Bullying and sexual harassment on the job: Identifying, combating, and the importance of reporting channels

Introduction

The ideal working environment is one in which the dignity, respect, and ethics are kept at. all rights reserved. However, the practice of bullying and sexual harassment are still a persistent problem, causing serious damage to the victims, and to other organizations. The present paper aims to identify the different types of bullying, the importance of reporting channels, the types of channels available and the best practices for their implementation, as well as the role of DET – Home Electronics to Labor in the audit.

The identification of the types of harassment

Bullying

Bullying is characterized by the repetition of abusive behavior that is intended to humiliate, embarrass, or to isolate the victim, usually with the intent to undermine his self-esteem, and then delete it from the desktop. Such behaviour may include the criticism of excessive and unjustified harm, social isolation, stress, or loss of a task, and even name-calling.

The identification of ‘moral harassment’ that requires the attention of the persistence, and the desire of the actions, if they occur in a systematic way, and are intended to be detrimental to the work environment of an individual or a group, it is likely that you are bullying.

Bullying can take a number of different ways, depending on the hierarchical relationship between the perpetrator and the victim, and they are:

• Vertical down: this is when the alleged harasser is in a position in the hierarchical superior to that of the victim, using his power to intimidate, humiliate, or to impose conditions are unfavourable.
  
• Vertical-up: it happens when a child is besieging a greater, often as a form of retaliation or pressure.
  
• Horizontal can be seen between colleagues of the same rank and may involve, and social exclusion, gossip and malicious behavior, which seek to undermine the trust and the reputation of the victim.
  
• Mixed: it combines the elements of harassment, both vertical and horizontal, where it is the victim who is harassed by both superiors and co-workers.

Sexual harassment

Sexual harassment is a specific type of child abuse that often occurs in a context in which there is a relationship of power. It is characterized by the action of a sexually oriented, made by someone in a position of hierarchical, top-up against the contributor rank, even, in order to obtain advantages for women.

Sexual harassment is a crime and is defined in art. 216 of The Penal Code, which defines it as an act to embarrass someone in order to gain an advantage, or demanding sexual favors, subject to the condition of the immediate supervisor, or his victim.

This type of harassment is mainly manifested in:

• Sexual harassment in the vertical (downward): this Occurs when the harasser holds a rank higher than that of the victim. This is the type that is typically characterized by an attempt from the top of the to obtain sexual favors from using his / her authority.

Harassment, sexual

The harassment, and sexual, so as to differentiate itself from sexual harassment also occurs when an offender is committed to a lewd acts on a person without his or her consent, in order to satisfy his own lust, or other third parties.

The crime of harassment is sexual it is referred to in art. 215-a of The Penal Code, and it doesn’t require a reporting relationship between the perpetrator and the victim, it is common to occur between co-workers in the same position or a position inferior to a superior. Examples of this include rings that are inappropriate, kissing, forced, or in any other physical contact of a sexual nature are not permitted.

There are two main types of harassment, sexual:

• Harassment, sexual landscape: Behaviors that lascivious non-permitted, such as rings or inappropriate kissing forced to occur between co-workers of the same rank.
• Harassment, sexual and vertical-up: it Occurs when a child practices lascivious acts against one’s superior. Although less common, it also falls under the crime of harassment is sexual.

The importance of reporting channels

The reporting channels are fundamental to the prevention of and fight against harassment in the workplace. It allows victims and witnesses of abuses to report the facts in a secure and confidential manner.

The effectiveness of the channels of the complaint is directly related to the trust that employees have in the system, which depends on many factors, such as anonymity, accessibility, and fairness in the handling of complaints.

Types of reporting channels

The reporting channels can be divided into two main types:

• Internal: – Managed by the organization, those channels that are accessible directly from within the company. Although it would be easier for you to manage, they may face challenges, such as the distrust of the employees, who might be afraid of reprisals, especially when the alleged harasser holds a position of power.
  
• Outside: that are Managed by third parties, these channels offer greater anonymity, and independence, which in turn can increase the confidence of employees to make a complaint. In spite of the result in any additional cost, is often the best cost-effective because they are more efficient in the collection of the reports.

How to implement a channel for complaints effectively

For the ethical is to be effective, its implementation should follow a few best practices:

1. The suitability of the profile of the company, to: Choose the right platform to the profile of the workforce is crucial. In an environment where access to computers is limited, it is important to offer alternatives, such as paper forms, or mobile applications.
   
