scholarly journals Before #MeToo: The Fight against Sexual Harassment at Ontario Universities, 1979-1994

2021 ◽  
Author(s):  
Jeremy Istead ◽  
Catherine Carstairs ◽  
Kathryn L. Hughes
Keyword(s):  
Sexual Harassment ◽  
Zero Tolerance ◽  
Campus Life ◽  
Significant Progress ◽  
Zero Tolerance Policy ◽  
Policies And Procedures ◽  
Full Participation ◽  
National Media

This article examines the campaign against sexual harassment conducted at Ontario universities between 1979 and 1994, looking closely at four universities: York, Queen’s, Toronto, and Carleton. Sources examined included campus newspapers, national media, and the CAUT Bulletin. The term “sexual harassment” was only coined in 1975, but it was quickly taken up by campus feminists in Ontario who successfully fought to have universities adopt policies and procedures to combat sexual harassment. By the late 1980s, they had broadened their campaign to look beyond predatory instructors, focusing on actions and behaviours that created a sexist climate that hindered women’s learning and their full participation in campus life. The arguments of both the supporters and the opponents of the campaign are examined. The article concludes with the failure of the Ontario government to impose a “zero tolerance” policy on sexual harassment at universities. While sexual harassment continues to exist at Ontario universities, campus feminists made significant progress during these years.

Leadership style and workplace hostility

2018 ◽  
Vol 26 (5) ◽  
pp. 30-32
Keyword(s):  
Sexual Harassment ◽  
Leadership Style ◽  
Design Methodology ◽  
Zero Tolerance ◽  
Workplace Aggression ◽  
Content Type ◽  
Zero Tolerance Policy ◽  
Pertinent Information ◽  
Workplace Hostility ◽  
Practical Implications

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings Sexual harassment is a sub-type of workplace aggression and is more frequent in organizations which tolerate hostility and incivility. It is also found that a passive leadership style is more permissive of hostile behaviors, which in turn means more tolerant of sexual harassment. Both men and women are more likely to experience sexual harassment under a passive leader; however, this is stronger for women working in a male-dominated workplace. Companies wishing to reduce hostility and sexual harassment should look to foster proactive leaders and encourage civil behaviors, as well as a zero-tolerance policy. Practical implications The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Recent SEC enforcement actions put spotlight on prohibited short selling

2014 ◽  
Vol 15 (1) ◽  
pp. 41-44
Author(s):  
Stephen Wink ◽  
Christopher Clark ◽  
Stefan Paulovic ◽  
Kathleen Whipple
Keyword(s):  
Financial Services ◽  
Design Methodology ◽  
Zero Tolerance ◽  
Short Selling ◽  
Content Type ◽  
Enforcement Action ◽  
Zero Tolerance Policy ◽  
Policies And Procedures

Purpose – To highlight recent enforcement actions by the SEC demonstrating the agency's increased focus on violations of Rule 105 of Regulation M and to provide guidance on how to avoid becoming the target of such an SEC action. Design/methodology/approach – Describes the SEC's 23 recent enforcement actions against firms for violations of Rule 105, explains the conduct prohibited by Rule 105 as well as the exceptions to the Rule, and provides advice on how firms can avoid a Rule 105 related SEC enforcement action. Findings – In light of the SEC's recently announced zero-tolerance policy and the fact that Rule 105 does not require intent on the part of the short seller to engage in a prohibited transaction, firms should provide training to their employees regarding Rule 105, develop and implement policies and procedures to ensure compliance with Rule 105, and enforce those policies and procedures. Originality/value – Practical explanation and guidance by experienced financial services lawyers.

