1. Respect in the Workplace Lisa Hollett Director of Human Resources

2. Overview At Memorial, all persons have the RIGHT to be treated with civility, decency, respect and dignity.

3. MUN views harassment seriously Prevention activities – education and awareness prohibited any member may lodge complaint support from highest levels Context: Katz Report cost to employer cost to victim

4. Policies and Procedures Respectful Workplace Policy Sexual Harassment Policy

5. Respectful Workplace Policy Draft document Covers work related activities Prohibited grounds under the provincial human rights code Personal harassment Provides for support and resolution through the offices of faculty relations and human resources

6. Sexual Harassment Policy and Procedures Covers sexual harassment Verbal, gestures, visual, physical and psychological Provides for support and advice through the office of sexual harassment advisor

7. What is Sexual Harassment? = conduct of a sexual nature that is unwanted directed at individuals by a person who knows (or ought reasonably to know) that such conduct is unwanted

8. What is Sexual Harassment? "conduct" is of a broad scope, including: gender-based insults sexist remarks comments about looks, dress, appearance or sexual habits

9. What is Sexual Harassment? "unwanted" = regarded by victim as undesirable or offensive victim did not solicit or incite victim demonstrates (despite possible "participation") to harasser or supervisor victim's demonstration(s) is timely

10. What is Sexual Harassment? consider reasonable/usual limits of social interaction in the particular context it is less the intent (of the harasser) and more the impact (on the victim) harasser has burden of proof

11. Responses if you experience or witness harassment document incident(s) and your response(s) seek advice of experts Sexual Harassment Advisor Faculty Relations/Human Resources consider alerting Supervisor(s) if it is a case of assault or sexual assault, victim should contact Police

12. Immediate responses to a harasser interject express emotional reactions name it (as discrimination and/or harassment) disagree or question validity of a statement point out hurtfulness and offensiveness empathetically confront approach and support victim approach co-witness(es)

13. Roles and responsibilities of Supervisors act on behalf of the university  Memorial has legal obligation to provide a safe and healthy working/learning environment recognize that power differentials exist be vigilent for:  unwanted behaviour  sudden changes in work/academic performance  prevalent rumours  high rates of absenteeism or turnover

14. Roles and responsibilities be familiar with University-Wide Procedures for Sexual Harassment Complaints (2001) and upcoming Respectful Workplace Policy

15. Interim Sexual Harassment Advisor Isobel O’Shea UC3000, University Centre Memorial University of Newfoundland sexualharassment@mun.ca (709) 737-2015 or (709) 570-8854 www.mun.ca/sexualharassment

16. Examine yourself We all have individual responsibility to look out for cues that our behaviour might be unwanted. At Memorial, all persons have the RIGHT to be treated with civility, decency, respect and dignity.

17. Questions?