DOCSLIB.ORG

Violence and Harassment in the World of Work

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
Violence and Harassment in the World of Work VIOLENCE AND FACILITATOR GUIDE HARASSMENT IN Train the Trainers Toolkit on the ILO Violence and Harassment THE WORLD OF Convention (No. 190) and WORK Recommendation (No. 206) VIOLENCE AND FACILITATOR GUIDE HARASSMENT IN Train the Trainers Toolkit on the ILO Violence and Harassment THE WORLD OF Convention (No. 190) and WORK Recommendation (No. 206) This toolkit was developed with the financial support of Mondiaal FNV Date of Publication: June 2021 Design and layout: www.northcreative.ch This toolkit was prepared by Georgia Montague-Nelson and Dave Spooner from the Global Labour Institute, Manchester, UK, commissioned by a coalition of Global Federations with the International Trade Union Confederation (ITUC) as a resource for When the Convention was adopted, the international trade union movement. My God! It was a great day! We chanted, Acknowledgements we danced. We did not even feel hungry GLI would like to thank Armelle Seby, the Programmes and Gender Coordinator at IndustriALL Global Union, for coordinating - why? Because we then knew that we the project and the other members of the Reference Group for the project, including: had a comprehensive international Adriana Paz, Julie Duchatel, Marieke Koning, Tola Ositelu, standard that will help us to protect International Domestic International Union of International Trade Union International Trade Union workers and women. With what we go Workers Federation Food, Agricultural, Hotel, Confederation Confederation Aisha Bahadur, Restaurant, Catering, Marta Ochoa, Veronica Fernandez Mendez, through and what our fellow women go Building Workers Tourism, Tobacco and Allied UNI Global Union UNI Global Union Workers’ Associations through, this was a moment of joy, a International Neha Prakash, Verónica Montufar, Anna Paula Melli, Madeleine Kennedy International Transport Public Services moment of happiness, a moment to Building Workers Macfoy, Workers Federation International Education International dance, a moment to celebrate. International Pamela Moriniere, In addition, thanks to Chidi King, Maria Tsirantonaki, International Federation of Petra Brännmark Rose Omamo, General Secretary, International Trade Union International Trade Union Journalists (IndustriALL Global Union), Confederation Amalgamated Union of Kenya Metal Workers Confederation Dr. Jane Pillinger and Celia Mather. (AUKMW), Kenya Thanks to all those who agreed to be interviewed or shared materials used in this toolkit, including: Ana Sanchez Navarro, Fátima Aguado Queipo, Katie Biddlestone, Nalini Singh, FSC-CCOO, Spain FSC-CCOO, Spain SDA, Australia FRWM, Fiji Andréa Privatti, Fernanda Ceballos, Kim Rojas, Nicholas Allen, ITF Americas UNTMRA, Uruguay ITF SEIU, USA Anja Westberg, Fish Ip, Laura Cordoba, Patricia Nyman, Kommunal, Sweden IDWF Camioneros, Argentina SACCAWU, South Africa Banaani Deka, Geici Maiara Brig, Laura Crespo, Rose Omamo, PSI SINTRASEB, Brazil journalist, Spain AUKMW, Kenya Camille Rondon, Gina McKay, Leyla Ben Hazem, Saraswati Rijal, DWU, New Zealand CUPE, Canada UGTT, Tunisia ITWAN, Nepal Camille Simbulan, Ian Lewis, Lorena Bayarres, Sheela Naikwade, AMOSUP, Philippines UNITE HERE, USA Camioneros, Argentina MSTKS, India Carne Greenbank, Irene Khumalo, Marcelo di Stefano, Shirley Dorismond, DWU, New Zealand SDNU, Swaziland / Eswatini APUBA, Argentina FIQ-Santé, Canada Carolina Busaka, Jasmin Labarda, Marcos Vidal, KUSPAW, Kenya AMOSUP, Philippines Camioneros, Argentina Carrie Budahn, Julia Fox, May Rathakane, SEIU, USA SDA, Australia IDUL, South Africa Dayna Sykes, Juliet Kutyabwana, Myriam Leroy, USW, North America NUCMAW, Uganda AJP, Belgium Joint statement of the Global Unions Federations and the International Trade Union Confederation The adoption of International Labour Organization (ILO) Convention 190 and The Convention and the Recommendation require States, in consultation with Recommendation 206 on Violence and Harassment in the world of work is a representative employers’ and workers’ organisations, to adopt an inclusive, victory for the trade union and labour movement. The adoption of these integrated and gender-responsive approach to the prevention and elimination instruments is the culmination of years of campaigning and lobbying by trade of violence and harassment in the world of work. C190 and R206 leave no-one unions, and in particular women trade unionists, built on the narratives and behind. experiences of discrimination and violence