Sexual harassment

[BAJR]

Thank you Ken and Carrickavoy - this is the point of this thread. to highlight that it is a) not acceptable b) the responsibility lies with us all. c) we need to see all companies with a policy on bullying and sexual harassment ( Dino? any news? ) and finally that although uncommon it is important to look at ourselves.

[Beasley]

while I am very pleased that this subject has been aired, and quite rightly, sadly I know it will not change anything in the ingrained bigotry, sexism and blatent bullying that is not just rife in comercial archaeology but postitively encouraged on so many levels. I have finally had the courage to turn my back on the 'profession' after 15 years of putting up and shutting up. It makes my stomach churn to recall all the things I have seen and personally experienced and despite finally standing up for myself the only thing it did was make my life more miserable and unbearable and give me even more bullies on a daily basis. Lesson learned? Don't expect being right will make people behave in the right manner so if you want to stay in archaeology. Put up and shut up.

[kevin wooldridge]

.... finally standing up for myself the only thing it did was make my life more miserable and unbearable and give me even more bullies on a daily basis. Lesson learned? Don't expect being right will make people behave in the right manner so if you want to stay in archaeology. Put up and shut up.

Actually rather than 'Put up and shut up' I think your mail demonstrates the opposite. If you allow people to get away with this kind of abuse, it doesn't go away. It just gives the abusers free rein to carry on.

But on a positive note, if you have suffered for so long it strikes me that you would have s strong case for constructive dismissal. You must seek advice on how to take this matter further.

[George Nash]

My sister was sexually harassed for five years and did nothing about it until one day the harassment went too far. She then called the police and the individual got 16 months. This was back in 1984! It is now 2013 and no harassment, sexual otherwise should be tolerated by anyone. The two girls implicated with this unit should act now. We cannot allow this sort of thing to happen. Also, shame on the supervisor who thinks that this sort of behaviour is the norm.

Over the past year, BAJR has been made aware of two or three cases of what is blatantly sexual harassmentand has advised either the person or teh persons representative to contact the police and/or go to Citizens Advice to get specialist help and advice - I am just not qualified to provide adequate help in this case.

However, as I am aware of responsibilities, and with the consent of one person, I feel it is my duty to make people aware of the situation -and what you can and should do.

Often younger females find themselves in situations that they are unable to control - such as being on an away site in a house with no locks on doors or mixed occupants - here the company should consider accommodation that is suitable for purpose! In other situations the director or responsible archaeologist may make "unwelcome advances" and "lewd comments" which you as a female feel unable to reply to given that you "want to keep your job". This can escalate - it is rare, but it should be better prepared than not at all.

The British Woman's Archaeologist group would agree and would be a good start if you want to talk off the record.

NOW.

What is sexual harassment?
Sexual harassment is a form of sex discrimination.The legal definition of sexual harassment is “unwelcome verbal, visual, or physical conduct of a sexual nature that is severe or pervasive and affects working conditions or creates a hostile work environment.”

Unwelcome Conduct is not sexual harassment if it is perceived as 'welcome' - as in unchallenged. For this reason, it is important to communicate (either verbally, in writing, or by your own actions) to the harasser that the conduct makes you uncomfortable and that you want it to stop - and this is done with the knowledge of others, who may act as witnesses. This does not mean you have to shout or get angry, just make it clear, as calmly as you can that you don't like what is being done or said. Often it can be the way of archaeologists that making rude comments is "part of the banter" of the site hut that may be so BUT consider how others feel? How responsible are you in making others feel threatened or uncomfortable?

What is conduct Of A Sexual Nature ?
Many different kinds of conduct—verbal, visual or physical—that is of a sexual nature may be sexual harassment, if the behaviour is unwelcome and if it is severe or pervasive.

Here are some more examples:
Verbal or written: Comments about clothing, personal behaviour, or a person’s body; sexual or sex-based jokes; requesting sexual favours or repeatedly asking a person out; sexual innuendoes; telling rumours about a person’s personal or sexual life; threatening a person about keeping their job or how they could "help" the career
Physical: Assault; impeding or blocking movement; inappropriate touching of a person or a person’s clothing; kissing, hugging, patting, stroking, 'helping' them home, getting them drunk and holding on to them
Nonverbal: Looking up and down a person’s body; derogatory gestures or facial expressions of a sexual nature; following a person


What can I do?
When you are deciding what to do, remember that every situation is different.There is no one best thing to do. You should always report the sexual harassment to your employer in writing - even if the employer or even a relative of the employer is the one carrying out the har[SIZE=2]assment. You then have the option to use the company’s sexual harassment complaint process[/SIZE] - it should have one.

