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PACT programme introduction
Transcript of PACT programme introduction
What is violence against women?
Did you know?
The Scottish Social attitudes 2015 found that only 49% of women and 43% of men regarded workplace sexual harassment as 'very seriously wrong'
Figures dropped to 30% of those saying the same aged 18-29, and for this age category only 25% of respondents named wolf whistling as 'seriously wrong' and only 19% named stalking as 'seriously wrong'
What immediate action is required?
An employee has told you that she is in an abusive relationship. You were previously unaware of the situation and when you ask, the employee tells you that she has not received support at work or from external services.
Pause the presentation for a moment..
Can you think of possible ways in which in which this might impact on an individual, and the workplace?
Their mental and physical health could suffer - violence is never the best context in which to be productive
They could be further victimised at work if no further action is taken
An inappropriate employer response could impact on their ability to maintain employment
• The perpetrator could come into contact with the wider workforce
A colleague at work receives wolf whistles from male colleagues, who comment she is looking nice that day. She laughs along but you feel something isn't quite right.
1 in 3 women worldwide will experience a form of gendered violence throughout her lifetime
Gender inequality is both the cause and consequence of violence against women
Any woman, regardless of age, status, job, class, ethnicity or sexual orientation can experience male violence but all women experience gendered violence through everyday sexism and misogyny
Prevention is better than cure; intervening early, or changing unhelpful attitudes will prevent situations from escalating
6 in 10 working women have had a male colleague behave ‘inappropriately’ towards them
Trade Union, Unite, that of those who experienced domestic abuse in Scotland, 66% reported affects on working life
If your workplace only employs 20 people, staff likelihood of experiencing abuse is high given that 1 in 3 women experience violence
Should employers practice prevention?
What does prevention at work look like?
How and why might this affect the woman in question?
What can employers do?
Practice primary prevention; establish a code of conduct on acceptable language and combating stereotypes
Pause the presentation for a moment. Can you think why the action is inappropriate?
What at first might not seem like an act of violence, actually feeds into to a wider culture of sexual harassment that women face including grabbing, groping and street harassment
There are implications to being seen as a sexual object at work as well as threats to work performance; being belittled or demeaned is never a good context for feeling safe
Break up monopolies at work that may exclude women
Ensure your workplace models wider workplace equality; equal pay, flexible working
Preventing violence against women in the workplace: the PACT programme
What should I do next?
Register to download free materials at: https://http://www.zerotolerance.org.uk/resources/employers-pact?destination=node%2F355
You can expect a DIY toolkit containing more information on
Responding to employees with appropriate workplace adjustments
Dealing with perpetrators
"How to" draft your policy
Engaging employees in attitudinal change
Take our quick survey at https://www.surveymonkey.co.uk/r/9HWYW8K
Don’t hesitate to reach out for consultation support and guidance. You can get in contact by calling us on 0131-556-7635 or by email at firstname.lastname@example.org
Policy: all workplaces should have a dedicated violence against women policy
Action: all staff at work should act to prevent violence
Training: appropriate staff members should be trained on how to handle critical incidents
Web: http://www.zerotolerance.org.uk Email: email@example.com
Communication: all employees should be aware employer has a zero tolerance approach
The employee should be believed, not questioned or blamed
A VAW policy should be in place; if not, one should be drawn up, and key staff who have been trained on implementation should be alerted
Work based adaptations should be provided and with maximum flexibility - for example, time off
A risk assessment to prevent further abuse; building protocol, online safety for example
20% of those experiencing abuse or violence will take time off because of it, without explaining this to their employer
What answers did you come up with?