from women workers globally. By Women workers or groups and individuals in situations of vulnerability will adopting these international labour standards, member States of the ILO and benefit from specific protections. Gender equality cannot be achieved, as long workers’ and employers’ organisations have sent a clear message: violence as gender- based violence and harassment remain prevalent in the world of and harassment in the world of work can no longer be tolerated and special work. Implementation of these new instruments is key to making gender attention must be paid to gender-based violence and harassment. equality a reality in the world of work. The implementation of both Convention 190 (C190) and Recommendation 206 As trade unions, we have an important role to play in ensuring this Convention (R206) really can make a difference in workers’ daily lives. For instance, imagine and Recommendation do not just remain on paper but are transformed into how it would be for a worker to no longer feel afraid to go to work because she action. Trade unions are leading local and global campaigns, calling for the knows that a collectively negotiated preventive policy on sexual harassment, ratification and effective implementation of C190 and R206, so that these with adequate redress, is effectively implemented in her place of work. She standards are integrated into national legislation. The instruments promote knows she can speak up about any sexual harassment she endures from a collective bargaining as a key tool for workers in the struggle to eliminate colleague or superior, because she will be supported and she knows that violence violence and harassment in the world of work and present an opportunity for and harassment in the working environment is NOT ‘part of the job’. Imagine how internal/union reforms with an inclusive and gender-responsive approach. it would be for a worker who has experienced domestic violence to know that she will have support from her employer, trade union and colleagues, so that she The Global Unions have been working together since the adoption of these is able to find a way out. Imagine the relief for a worker who knows that his instruments to provide strong support for trade unions and increase superior, customers, patients or other third parties have no right to threaten or understanding and appropriate use of C190 and R206. bully him, and he is able to feel safe at work. Imagine if a street worker who sets up his vegetable stall on a daily basis can run his business in peace, and gets We are proud to now present a C190/R206 “Training of Trainers” toolkit, which some financial stability, knowing that public authorities have no right to harass we hope will be extensively used by trade unions and workers’ representative and threaten him on unjustified grounds just because he is an informal worker. organisations. Effective implementation of these standards can have a significant effect on Trade unions all around the world are joining forces to put an end to violence workers’ perception of their working environment. Workers will also recognise and harassment in the world of work, including gender-based violence and the key role of trade unions in ending violence and harassment in the world of harassment. United, we can contribute effectively to dismantling patriarchal work. This could have a significant impact on their quality of life. Truly, systems, to building equal, inclusive, safer and more secure workplaces, and “Convention 190 can change lives” by shaping a world of work free from violence socio-economically equitable and just societies. and harassment in every country, every sector, and in every organisation. FACILITATOR GUIDE CONTENTS Introduction 2 Acronyms and Abbreviations 3 Glossary 4 VIOLENCE AND HARASSMENT APPLYING C190 AND R206 TO 1 IN THE WORLD OF WORK PAGE 6 3 OUR OWN ORGANISATIONS PAGE 70 1.1 What is violence and harassment? 7 3.1 Reforming our unions 71 1.2 What is gender-based violence and harassment? 11 3.2 Organising, Educating and Mobilising 78 1.3 Who is at greatest risk? 20 1.4 How were the new international labour standards achieved? 30 Web resources 84 1.5 ILO Convention 190 and Recommendation 206 32 Contacts 96 1.6 Ratification 40 Appendices 97 Appendix A: Full text of C190 97 UNION ACTION Appendix B: Full text of R206 103 2 PAGE 42 2.1 Developing Workplace Policies on Violence and Harassment 42 2.2 Integrating Violence and Harassment into Occupational Safety and Health 47 2.3 Domestic Violence as a Union Issue 51 2.4 Handling Complaints of Violence and Harassment in the World of Work 57 2.5 Collective Bargaining around Violence and Harassment in the World of Work 58 2.6 Campaigning for Ratification of C190 67 1 FACILITATOR GUIDE INTRODUCTION A note for educators using this toolkit The toolkit has been designed to: Violence and harassment in the world of Encourage discussion about violence and harassment and gender-based violence in the world of work work is a daily reality for millions of workers Raise awareness about the ILO C190, its accompanying Recommendation R206 and its significance for