Workforce Race Equality Standard survey in general practice: Lewisham 2019

2020 ◽  
Vol 70 (suppl 1) ◽  
pp. bjgp20X711125
Author(s):  
Sebastian Kalwij
Keyword(s):  
General Practice ◽  
Response Rate ◽  
Zero Tolerance ◽  
Diverse Workforce ◽  
The Public ◽  
Staff Members ◽  
Zero Tolerance Policy ◽  
Minority Ethnic ◽  
Equality Standard ◽  
Improve Health

BackgroundThe NHS Workforce Race Equality Standard (WRES) was introduced in 2015 and is mandatory for NHS trusts. Nine indicators have been created to evaluate the experiences of black and minority ethnic (BME) staff compared with the rest of the workforce. The trust data published showed a poor experience of BME staff compared with non BME staff.AimTo introduce the concept of WRES into general practice and create a baseline from which improvement can be made. A diverse workforce will better serve its population and this will improve health outcomes.MethodWe conducted a survey among all general practice staff members, clinicians, and non-clinicians and asked open-ended questions built around four WRES indicators most applicable to general practice, over a 6-week period in August and September 2019.ResultsWe collected 151 responses out of a total workforce of around 550. The response rate between clinicians and non-clinicians was equal 50.6% versus 49.4%. The distribution of non BME staff 51% versus BME staff 49% mirrors the diverse population of Lewisham. 54% of BME staff experienced bullying from patients, their relatives, and members of the public. 25% experienced bullying from a colleague or staff member in the workplace and 22% of BME staff changed jobs as a result of this.ConclusionBME staff in general practice report high levels of racism, especially from service users. In 22% this led to a career change. A zero-tolerance policy needs to be enforced and a multi-pronged approach is required to address this.

scholarly journals From #MeToo to #TimesUp: Identifying Next Steps in Sexual Harassment Research in the Organizational Sciences

2020 ◽  
pp. 014920632098051
Author(s):  
Nitya Chawla ◽  
Allison S. Gabriel ◽  
Anne O’Leary Kelly ◽  
Christopher C. Rosen
Keyword(s):  
Sexual Harassment ◽  
Organizational Policies ◽  
Policies And Procedures ◽  
Organizational Scholarship ◽  
Scholarly Attention ◽  
Organizational Sciences

Organizational scholarship on workplace sexual harassment has been dormant in recent decades. Yet, the #MeToo and #TimesUp movements—which have shed critical light on experiences of sexual harassment in organizations—suggests that renewed scholarly attention on this topic is both crucial and warranted. In the current commentary, we provide recommendations for ways that scholars can revitalize attention to this topic, extending both scholarly and practitioner understanding of this phenomenon. In addition, we encourage scholars to begin expanding the conceptualization of sexual harassment to also encompass more subtle forms of harassment. Critically, broadening our scholarly knowledge of workplace sexual harassment can inform organizational policies and procedures aimed toward reducing its prevalence and impact.

I dannati delle carceri. Una pronuncia della Corte Suprema degli Stati Uniti: una lezione da seguire

2012 ◽  
pp. 72-83
Author(s):  
Elisabetta Grande
Keyword(s):  
Public Safety ◽  
Zero Tolerance ◽  
Prison Population ◽  
Zero Tolerance Policy ◽  
Prison Overcrowding ◽  
Ultimate Failure ◽  
The U.S

Building new prisons is not a solution for prison overcrowding; to the contrary, it is part of the problem. This is the U.S. Supreme Court's lesson in one of its most recent decisions, Brown v. Plata, confirming the previous order of a three-judge court to reduce California's prison population by around 40.000 persons within two years. Finding cruel and unusual the punishment imposed to prisoners in California, because of the terrible conditions in serving their sentence, the Court shows the ultimate failure of a sentencing system based upon incapacitation and a zero tolerance policy. Public safety is better served without rather than with prisons: this seems to be the message that Brown v. Plata is sending to legislators, administrators and citizens. It is a message that Europeans and Italians should listen to very carefully.

scholarly journals The same old story: Workplace violence towards healthcare providers during COVID-19 pandemic

2021 ◽  
Vol 3 (1) ◽  
pp. 006-009
Author(s):  
Ali Kemal Erenler ◽  
Seval Komut ◽  
Ahmet Baydin
Keyword(s):  
Public Health ◽  
Mental Health ◽  
Workplace Violence ◽  
Zero Tolerance ◽  
Healthcare Providers ◽  
Public Health Problem ◽  
Intention To Leave ◽  
Physical And Mental Health ◽  
Healthcare Facilities ◽  
Zero Tolerance Policy