2. The diversification of channels and to Offer multiple ways of accessing the reporting channel, such as e-mail, phone, WhatsApp, e-forms, and online-ensures that all employees can benefit from it, regardless of the conditions of their employment.
   
3. Anonymity guaranteed: to Ensure that the reports can be made anonymously, it is essential to protect whistle-blowers from possible retaliation.
   
4. Autonomy in the management of the channel and The channel of the allegations, it should be managed in a way that is independent of the direction of the company, preferably, with a team of regulatory Compliance, Human Resources, or by a third party, in order to avoid conflicts of interest.
   
5. Training and awareness-raising: it Is essential to ensure that all employees are aware of the existence of the channel, the operation and the importance of their use, through training and awareness-raising campaigns.
   
6. The documentation and the procedures to Establish and document clear procedures for screening, investigating, and responding to complaints, and ensuring that each step is carried out in a transparent and impartial.

The importance of the guide and the positioning of the company to prevent control of the Y

To prevent the control from the labor ministry’s decision to the Ministry of Public Work, to minimize the risk of penalties, it is critical that companies take a proactive stance on the prevention of bullying and sexual harassment in the workplace. On the creation of informational brochures, and the position of the company in respect of the unfair practices that are key measures that demonstrate a commitment to compliance with the labor code, and the promotion of a healthy environment.

1. the Creation of informational brochures:

– The guide works as a how-to-guides for the employees and educating them about the different types of bullying, how to identify them, and the steps to be followed for reporting such conduct. These leaflets are to be distributed widely, and is updated on a regular basis to reflect changes in the law or in the internal procedures of the company. They are expected to cover:

• Clear definitions of bullying and sexual harassment.
  
• Examples of behaviors that constitute harassment.
  
• Proceedings of the complaint, and the protection of the whistleblower.
  
• The legal consequences and discipline the harasser.

2. The placement of the company’s

In addition to the primers, the company should adopt a policy of zero-tolerance against sexual harassment, and shall communicate this position is clear and consistent at all levels of the hierarchy. These include the following:

• Formal statements of high-ranking officials and reaffirming the commitment to a work environment that is safe and respectful.
  
• The inclusion of provisions in employment agreements and codes of conduct that explicitly prohibit sexual harassment.
  
• The training will be compulsory for all employees, especially managers, the importance of identifying and combating bullying.

3.&you’re in this document;and to the following:

The company should be prepared for a potential audit of the labor ministry’s decision, by keeping all of your documentation is in order, such as:

• Records of training undertaken.
  
• Copies of the leaflets to be distributed.
  
• The protocols for the investigation and resolution of complaints.
  
• Evidence of internal communication on the policy of the company.

4. Penalties and consequences

In the absence of these practices could result in severe penalties against the company in the event of an inspection by the labor ministry’s decision, including the following:

• Administrative fines.
  
• The lawsuits filed by the victims.
  
• The damage to the reputation of the company, which may have an impact on the confidence of customers and morale of staff.

5. Prevention of profit.

To maintain a work environment that is free from harassment, not only to protect the company’s legal, but it can also promote a work environment that is more productive, healthier, and where all employees feel valued and respected. This reduces employee turnover, increases productivity, and strengthens the company’s image in the market.

The role of the DET

The GI is a digital tool that facilitates the communication between the Ministry of employment and the employer, in promoting greater transparency and efficiency in the fulfillment of the obligations of labor. Although it’s not a channel to the complaint, the DETAIL may help fight off the assault by ensuring that notices and communications to be promptly received and responded to by employers, strengthening accountability, and encouraging the adoption of best practices in the business.

Conclusion

The fighting at the moral and sexual harassment in the work environment, it is essential to create an environment that is healthy, productive, and responsible. The implementation of the reporting channels are effective, when combined with an awareness of the different types of bullying and its various manifestations, is the key to ensure the protection of our employees. This DETAIL, although it focuses on communication, they also play an important role in the creation of a work environment that is more secure, and more transparent. With the adoption of these measures, the companies not only to comply with their legal obligations, but also to demonstrate a real commitment to the dignity and well-being of its employees.

https://www.migalhas.com.br/depeso/414470/assedio-moral-e-sexual-no-trabalho-identificacao-combate-e-denuncia