures, complaints and disciplinary methods to protect their rights and interests.
When you encounter a sexual harassment incident that makes you feel uncomfortable, whether it's verbal cues, physical intrusion or valence sex exchange, remember that you are protected by law, it is not your problem, you do not have to swallow your own bad luck, you can also through positive search card, to ensure your own rights and interests, and further end the abuse of the workplace environment. (Recommended reading:"Gender Watch" startups co-founder of Sexual harassment: "I should hire you, or sleep with You")
"No evidence doesn't mean I'm not harmed."
Have you been sexually harassed and you have to search for your own evidence? If there's no evidence, does that mean I'm not harmed?
Many people have misgivings about the search for sexual harassment and think they are not friendly enough. In fact, sexual harassment in the workplace, although there are clear rules, but the case is different, but also is to tell the theory, so in the report, before the search warrant, in order to speed up the decision process, but also to avoid both sides of the uncompromising of cognitive gap, resulting in damage to the rights. (Recommended reading: the refusal to personal sexual harassment, generalization, private Dehua, small!) Eight things that must be discussed in the Chen Weiting attack
The search is in the cards to protect yourself. Women's knowledge has organized clear procedures for the search of evidence,
First Search card: If you can immediately search for a recording is the best, but if not in the event of sexual harassment to do an immediate search card (including verbal or physical sexual harassment), it is recommended that the subsequent recording of the card. For example, ask the other party why you have verbal or physical harassment of the day, causing you physical or mental harm and so on. In addition, your own performance and attendance record at work should be collected to prevent the company from firing you for unwarranted reasons.
Ask for help: see if a co-worker has seen the day of sexual harassment, or whether any colleagues or former colleagues who have been treated with the same treatment can testify. Many studies have shown that the perpetrators of harassment by the power line are usually habitual offenders of sexual harassment, so the incumbent usually takes into account the interests of the work and does not dare to testify. Separation of colleagues and the perpetrator has no interest in the situation, more willing to testify.
Formal written (letter of deposit): It is recommended to request an apology or to make an appropriate remedy and compensation to the other party in formal written form after the certificate is searched.
Avoid dismissal: If the employer for this reason to dismiss you, you can not go to work, if you really do not want to work also have to leave, or a letter of deposit to indicate that they want to go to work, is the employer does not allow themselves to go to work, otherwise the employer may use absenteeism three days to dismiss In particular, it is recommended that, in the case of a complaint, the production of events be recorded as memorabilia, or that the language and conduct which may constitute sexual harassment be specifically documented, so that the full picture of the case can be understood when the deliberative body handles it.
Volunteer for help: Ask the civil society groups that have contact with the issue of sexual harassment, for example
- Women's Knowledge Civil Law Advisory Hotline (02) 2502-8934
- Call National Protection Line 113
- Sexual Harassment Advisory Service of the Modern Women's foundation