their unions on how to fight back.
is an expression of authority male supervisor who his demands.
of this problem.
Myth 1: sexual harassment is not very common.
Recent surveys have shown inal 80-90 cent of women in the labour force perienced sexual harassShane in their working lives.
Myth 2: woman invite sexuai narassment by their behaviour and/or dress Sexual harassment is an expression of power. Generally it is not sexually motivated. Harassers behaviour or dress as being 'enticing' in order to justify their aggressive actions.
Myth 3: women who object have no sense of humour This implies that harassment Is harmless fun'. degrading and humiliating.
It is important make a distinction between an office flirtation, the mutual and where no intimidation involved. When the interest is one-sided authority, Myth 4: sexual harassment doesn't hurt anvone Besides the threat to economic security, scAAccording to NUPGE, sexual harassment - usually a has the power to retaliate if his victim refuses to comply with Attitudes created by traditional sex roles contribute to the persistance ual harassment can SCVCICV VICtim's health, through alixicly. anger, fear and frustration.
Psychological effects often show themselves physically as headaches, ulcers and other nervous disorders.
Myth 5: a firm 'no' is enough to discourage any man This statement more serious myth that a woman's 'no' means 'yes' as this myth survives women have no credibility relusing sexual adMyth 6: women often make false claims of sexual harassment Victims face a credibility Droolen. False claims are the exception, not the rule. vet because they receive such attention, legitimate claims are automatically quesWomen who report abuse are subjected to ridicule, disbelief, cusations of entrapment and further humiliation.
Reprisals may follow, ranging from creating intolerable working conditions to firing and blacklisting the wullallasd troublemaker.
This is very effective and unlikely that lost wonnel would venture to make false claims. WHAT CAN I, AS A UNION MEMBER, DO?
Support the victim: don't fall into the trap of blaming her. Approach her and offer SU DOL Tell her that solutions are available and refer her to the shop steward. Discuss at union meetings: organise inose concernea and use your to raise the Issue al a poncy-making level Tell your union officials: and if they don't respond remember them at election time.
Equal rights commitTees may nons nave such that could deal with the issue and recommend further alton.
WHAT IF I'M THE VICTIM?
Don't ignore it. Approach your shop steward: s/he can act as a mediator and approach LIne harasser on your behalf. S/he can also assess what other action can be taken.
Keep a record: every incident should be recorded with time, place, what W di said uvic This can be used in building a case.
Arm yourself: make a record of in cast Leonsas. Harassers often use the Will their sexual demands. Don't feel guilty.
The pack an elaborate of policy statements, educational campaigns, legislation, legal assistalile counselling, training of shop stewards, monitordemocracy. to the union's policy. They
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ind insigated by becomes harassmen.
from men Sexual harassment: the solutions