Load more

Recommended publications
  • Toxic Leadership and Voluntary Employee Turnover: a Critical Incident Study
    Toxic Leadership and Voluntary Employee Turnover: A Critical Incident Study By Richard P. March III B.A. in German, May 2002, Franklin & Marshall College M.A. in German and Second Language Acquisition, May, 2005, Georgetown University A Dissertation Submitted to The Faculty of The Graduate School of Education and Human Development of The George Washington University in partial fulfillment of the requirements for the degree of Doctor of Education May 17, 2015 Dissertation Directed by Neal Chalofsky Associate Professor of Human and Organizational Learning The Graduate School of Education and Human Development of The George Washington University certifies that Richard P. March III has passed the Final Examination for the degree of Doctor of Education as of February 24, 2015. This is the final and approved form of the dissertation. Toxic Leadership and Voluntary Employee Turnover: A Critical Incident Study Richard P. March III Dissertation Research Committee Neal Chalofsky, Associate Professor of Human and Organizational Learning, Dissertation Director Maria Cseh, Associate Professor of Human and Organizational Learning, Committee Member Thomas Reio, Professor of Adult Education and Human Resource Development, Florida International University, Committee Member ii © Copyright 2015 by Richard P. March III. All rights reserved. iii Abstract of Dissertation Toxic Leadership and Voluntary Employee Turnover: A Critical Incident Study Contributing to the burgeoning corpus of literature examining the deleterious impacts of toxic leadership upon employees and organizations, the present study utilizes 15 study participants’ reported critical incidents of toxic leader targeting to conceptualize and to narrate the relationship between toxic targeting and voluntary employee turnover. The study found evidence to support a direct link between toxic targeting and voluntary employee turnover and reports the categories of leader characteristics study participants’ identified as toxic.
    [Show full text]
  • The Workplace Bullying Institute Guide to American Union Action on Abusive Conduct Gary Namie, Phd Member UAW Local 1981, AFL-CIO
    1 The Workplace Bullying Institute Guide to American Union Action on Abusive Conduct Gary Namie, PhD Member UAW Local 1981, AFL-CIO December 2015 WBI defines workplace bullying as: Repeated, health-harming mistreatment by one or more people of an employee: abusive conduct which takes the form of verbal abuse, threats, intimidation, humiliation, sabotage of work, or some combination of one or more forms. According to the scientific 2014 WBI U.S. Workplace Bullying Survey, 27% of all adult Americans have directly experienced bullying (7% currently), 21% witness it. Thus 48% are affected by it – 65 million workers! It’s an epidemic. Abusive conduct is also known as workplace bullying, mobbing, psychological violence, psychological harassment, lateral violence, emotional abuse, social misery and psychological terrorization. Employers prefer the euphemisms incivility and disrespect. Only one in five cases of bullying are eligible for complaints based on anti-discrimination laws or employer policies. At this time, no U.S. state has enacted legislation to make abusive conduct actionable. Bullying is the dominant stressor in a toxic workplace. Bullying, a personalized form of assault, causes: twice the rate of suicidal ideation compared to rate in non-bullied members, debilitating anxiety, clinical depression, PTSD or trauma-like symptoms, life-threatening cardiovascular and gastrointestinal diseases, compromise to the immune system, musculoskeletal problems, chemical brain changes that impair memory and regulation of emotions, and accelerated aging from chromosomal damage. Bullying/abusive conduct is an occupational health hazard. Because of bullying’s adverse impact on worker health and safety, personal dignity, well being, and right to perform without oppression by others, it is a Union concern.
