{"id":3673,"date":"2021-10-26T15:15:54","date_gmt":"2021-10-26T20:15:54","guid":{"rendered":"http:\/\/blog.bindy.com\/?p=3673"},"modified":"2024-08-20T10:56:43","modified_gmt":"2024-08-20T14:56:43","slug":"5-conseils-pour-faire-face-au-harcelement-sexuel-dans-le-commerce-de-detail","status":"publish","type":"post","link":"https:\/\/blog.bindy.com\/fr\/5-conseils-pour-faire-face-au-harcelement-sexuel-dans-le-commerce-de-detail\/","title":{"rendered":"5 conseils pour faire face au harc\u00e8lement sexuel dans le commerce de d\u00e9tail"},"content":{"rendered":"

Les cycles d'actualit\u00e9s r\u00e9cents sont malheureusement domin\u00e9s par les signalements de harc\u00e8lement sexuel. Dans toutes les industries, des femmes et des hommes partagent des histoires d'exploitation. Selon le revue de Harvard business<\/a>, 98% des organisations aux \u00c9tats-Unis ont une politique sur le harc\u00e8lement sexuel. Pourtant, le harc\u00e8lement continue d'exister au travail. Cela signifie que les politiques actuelles ne parviennent pas \u00e0 r\u00e9soudre le probl\u00e8me m\u00eame qu'elles sont cens\u00e9es r\u00e9soudre.<\/p>\n

Le temps est venu de repenser la fa\u00e7on dont les organisations abordent et g\u00e8rent le harc\u00e8lement. Pour vous aider, nous avons pr\u00e9par\u00e9 5 conseils pour vous aider \u00e0 avancer dans la bonne direction.<\/p>\n

1. Reconna\u00eetre qu'il y a du harc\u00e8lement sexuel<\/h2>\n

Vous pensez peut-\u00eatre que votre organisation n'a pas de probl\u00e8me parce que vous n'avez pas de pr\u00e9valence de signalements de harc\u00e8lement sexuel. Soixante-dix pour cent (70%)<\/a> des travailleurs ne signalent pas le harc\u00e8lement par crainte de perdre leur emploi, par crainte de repr\u00e9sailles (c'est-\u00e0-dire de mauvaises heures de travail, affect\u00e9s \u00e0 des t\u00e2ches plus dangereuses, de mauvaises \u00e9valuations de rendement) ou la conviction que rien ne sera fait pour arr\u00eater le harc\u00e8lement.<\/p>\n

Les plaintes pour harc\u00e8lement sexuel sont plus fr\u00e9quentes dans les secteurs o\u00f9 d\u00e9s\u00e9quilibres de pouvoir flagrants<\/a>. Entre\u00a02005 \u2013 2015<\/a>, le pourcentage le plus \u00e9lev\u00e9 d'accusations de harc\u00e8lement provenait des industries de la restauration et de l'h\u00e9bergement, y compris les restaurants \u00e0 service complet, les QSR, les d\u00e9panneurs, les installations de loisirs, les h\u00f4tels et les auberges. Les autres principales industries sont le commerce de d\u00e9tail, les soins de sant\u00e9 et la fabrication.<\/p>\n

Si votre organisation appartient \u00e0 l'un des secteurs ci-dessus, vous pouvez supposer qu'il y a du harc\u00e8lement, qu'il soit signal\u00e9 ou non. La premi\u00e8re \u00e9tape vers la protection de vos travailleurs et de votre entreprise est de reconna\u00eetre que le harc\u00e8lement peut se produire et d'\u00eatre pr\u00e9ventif en l'identifiant et en le traitant.<\/p>\n

2. Ayez une d\u00e9finition claire du harc\u00e8lement sexuel dans votre politique<\/h2>\n

Il est important d'avoir une d\u00e9finition claire de ce qu'est le harc\u00e8lement et de ce qu'il n'est pas. Par exemple, le D\u00e9partement am\u00e9ricain du travail<\/a> d\u00e9finit deux principaux types de harc\u00e8lement ill\u00e9gal\u00a0:<\/p>\n

1. Quid Pro Qua Harc\u00e8lement<\/strong><\/h3>\n

Ce type de harc\u00e8lement suit g\u00e9n\u00e9ralement le sch\u00e9ma \u00ab\u00a0Si vous faites ceci, je ferai cela pour vous\u00a0\u00bb ou \u00ab\u00a0Si vous ne faites pas ceci, la cons\u00e9quence sera celle-l\u00e0\u00a0\u00bb.<\/p>\n

