Army Acquisition, Logistics and Technology

Transcription

1 Army Acquisition, Logistics and Technology HR Solutions Contractor Sexual Harassment & Assault Training Brent A. Thomas Project Lead Human Resource Solutions Program Executive Office for Enterprise Information Systems

2 Army Sexual Harassment & Assault Statistics Approximately 2/3 of rapes are committed by someone known to the victim 73% of ALL sexual assaults were perpetrated by a non-stranger 38% of rapists are a friend or acquaintance 28% rapes are done by an intimate partner 7% of offenders are related to the victim 1 in 4 women are victims of sexual assault (Koss, M. 1998) 1 in 6 men are victims of sexual assault (Dube, S. 2005) 2

3 Definition of Sexual Harassment What is Sexual Harassment? Army Regulation Sexual harassment is a form of gender discrimination Sexual harassment includes unwelcomed sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: Submission to or rejection of is made a term or condition of a person s job, pay, career; Submission to or rejection of is used as a basis for career or employment decisions; Conduct has the purpose or effect of unreasonably interfering with an individual s work performance or creates an intimidating, hostile, or offensive work environment 3

4 Army Policy on Sexual Harassment Unacceptable and will not be tolerated Destroys teamwork and negatively affects combat readiness Army leadership: Must create an environment conducive for productivity and respect Set the standard to Soldiers and DA Civilians to follow A successful mission is achieved in an environment free of sexual harassment Prevention is the responsibility of every Soldier, DA Civilian and Family member 4

5 Sexual Harassment Checklist Key Questions: Is the behavior sexual in nature? Is the behavior unwelcomed? Would a reasonable person find the behavior inappropriate? If any the above conditions exist, sexual harassment has occurred! 5

6 Types of Sexual Harassment The potential sexual harassment behaviors which the Sexual Harassment Checklist helps us identify are separated into three categories: Verbal Non-Verbal Physical Contact 6

7 Categories of Sexual Harassment Verbal Telling sexual jokes Using sexually explicit profanity or threats, sexually oriented cadences, or sexual comments Whistling in a sexually suggestive manner Describing certain attributes of one s physical appearance in a sexual manner Using terms of endearment such as honey, sweetheart, stud, or hunk Nonverbal Staring at someone, undressing someone with one s eyes, blowing kisses, winking, or licking one s lips in a suggestive manner Displaying inappropriate printed material (e.g., sexually oriented pictures or cartoons) Using sexually oriented screen savers on one s computer Sending sexually oriented notes, letters, faxes, or e- mail Physical Touching, patting, pinching, bumping, or grabbing Cornering or blocking a passageway Providing unsolicited back or neck rubs Kissing 7

8 Types of Sexual Harassment AR outlines two types of sexual harassment: Quid Pro Quo Demanding sexual favors in exchange for a promotion, award, or favorable assignment Disciplining or relieving a subordinate who refuses sexual advances Threatening a poor job evaluation for refusing sexual advances Hostile Environment Using derogatory, gender-biased terms Making comments about body parts Displaying sexually suggestive pictures Telling sexually explicit jokes Incidents of quid pro quo sexual harassment may also have a harassing effect on third persons. Unwanted touching Remember, a third party not just the object of the attention can also view behaviors as sexually harassing! 8

9 Responses to Sexual Harassment Direct approach Confront the harasser and inform the person that the behavior is not appreciated or welcomed and that it must stop Focus on behavior and its impact offer behavior-centered feedback Indirect approach Address the harasser without a face-to-face conversation (e.g., send a letter) Third-party Ask someone else to talk to the harasser, to accompany the complainant, or to intervene on behalf of the complainant to resolve the conflict Chain of Contractor Command Report the behavior to your immediate supervisor and ask for assistance in resolving the situation 9

10 Sexual Harassment vs. Sexual Assault When does sexual harassment cross the line into sexual assault? Sexual Harassment Sexual Assault When it becomes physical! Unwanted, inappropriate physical contact such as groping or fondling constitutes sexual assault and is a crime. 10

11 What is Sexual Assault Sexual assault is a crime. Sexual assault is defined as: Intentional sexual contact characterized by the use of force, threats, intimidation or abuse of authority or when the victim does not or cannot consent. The term includes a broad category of sexual offenses of the following specific UCMJ offenses: rape, sexual assault, aggravated sexual contact, abusive sexual contact, forcible sodomy (forced oral or anal sex), or attempts to commit these offenses. 11

12 Army Policy on Sexual Assault Sexual assault is a criminal offense. Sexual assault degrades mission readiness. Every Contractor who is aware of a sexual assault should immediately (within 24 hours) report incidents. Sexual assault is punishable under laws: Soldiers (UCMJ), DA Civilians, Contractors (Federal/State) Those who commit sexual assault offenses will be held appropriately accountable. All victims of sexual assault will be treated with dignity, fairness, and respect. This policy applies to both on and off post, duty and non-duty hrs. 12

13 Sex Rules Rule No. 1: Sexual assault is a crime. Rule No. 2: No always means no. Rule No. 3: Without consent, it s sexual assault. Rule No. 4: Unwanted physical contact is wrong. Rule No. 5: Sexually offensive remarks are Sexual harassment. Rule No. 6: Silence doesn t mean consent. Rule No. 7: Assess, discern and mitigate risk. Rule No. 8: Set the standard of conduct. Rule No. 9: Stop sexual hazing, bullying and assault. Rule No. 10: Be a leader; not a passive bystander. 13

14 Bystander Intervention Process 1. Notice the event along a continuum of behaviors 2. Interpret the event or behavior as a problem 3. Feel responsible for solving the problem 4. Choose how to intervene 5. Build the culture to eliminate the problem 14

15 Bystander Intervention Techniques Do something! Change subject matter Distract the offender Remove victim from hostile environment Cause an interruption Serve as an ally to the victim Call for help Be a part of the solution, not a part of the problem 15

16 Questions? Mr. Brent Thomas (502)