    [Show full text]
  • Federal Disability Discrimination Law and the Toxic Workplace
    Santa Clara Law Review Volume 51 | Number 2 Article 3 1-1-2011 Federal Disability Discrimination Law and the Toxic Workplace: A Critique of ADA and Section 504 Case Law Addressing Impairments Caused or Exacerbated by the Work Environment John E. Rumel Follow this and additional works at: http://digitalcommons.law.scu.edu/lawreview Part of the Law Commons Recommended Citation John E. Rumel, Federal Disability Discrimination Law and the Toxic Workplace: A Critique of ADA and Section 504 Case Law Addressing Impairments Caused or Exacerbated by the Work Environment, 51 Santa Clara L. Rev. 515 (2011). Available at: http://digitalcommons.law.scu.edu/lawreview/vol51/iss2/3 This Article is brought to you for free and open access by the Journals at Santa Clara Law Digital Commons. It has been accepted for inclusion in Santa Clara Law Review by an authorized administrator of Santa Clara Law Digital Commons. For more information, please contact [email protected]. FEDERAL DISABILITY DISCRIMINATION LAW AND THE TOXIC WORKPLACE: A CRITIQUE OF ADA AND SECTION 504 CASE LAW ADDRESSING IMPAIRMENTS CAUSED OR EXACERBATED BY THE WORK ENVIRONMENT John E. Rumel* INTRODUCTION Work and the workplace itself have long been recognized as conferring important benefits on workers and society at large.' For workers, work provides a source of income and may provide a sense of self-worth and fulfillment, and the workplace itself may be a source of community.2 For society, full or maximized employment provides a source of social stability and control, and also fuels the economy.3 Congress * Adjunct Professor of Law, University of Idaho College of Law, and General Counsel, Idaho Education Association; formerly Visiting Assistant and Visiting Associate Professor of Law, Santa Clara University School of Law; J.D., 1981, University of California, Hastings College of the Law; B.A., 1977, University of California, Santa Cruz.
    [Show full text]
  • Workplace Bullying and Harassment
    Law and Policy Remedies for Workplace Bullying in Higher Education: An Update and Further Developments in the Law and Policy John Dayton, J.D., Ed. D.* A dark and not so well kept secret lurks the halls of higher education institutions. Even among people who should certainly know better than to tolerate such abuse, personnel misconduct in the form of workplace bullying remains a serious but largely neglected problem.1 A problem so serious it can devastate academic programs and the people in them. If allowed to maraud unchecked, workplace bullies can poison the office culture; shut down progress and productivity; drive off the most promising and productive people; and make the workplace increasingly toxic for everyone who remains in the bully dominated environment.2 A toxic workplace can even turn deadly when stress begins to take its all too predictable toll on victims’ mental and physical health, or interpersonal stress leads to acts of violence.3 Higher education institutions are especially vulnerable to some of the most toxic forms of workplace bullying. When workplace bullies are tenured professors they can become like bullying zombies seemingly invulnerable to efforts to stop them while faculty, staff, students, and even university administrators run for cover apparently unable or unwilling to do anything about the loose-cannons that threaten to sink them all. This article examines the problem of workplace bullying in higher education; reviews possible remedies; and makes suggestions for law and policy reforms to more effectively address this very serious but too often tolerated problem in higher education. * This article is dedicated to the memory of Anne Proffitt Dupre, Co-Director of the Education Law Consortium, Professor of Law, Law Clerk for the U.S.
    [Show full text]
  • Critlib 2019-12-10: Toxic Work Environments 233 Items
    Created by violetfox_1erOSv Powered by #critlib 2019-12-10: toxic work environments 233 Items Archive of the December 10 2019 #critlib chat on "toxic work environments," moderated by @GingerReads. For more info about critlib, including past and future chats, visit http://critlib.org. Violet Fox @violetbfox Tonight! Please join moderator @GingerReads for a #critlib chat about toxic work environments: critlib.org/toxic-work-env…. Let's investigate the concept & explore ways to improve our work in libraries. 6 pm Pacific/9 pm Eastern. 1:55 PM · Dec 10, 2019 32 24 people are Tweeting about this Kristen wants you to VOTE @GingerReads Hello and welcome to our #critlib chat on toxic work environments. I am looking forward to our discussion tonight. You can find tonight's questions here > critlib.org/toxic-work-env… Please remember to use #critlib for every tweet so folks can follow the conversation. 2:00 AM · Dec 11, 2019 19 See Kristen wants you to VOTE’s other Tweets Kristen wants you to VOTE @GingerReads · Dec 11, 2019 Hello and welcome to our #critlib chat on toxic work environments. I am looking forward to our discussion tonight. You can find tonight's questions here > critlib.org/toxic-work-env… Please remember to use #critlib for every tweet so folks can follow the conversation. Kristen wants you to VOTE @GingerReads If you'd like to tweet anonymously, you can do so by using the form at critlib.org/anon/. Tweets will appear on the @critlib_anon account. #critlib 2:00 AM · Dec 11, 2019 1 See Kristen wants you to VOTE’s other Tweets Kristen wants you to VOTE @GingerReads · Dec 11, 2019 Replying to @GingerReads If you'd like to tweet anonymously, you can do so by using the form at critlib.org/anon/.