Ce type de harc\u00e8lement entra\u00eene g\u00e9n\u00e9ralement des d\u00e9cisions d'emploi (licenciement, promotion, opportunit\u00e9) bas\u00e9es sur le fait que l'employ\u00e9 accepte ou non des avances sexuelles importunes.<\/p>\n

2. Harc\u00e8lement dans un environnement de travail hostile<\/strong><\/h3>\n

Conduite importune de coll\u00e8gues, de superviseurs et\/ou de clients (ou de toute personne sur le lieu de travail) dont la conduite cr\u00e9e une atmosph\u00e8re intimidante, offensante ou hostile pour un employ\u00e9 cibl\u00e9.<\/p>\n

Lors de l'\u00e9laboration de votre d\u00e9finition et de votre politique, assurez-vous de fournir des exemples concrets de comportements inacceptables et acceptables. Utilisez un langage simple et \u00e9vitez le jargon juridique.<\/p>\n

Utilisez \u00e9galement un langage culturellement pertinent et sp\u00e9cifique pour d\u00e9finir le comportement et \u00e9liminer la subjectivit\u00e9. Par exemple, le revue de Harvard business<\/a> recommande d'ajouter des termes tels que \u00ab\u00a0le harc\u00e8lement sexuel est une forme de pr\u00e9dateur<\/strong> comportement sexuel dans lequel une personne cibles<\/strong> autres employ\u00e9s. \u00bb En utilisant des termes tels que "pr\u00e9dateur" et "cible" au lieu de "auteur" et "victime" (qui ont connu des associations culturelles avec certains genres), les entreprises peuvent remodeler la fa\u00e7on dont les employ\u00e9s interpr\u00e8tent la politique pour encourager l'adoption de la politique.<\/p>\n

M\u00eame avec une d\u00e9finition sp\u00e9cifique, sachez que certains incidents de harc\u00e8lement sexuel pourraient ne pas correspondre parfaitement \u00e0 la d\u00e9finition de votre entreprise. Ces incidents ne doivent pas \u00eatre ignor\u00e9s car ils peuvent \u00eatre le signe d'un biais inconscient plus r\u00e9pandu.<\/p>\n

Selon Fortune<\/a>, des exemples de ce type de pr\u00e9jug\u00e9 pr\u00e9judiciable peuvent inclure\u00a0: ne pas s'adresser aux femmes ou aux minorit\u00e9s dans une salle de r\u00e9union, interroger les femmes sur leur vie de famille pendant le processus d'entretien, ne commander que des boissons alcoolis\u00e9es lors des r\u00e9ceptions de l'entreprise en pr\u00e9sence d'employ\u00e9es enceintes ou demander aux employ\u00e9es prendre des notes, commander de la nourriture et effectuer des t\u00e2ches administratives qui ne font pas partie de leur description de poste et ne sont pas demand\u00e9es \u00e0 leurs coll\u00e8gues masculins.<\/p>\n

Chacun de ces exemples peut indiquer un probl\u00e8me syst\u00e9mique sous-jacent dans la culture d'entreprise qui devrait \u00eatre trait\u00e9 le plus t\u00f4t possible.<\/p>\n

\"\"<\/a><\/p>\n

3. Communiquer, distribuer et afficher les politiques sur le harc\u00e8lement sexuel<\/h2>\n

Il est important de communiquer et de diffuser votre politique sur plusieurs canaux afin que personne ne soit ignor\u00e9. La communication doit inclure\u00a0:<\/p>\n

\u2013 comment les incidents de harc\u00e8lement sexuel doivent \u00eatre signal\u00e9s, quelle m\u00e9thode doit \u00eatre utilis\u00e9e (face \u00e0 face, par \u00e9crit) et \u00e0 qui les incidents doivent \u00eatre signal\u00e9s (responsable, repr\u00e9sentant des RH, contact syndical)
\n\u2013 processus d\u00e9taill\u00e9, \u00e9tape par \u00e9tape, sur la mani\u00e8re dont les incidents doivent \u00eatre trait\u00e9s et sur la mani\u00e8re dont l'organisation prot\u00e9gera l'employ\u00e9 contre les repr\u00e9sailles
\n\u2013 un ensemble clair de r\u00e9sultats potentiels qui compteront comme une r\u00e9solution
\n\u2013 un ensemble clair de cons\u00e9quences pour un comportement inappropri\u00e9 et pr\u00e9dateur
\n\u2013 langue \u00e0 responsabiliser les passants<\/a> signaler les comportements sexuels pr\u00e9dateurs afin que la responsabilit\u00e9 d'une culture d'entreprise saine soit ressentie par tous les employ\u00e9s<\/p>\n

