More Workplace Bullying than Sexual Harassment
By Jessica Joerndt, Business Journal
NILES, Ohio – While sexual harassment in the workplace continues to make national news with the #MeToo movement, other forms of harassment can be more common and are just as costly to a company.
That was the message at Wednesday’s Mahoning Valley Safety Council seminar featuring Kim “Bo” Arnold, president and CEO of KLA Risk Consulting, Dublin, Ohio, and author of “Mood, Food, and Gratitude: Healing The Way We Think.”
A third of employees are bullied at work, Arnold told those gathered at Ciminero’s Banquet Centre. And while sexual harassment is a violation of federal law that’s not to be taken lightly, bullying is a human resources problem, she says. As such, more businesses are starting to incorporate anti-bullying policies.
“We’ve gone from the playground to the office,” Arnold said. “These people are supposed to be adults, but they act like children. They feel the need to bully and harass as a way to feel powerful. But all it does is scream ‘I’m powerless’.”
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Queensland introduces Human Rights Bill
by Jessica Rusten, Norton Rose Fulbright Australia
What do you need to know?
On 31 October 2018, the Queensland government introduced the Human Rights Bill 2018 (Qld) (Bill) to parliament. The Bill aims to ensure that respect for human rights is embedded in the culture of the Queensland public sector and that public functions are exercised in a principled way that is compatible with human rights. The Bill is significant as it proposes a series of new obligations on public entities and legislators in Queensland.
What is the background?
The Bill follows on from a recommendation from the Legal Affairs and Community Safety Committee inquiry in 2016, in which Government members recommended that the Queensland Parliament move to legislate a Human Rights Act in Queensland. The inquiry received over 480 submissions, the majority of which were supportive of the introduction of a Human Rights Act in Queensland.
Which rights are protected?
The Bill seeks to enshrine a greater number of rights than equivalent legislation in other Australian states and territories (such as Victoria and the Australian Capital Territory). Specifically, the Bill proposes to protect 23 distinct human rights, being:
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Bullying ‘follows’ LGB people from school to work (UK)
ANGLIA RUSKIN UNIVERSITY, Eureka Alert
Around one in three lesbian, gay and bisexual individuals who are bullied at school will have similar experiences in the workplace later in life, according to new research by Anglia Ruskin University.
The study, published in the Manchester School journal, approached 400 LGB individuals retrospectively about their experience at school, and also asked them about bullying at their current workplace.
It found that 35.2% of gay/bisexual men who had experienced frequent school-age bullying experience frequent workplace bullying. Among lesbian women, the figure was 29%.
When describing their experiences at school, 73% of gay men said they were either constantly, frequently or sometimes bullied. Just 9.9% said they were never bullied. Among lesbian women, 59% experienced constant, frequent, or occasional bullying. The mean age of participants was 37, meaning their school years would have been approximately between 1985 and 1997.
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Term and Condition: Sexual Harassment, Other Forms of Harassment, or Sexual Assault
National Science Foundation
The National Science Foundation (NSF) has made clear its commitment to foster safe research and learning environments. NSF continues this commitment with the publication on September 21st of the final version of a new term and condition entitled “Notification Requirements Regarding Findings of Sexual Harassment, Other Forms of Harassment, or Sexual Assault” in the Federal Register. When incorporated into an NSF award, awardee organizations will be required to notify NSF of any findings/determinations of sexual harassment, other forms of harassment, or sexual assault regarding an NSF funded Principal Investigator (PI) or co-PI, or of the placement of the PI or co-PI on administrative leave, or the imposition of any administrative action relating to harassment or sexual assault finding or investigation.
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