    [Show full text]
  • Going Postal.Pdf
    This book is written from an insider’s perspective. It is based significantly on my thirty-four years experience with the United States Postal Service. I felt compelled to write the book for two important reasons: First, the postal culture, beginning in 1997, progressively worsened. Second, the last postal district I worked at became a toxic workplace for many of its employees during the last year of my employment as an internal consultant. In good conscience, I could not turn a blind eye to postal management’s blatant display of arrogance at the highest level of the organization. I couldn’t ignore the lack of accountability for unethical organizational practices and behaviors and not bring it to the attention of the American public, the press, and, most importantly, to Congress. In chapter ten, I argue that it is a moral obligation for public and private organizations to create healthy organizations. It is no less a moral obligation for pub- lic policy makers to create the tone and the legislative requirements to ensure that healthy organizations become the norm in this country. In writing this book, it became my mission to comprehensively investigate these con- cerns and lack of accountability in the context of workplace violence in the Postal Service and its postal culture. As a result of this examination, I provide an answer to the question: Why has there been so much violence in the Postal Service and what can be done to prevent it? Accordingly, as a chief part of my motivation for writing this book, it became neces- sary to demonstrate how, as a result of this comprehensive investigation, the Postal Service could shift from an unsafe and unhealthy organization to a safe and healthy one.
    [Show full text]
  • JUST CAUSE’ JOB PROTECTIONS: Building Racial Equity and Shifting the Power Balance Between Workers and Employers
    ‘JUST CAUSE’ JOB PROTECTIONS: Building Racial Equity and Shifting the Power Balance Between Workers and Employers APRIL 2021 BY IRENE TUNG, PAUL SONN AND JARED ODESSKY EEXECUTIVEEEXECUTIVEXXEECCUTUTIIVVEE SUSUMMARYSUSUMMARYMMMMAARRYY In the United States, most employers can legally In this report, we present new findings from fire workers without warning or explanation. three data sources that shed light on the harmful This system, known as “at will” employment, effects of at-will employment on workers and can cause great harm to U.S. workers and their show broad public support for adopting just- families when the paycheck they depend on is cause protections around the country: there one day and gone the next. By granting employers excessive control over workers’ ■ Census Job-to-Job Flows data - Our analysis livelihoods, at-will employment undermines of the latest U.S. Census Bureau Job-to-Job workers’ ability to speak up about mistreatment Flows data illustrates the destabilizing effects and perpetuates longstanding racial inequities on workers and their families of losing a in the workplace and labor market. The at-will job, especially for Black and Latinx workers relationship creates an enormous power (Figure 1).2 imbalance between workers and their employers, with far-reaching consequences in the workplace ■ National workforce survey - Previously and beyond. unreleased findings from an October 2020 national survey of more than 3,000 people in What happens in U.S. workplaces can have the U.S. workforce show the extent to which implications for the well-being of everyone fear of employer retaliation prevents workers in this country—as the recent pandemic has from reporting serious workplace concerns shown us—when many workers speaking up such as health and safety violations and about the spread of COVID-19 on the job have sexual harassment (Figures 3, 4).3 faced retaliatory firings.