Pour les industries qui travaillent en \u00e9troite collaboration avec les clients\/clients de mani\u00e8re individuelle (c'est-\u00e0-dire les massoth\u00e9rapeutes, les examens des patients, les services \u00e0 domicile, le tutorat, l'entra\u00eenement physique et personnel), votre politique en mati\u00e8re de harc\u00e8lement et vos attentes en mati\u00e8re de comportement doivent \u00eatre communiqu\u00e9es \u00e0 tous les clients\/ clients\/patients.<\/p>\n

Distribuez votre politique sur le harc\u00e8lement sexuel \u00e0 tous les nouveaux employ\u00e9s et \u00e0 tous les employ\u00e9s chaque ann\u00e9e ainsi qu'aux nouveaux clients\/clients\/patients, le cas \u00e9ch\u00e9ant.<\/p>\n

Enfin, r\u00e9fl\u00e9chissez aux adaptations n\u00e9cessaires et \u00e0 la technologie d'assistance que vous devez mettre en place pour que tous les employ\u00e9s et clients aient acc\u00e8s \u00e0 la politique, y compris les traductions pour les employ\u00e9s anglais langue seconde.<\/p>\n

\"\"<\/a><\/p>\n

4. R\u00e9visez et r\u00e9p\u00e9tez<\/h2>\n

Faire face au harc\u00e8lement et cr\u00e9er une politique efficace n'est pas une t\u00e2che unique et accomplie. Continuez \u00e0 poser des questions. Les politiques sont-elles suffisantes ? Qu'est-ce qui a fonctionn\u00e9\u00a0? Qu'est-ce qui a \u00e9t\u00e9 mal interpr\u00e9t\u00e9 ? Qu'est ce qui a chang\u00e9?<\/p>\n

Solliciter les commentaires de tous les niveaux de l'organisation. Mettre \u00e0 jour et redistribuer les politiques chaque ann\u00e9e. Pour les d\u00e9taillants, des formations devraient \u00e9galement avoir lieu r\u00e9guli\u00e8rement \u00e0 tous les niveaux\u00a0: employ\u00e9s de magasin, g\u00e9rants, directeurs de district, directeurs, vice-pr\u00e9sidents et si\u00e8ge social, car chaque niveau a un r\u00f4le diff\u00e9rent \u00e0 jouer pour pr\u00e9venir et r\u00e9soudre le harc\u00e8lement sexuel.<\/p>\n

5. Suivi<\/h2>\n

Pour vous assurer que vos politiques sur le harc\u00e8lement sexuel sont interpr\u00e9t\u00e9es et appliqu\u00e9es correctement, incluez une section dans votre liste de contr\u00f4le de visite en magasin sp\u00e9cifiquement ax\u00e9e sur l'examen et l'application des politiques. Cela vous donnera deux avantages pour pr\u00e9venir le harc\u00e8lement\u00a0:<\/p>\n

    \n
  1. En discutant r\u00e9guli\u00e8rement de votre politique en mati\u00e8re de harc\u00e8lement lors des visites en magasin, les employ\u00e9s comprendront qu'il s'agit d'une priorit\u00e9 pour l'organisation.<\/li>\n
  2. Cela contribue non seulement \u00e0 mettre un terme au harc\u00e8lement, mais cr\u00e9er une culture d'entreprise<\/a> qui traite tous les employ\u00e9s, \u00e0 tous les niveaux, avec respect et dignit\u00e9.<\/li>\n<\/ol>\n

    Vous ne savez pas quoi inclure\u00a0? Voir notre \u00e9chantillon Liste de v\u00e9rification de la pr\u00e9vention du harc\u00e8lement sexuel pour les d\u00e9taillants<\/a><\/strong>.<\/p>","protected":false},"excerpt":{"rendered":"