Workplace violence (WPV) is a growing public health problem worldwide affecting physical and mental health of healthcare providers. It has many deterious consequences such as anxiety, burnout and intention to leave the job. With the pandemic, it is assumed that the incidence of workplace violence tends to increase. Particularly, misinformation about the nature of the disease create prejudice against staff working in healthcare facilities. There are several measures to be taken for prevention of physical and mental health of healthcare providers. A “zero-tolerance policy against violence” should be implemented. Doctors and nurses should be encouraged to report incidents. Social support should be provided for the personnel. In this review, our aim was to clarify if there is an increase in the incidence of WPV against healthcare providers in the pandemic process. We also aimed to make recommendations about measures that must be taken to prevent healthcare providers from detrimental effects of WPV.

Sea of Good Intentions

2016 ◽  
Author(s):  
Katherine Irwin ◽  
Karen Umemoto
Keyword(s):  
Juvenile Justice ◽  
Justice System ◽  
Juvenile Justice System ◽  
Ethic Of Care ◽  
Zero Tolerance ◽  
Discretionary Power ◽  
Policy Environment ◽  
Zero Tolerance Policy ◽  
Caring Adults ◽  
Critical Times

In chapter six we juxtapose the work of compassionate adults against the harsh “zero-tolerance” policy environment and highlight the positive impacts of caring adults on youth at critical times in adolescence. We begin with a brief review of the rise of “zero-tolerance” policies and how they took shape nationally and in Hawai‘i. We hear the stories of June and Auggie, who experienced the punitive sting of the juvenile justice system as teens under this policy environment. We contrast that with examples of school and court professionals who made a marked difference in the lives of youth and explore the meaning and importance of discretionary power using an “ethic of care.”

scholarly journals Rethinking the Anti-FGM Zero-Tolerance Policy: from Intellectual Concerns to Empirical Challenges

2020 ◽  
Vol 12 (4) ◽  
pp. 266-275
Author(s):  
Sarah O’Neill ◽  
Dina Bader ◽  
Cynthia Kraus ◽  
Isabelle Godin ◽  
Jasmine Abdulcadir ◽  
...  
Keyword(s):  
Female Genital Mutilation ◽  
Zero Tolerance ◽  
World Health ◽  
Genital Mutilation ◽  
Tolerance Strategy ◽  
Zero Tolerance Policy ◽  
Genital Cutting ◽  
Definition Of ◽  
Health Organization ◽  
Female Genital

Abstract Purpose of Review Based on the discussions of a symposium co-organized by the Université Libre de Bruxelles (ULB) and the University of Lausanne (UNIL) in Brussels in 2019, this paper critically reflects upon the zero-tolerance strategy on “Female Genital Mutilation” (FGM) and its socio-political, legal and moral repercussions. We ask whether the strategy is effective given the empirical challenges highlighted during the symposium, and also whether it is credible. Recent Findings The anti-FGM zero-tolerance policy, first launched in 2003, aims to eliminate all types of “female genital mutilation” worldwide. The FGM definition of the World Health Organization condemns all forms of genital cutting (FGC) on the basis that they are harmful and degrading to women and infringe upon their rights to physical integrity. Yet, the zero-tolerance policy only applies to traditional and customary forms of genital cutting and not to cosmetic alterations of the female genitalia. Recent publications have shown that various popular forms of cosmetic genital surgery remove the same tissue as some forms of “FGM”. In response to the zero-tolerance policy, national laws banning traditional forms of FGC are enforced and increasingly scrutinize the performance of FGC as well as non-invasive rituals that are culturally meaningful to migrants. At the same time, cosmetic procedures such as labiaplasty have become more popular than ever before and are increasingly performed on adolescents. Summary This review shows that the socio-legal and ethical inconsistencies between “FGM” and cosmetic genital modification pose concrete dilemmas for professionals in the field that need to be addressed and researched.

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