    [Show full text]
  • Workplace Mobbing:Experiences in the Public Sector
    Workplace Mobbing:Experiences in the Public Sector Author Shallcross, Linda, Sheehan, Michael, Ramsay, Sheryl Published 2008 Journal Title International Journal of Organisational Behaviour Copyright Statement © The Author(s) 2008. The attached file is posted here with permission of the copyright owners for your personal use only. No further distribution permitted. For information about this journal please refer to the publisher’s website or contact the authors. Downloaded from http://hdl.handle.net/10072/23095 Link to published version http://www.usq.edu.au/business-law/research/ijob/articles Griffith Research Online https://research-repository.griffith.edu.au WORKPLACE MOBBING: EXPERIENCES IN THE PUBLIC SECTOR Linda Shallcross Michael Sheehan Sheryl Ramsay ABSTRACT This paper discusses the counterproductive behaviour of ‘workplace mobbing’ where gossip, rumour, innuendo, and malicious accusations are reported to unfairly target and discredit targeted workers. The discussion is based on an Australian study of reports from public sector employees who self identified as targets of workplace mobbing. The behaviours are typically covert and are sometimes instigated and perpetuated by management. In focusing on three themes that emerged from the interview study, the paper discusses the sometimes toxic nature of public sector culture, mobbing behaviours and workplace expulsion. It also discusses some recommended regulatory and organizational responses that could potentially reduce the occurrence of such behaviours. Keywords: mobbing, bullying, harassment, employment, discrimination and management. INTRODUCTION Workplace mobbing is a complex phenomenon with negative outcomes for individual, group and organizational effectiveness. Greater theoretical and practical understanding is required to help establish better processes that could ultimately deter workplace mobbing and reduce the impact on those targeted.
    [Show full text]
  • Toxic Versus Cooperative Behaviors at Work: the Role of Organizational Culture and Leadership in Creating Community- Centered Organizations
    TOXIC VERSUS COOPERATIVE BEHAVIORS AT WORK: THE ROLE OF ORGANIZATIONAL CULTURE AND LEADERSHIP IN CREATING COMMUNITY- CENTERED ORGANIZATIONS Jacqueline A. Gilbert Middle Tennessee State University, USA Norma Carr-Ruffino San Francisco State University, USA John M. Ivancevich University of Houston, USA Robert Konopaske Texas State University, USA Recent headlines highlight the literal toxicity spewing from companies such as BP (oil spill), Hillandale Farms (salmonella poisoning), and W.R. Grace (vermiculite/asbestos poisoning). These incidents bring to mind an earlier rash of visible and high profile executives from such companies as Enron, WorldCom, and Tyco, who made headlines because of their self-centered, covetous, and irresponsible behavior towards shareholders and employees (Ivancevich, Duening, Gilbert, & Konopaske, 2003). Scholars suggest that such toxic behavior on the part of organizational leaders and managers exerts a negative impact on employee and firm productivity (Goldman, 2008; Vega & Comer, 2005). In this paper, we define the concept of a toxic workplace and discuss what factors contribute to its development. When leaders in organizations routinely display toxicity toward their employees (exhibited through excessive employee monitoring, micro-management, and politically-motivated performance appraisals), the outcomes will be radically different than from organizations in which community or collaboration is practiced. We argue that managers and leaders should attempt to reduce the amount of toxic influence within their organizations while consciously attempting to cultivate a community-centered organizational culture. We develop several testable propositions that explore how these two contrasting organizational models may influence important human resource and organizational outcomes. We conclude the paper with a discussion of community-centered organizations and provide suggestions on how to test a sample of our propositions with future research.