Say “No” Clearly
Tell the person that his/her behavior offends you. Firmly refuse all invitations.If the harassment doesn’t end promptly, write a letter asking the harasser to stop and keep a copy.

Write Down What Happened
As soon as you experience the sexual harassment, start writing it down.Write down dates, places, times, and possible witnesses to what happened.If possible, ask your co-workers to write down what they saw or heard, especially if the same thing is happening to them.Remember that others may (and probably will) read this written record at some point. It is a good idea to keep the record at home or in some other safe place.Do not keep the record at work.


ACAS has a leaflet on Bullying and harassment
http://www.acas.org.uk/index.aspx?articleid=797

The Employment Tribunals Commission and your local Citizen's Advice Bureau can offer you excellent guidance and advice about this type of complaint.

If you become dissatisfied with your employer's handling of your complaint, you have the right to take the matter to an Employment Tribunal which will decide if your employer dealt with your allegations in a reasonable manner.

This is where the details, and written record will come in useful.
Don't forget, in extreme cases, if the harasser physically touches you on an intimate part of your body then you can bypass all of the above reports, complaints and report them directly to the Police for indecent assault.

Remember that you will probably not be the first or the last that this abuser has targeted. by collecting information of who, when, witness etc, then if it is a repeat offender, then many voices will be able to bring the offender to the attention of teh police.

Nobody has a right to abuse - BAJR promises to stand with you.

If you want to come forward and report harassment, then you can get help.

Just stay safe. Stay aware, and say NO!


We all have a duty to keep archaeology free of sexual harassment.

My sister was sexually harassed for five years and did nothing about it until one day the harassment went too far. She then called the police and the individual got 16 months. This was back in 1984! It is now 2013 and no harassment, sexual otherwise should be tolerated by anyone. The two girls implicated with this unit should act now. We cannot allow this sort of thing to happen. Also, shame on the supervisor who thinks that this sort of behaviour is the norm.

[beamo]

Looks depressingly familiar?

http://news.illinois.edu/news/13/0415fie...lancy.html

[BAJR edit : original report - copied and pasted ]

Beamo

[Sith]

Depressing indeed.

[kevin wooldridge]

Reopening this thread and following on from Beamo's post. This is the original Clancy study (from the Scientific American website) into sexual harassment of field workers in the US. (I'm not entirely sure what a biological anthropologist is, but it sounds vaguely archaeological) There seem to be many parallels with the reports made earlier in this thread, particularly te conclusion that the majority of harassment is hierarchical i.e power games are involved here. The after comments are interesting and I think one suggestion in particular has some merit: that harassment should be discussed as part of the university curriculum. Out in the open means no-one is in a position to deny its existence..... http://blogs.scientificamerican.com/cont...and-abuse/

[AhoyThere]

Oh how this is all too close to home. Was being harassed by a manager. In tears I went to HR and ultimate made a complaint with stacks of evidence. I was being recoded on CV so there was hard evidence and he admitted a few things. But my Union warned me HR would never acknowledge it because unlike bullying Harrasment is illegal and shock horror it wasn't him but me...I had misread the banter, I needed to realise that it was an institution I worked in and things don't change over night. I appealed got an apology and it continued. I had the choice of sticking with it whilst I found a new job or leave and pretty much shut the door on archaeology...

[BAJR]

The question I have is if the Union supported you? the continuation of harassment should be enough to prove the case. and nobody should have to work within an organisation that accepts this so easily.

[AhoyThere]

The question I have is if the Union supported you? the continuation of harassment should be enough to prove the case. and nobody should have to work within an organisation that accepts this so easily.

Because its serious it was escalated to a union case worker at head office who is over stretched to say the least I don't hear from her from one week to the other. She referred it to the legal team months ago but that person went off sick and then when I pressed her to perhaps speak to someone else she got all the facts wrong and therefore the advice was void really. You have to start tribunal proceedings within three months of the event...so way over now.

The organisation accepts it as its the best thing for them. True acknowledgement would make them liable. I have asked to be moved and I was for a month but no other jobs are coming up so I'm stuck!