    Les cycles d'actualit\u00e9s r\u00e9cents sont malheureusement domin\u00e9s par les signalements de harc\u00e8lement sexuel. Dans toutes les industries, des femmes et des hommes partagent des histoires d'exploitation. Selon le Harvard Business Review, 98% des organisations aux \u00c9tats-Unis ont une politique sur le harc\u00e8lement sexuel. Pourtant, le harc\u00e8lement continue d'exister au travail. Cela signifie que les politiques actuelles ne parviennent pas \u00e0 arr\u00eater\u2026 Lire la suite 5 conseils pour faire face au harc\u00e8lement sexuel dans le commerce de d\u00e9tail<\/span> \u2192<\/span><\/a><\/p>","protected":false},"author":6370623,"featured_media":62729,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","_crdt_document":"","jetpack_post_was_ever_published":false,"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_publicize_message":"","jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":false,"jetpack_social_options":{"image_generator_settings":{"template":"highway","default_image_id":0,"font":"","enabled":false},"version":2},"_wpas_customize_per_network":false},"categories":[113932],"tags":[602360578,115501,602360580],"class_list":["post-3673","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hiring","tag-retail-sexual-harassment","tag-sexual-harassment","tag-sexual-harassment-in-store"],"yoast_head":"\n5 Tips for Dealing with Sexual Harassment in Retail<\/title>\n<meta name=\"description\" content=\"Sexual harassment is never acceptable in any workplace. Its important to communicate, distribute and display your sexual harassment policies.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/blog.bindy.com\/fr\/5-conseils-pour-faire-face-au-harcelement-sexuel-dans-le-commerce-de-detail\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"5 Tips for Dealing with Sexual Harassment in Retail\" \/>\n<meta property=\"og:description\" content=\"Sexual harassment is never acceptable in any workplace. Its important to communicate, distribute and display your sexual harassment policies.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/blog.bindy.com\/fr\/5-conseils-pour-faire-face-au-harcelement-sexuel-dans-le-commerce-de-detail\/\" \/>\n<meta property=\"og:site_name\" content=\"Audits, Tasks and Communication\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/bindyhq\" \/>\n<meta property=\"article:published_time\" content=\"2021-10-26T20:15:54+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2024-08-20T14:56:43+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/blog.bindy.com\/wp-content\/uploads\/2024\/06\/shutterstock_1743873848.jpg?_t=1724165803\" \/>\n\t<meta property=\"og:image:width\" content=\"1920\" \/>\n\t<meta property=\"og:image:height\" content=\"1280\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Bindy\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@bindyhq\" \/>\n<meta name=\"twitter:site\" content=\"@bindyhq\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/blog.bindy.com\\\/5-tips-for-dealing-with-sexual-harassment-in-retail\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/blog.bindy.com\\\/5-tips-for-dealing-with-sexual-harassment-in-retail\\\/\"},\"author\":{\"name\":\"Bindy\",\"@id\":\"https:\\\/\\\/blog.bindy.com\\\/#\\\/schema\\\/person\\\/d5e8de9f43631f43e8ad334d7d28c52f\"},\"headline\":\"5 Tips for Dealing with Sexual Harassment in Retail\",\"datePublished\":\"2021-10-26T20:15:54+00:00\",\"dateModified\":\"2024-08-20T14:56:43+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/blog.bindy.com\\\/5-tips-for-dealing-with-sexual-harassment-in-retail\\\/\"},\"wordCount\":1034,\"commentCount\":4,\"publisher\":{\"@id\":\"https:\\\/\\\/blog.bindy.com\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/blog.bindy.com\\\/5-tips-for-dealing-with-sexual-harassment-in-retail\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/i0.wp.com\\\/blog.bindy.com\\\/wp-content\\\/uploads\\\/2024\\\/06\\\/shutterstock_1743873848.jpg?fit=1920%2C1280&ssl=1\",\"keywords\":[\"retail sexual harassment\",\"Sexual Harassment\",\"sexual harassment in store\"],\"articleSection\":[\"\ud83d\udc65 Human Resources, Staff and Hiring\"],\"inLanguage\":\"fr-FR\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\\\/\\\/blog.bindy.com\\\/5-tips-for-dealing-with-sexual-harassment-in-retail\\\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/blog.bindy.com\\\/5-tips-for-dealing-with-sexual-harassment-in-retail\\\/\",\"url\":\"https:\\\/\\\/blog.bindy.com\\\/5-tips-for-dealing-with-sexual-harassment-in-retail\\\/\",\"name\":\"5 Tips for Dealing with Sexual Harassment in Retail\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/blog.bindy.com\\\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\\\/\\\/blog.bindy.com\\\/5-tips-for-dealing-with-sexual-harassment-in-retail\\\/#primaryimage\"},\"image\":{\"@id\":\"https:\\\/\\\/blog.bindy.com\\\/5-tips-for-dealing-with-sexual-harassment-in-retail\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/i0.wp.com\\\/blog.bindy.com\\\/wp-content\\\/uploads\\\/2024\\\/06\\\/shutterstock_1743873848.jpg?fit=1920%2C1280&ssl=1\",\"datePublished\":\"2021-10-26T20:15:54+00:00\",\"dateModified\":\"2024-08-20T14:56:43+00:00\",\"description\":\"Sexual harassment is never acceptable in any workplace. 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