    [Show full text]
  • The Toxic Triangle: a Qualitative Study of Destructive Leadership in Public Higher Education Institutions
    St. Catherine University SOPHIA Master of Arts in Organizational Leadership Theses Organizational Leadership 5-2021 The Toxic Triangle: A Qualitative Study of Destructive Leadership in Public Higher Education Institutions Carrie S. Schneider Follow this and additional works at: https://sophia.stkate.edu/maol_theses 1 The Toxic Triangle: A Qualitative Study of Destructive Leadership in Public Higher Education Institutions By Carrie S. Schneider A Thesis Submitted in Partial Fulfillment of the Requirements for the Degree of Master of Arts in Organizational Leadership St. Catherine University St. Paul, Minnesota May 2021 Research Advisor: Amy Ihlan, PhD ______________________________________________________ Date ___________________ Signature of Advisor 2 Acknowledgements I would like to thank my fellow colleagues in public higher education for sharing their experiences with me and trusting me to accurately represent their lived experience in my research; I know it was uncomfortable for some of them to recall and speak about these experiences. I would also like to thank my husband, Matthew Schneider, for his support over the last six years while I was in the MAOL program. Additionally, I would like to thank my thesis readers, my advisor, and my fellow classmates for their guidance, feedback, and support while working on this research project. 3 Contents Abstract ..................................................................................................................................7 Introduction ............................................................................................................................8
    [Show full text]
  • PIT) Health Andsafety Awareness Training
    GCC/IBT/Labor Institute Powered Industrial Trucks (PIT) Health andSafety Awareness Training Compiled by The Labor Institute and the Graphic Communications Conference of International Brotherhood of Teamsters (GCC/IBT) OSHA Grant # SH-18793-09-60-F11 Draft 1.3 July 2009 ©2009 The Labor Institute GCC/IBT/Labor Institute Powered Industrial Truck (PIT) Health and Safety Awareness Training Compiled by The Labor Institute and the Graphic Communications Conference of International Brotherhood of Teamsters (GCC/IBT) Draft 1.3 July 2009 ©2009 The Labor Institute GCC/IBT PIT Health and Safety Awareness Training Project Team Principal GCC-IBT Officers in Charge: Robert Lacey, GCC/IBT International Vice President Grant Director: Joe Anderson, The Labor Institute Training and Curriculum Director: Les Leopold, The Labor Institute Training and Curriculum Associate Director: Paul Renner, The Labor Institute Curriculum Writer/ Training and Evaluation Coordinator: Kathy Burris, The Labor Institute Curriculum Development and Adaptation Coordination, Adaptation, Training and Support Team (CATS): Gene Binda and Rob Theisen, of GCC/IBT; Joe Anderson, Paul Renner and Kathy Burris of The Labor Institute Research Director: David Dembo, Council on International and Public Affairs Chief Medical Advisor: Dr. Steven Markowitz, Mt. Sinai School of Medicine Desktop Publishing: Jean Urano, The Labor Institute This book is written and produced by The Labor Institute, a nonprofit organization (36 East 12th Street, Suite 702, New York, NY 10003, 917-606-0511), and the Graphic Communication Conference of the International Brotherhood of Teamsters (1900 L Street, NW, Washington, D.C. 20036-5007, 202-462-1400). The primary structure, writing, editing, layout and illustration are the responsibility of The Labor Institute staff, members of the USW-United Steelworkers, USW Local 4-149.
    [Show full text]
  • Exploring Medical Students' Perceptions and Experiences of Bullying Amongst Hospital-Based Doctors
    Exploring Medical Students’ Perceptions and Experiences of Bullying Amongst Hospital-Based Doctors Caroline Lambert ORCID: orcid.org/0000-0002-5442-711X Submitted in total fulfilment of the requirements of the degree of Doctor of Philosophy October 2017 Department of Social Work School of Health Sciences Faculty of Medicine, Dentistry & Health Sciences The University of Melbourne Abstract Historically, in Australia, the topic of bullying amongst doctors has been investigated sporadically. This has recently changed with an increase in research being conducted. However, the focus of this research is often on measuring and establishing the prevalence and impact of bullying in medicine, and is sometimes limited to a specialty, such as surgery, or a particular behaviour such as academic humiliation. Furthermore, both nationally and internationally, the settings for many investigations are educational rather than practice ones. Much research on medical students, and abrasive, bullying behaviours, focuses on gauging prevalence and impact, and often labels these behaviours as something other than bullying. To date, medical student perceptions and experiences of these bullying behaviours amongst hospital-based doctors have been overlooked. The aim of this study was to extend the current understanding of medical students’ perceptions and experiences of workplace bullying amongst hospital-based doctors. To achieve this aim, the research centred on three core questions, asking how medical students perceived and experienced bullying amongst hospital-based doctors, and how power and oppression dynamics might contribute, or extend, the current discourse on bullying and medical student insights and experiences. The sample targeted in the research were medical students who attended one of the medical schools in the State of Victoria, Australia.
    [Show full text]