{"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-tips-for-att-hantera-sexuella-trakasserier-i-detaljhandeln","status":"publish","type":"post","link":"https:\/\/blog.bindy.com\/sv\/5-tips-for-att-hantera-sexuella-trakasserier-i-detaljhandeln\/","title":{"rendered":"5 tips f\u00f6r att hantera sexuella trakasserier i detaljhandeln"},"content":{"rendered":"

De senaste nyhetscyklerna domineras tyv\u00e4rr av rapporter om sexuella trakasserier. I branscher delar kvinnor och m\u00e4n med sig av ber\u00e4ttelser om exploatering. Enligt aff\u00e4rsrecension fr\u00e5n Harvard<\/a>, 98% av organisationer i USA har en policy f\u00f6r sexuella trakasserier. \u00c4nd\u00e5 forts\u00e4tter trakasserier att f\u00f6rekomma p\u00e5 arbetsplatsen. Detta inneb\u00e4r att nuvarande politik inte lyckas stoppa sj\u00e4lva problemet de \u00e4r utformade f\u00f6r att ta itu med.<\/p>\n

Det \u00e4r dags att ompr\u00f6va hur organisationer f\u00f6rh\u00e5ller sig till och hanterar trakasserier. F\u00f6r att hj\u00e4lpa dig har vi f\u00f6rberett 5 tips f\u00f6r att f\u00e5 dig att g\u00e5 i r\u00e4tt riktning.<\/p>\n

1. Inse att sexuella trakasserier f\u00f6rekommer<\/h2>\n

Du kanske tror att din organisation inte har n\u00e5gra problem eftersom du inte har en f\u00f6rekomst av anm\u00e4lningar om sexuella trakasserier. Sjuttio procent (70%)<\/a> av arbetare rapporterar inte trakasserier av r\u00e4dsla f\u00f6r att f\u00f6rlora sina jobb, r\u00e4dsla f\u00f6r repressalier (dvs. d\u00e5liga skifttimmar, tilldelade farligare uppgifter, d\u00e5liga prestationsrecensioner) eller tron att ingenting kommer att g\u00f6ras f\u00f6r att stoppa trakasserierna.<\/p>\n

P\u00e5st\u00e5enden om sexuella trakasserier \u00e4r vanligast i branscher med stark maktobalans<\/a>. Mellan\u00a02005\u20132015<\/a>, den st\u00f6rsta andelen av trakasseriavgifter kom fr\u00e5n livsmedelsservice- och boendeindustrier inklusive fullservicerestauranger, QSRs, c-butiker, rekreationsanl\u00e4ggningar, hotell och v\u00e4rdshus. Andra toppbranscher \u00e4r detaljhandel, h\u00e4lsov\u00e5rd och tillverkning.<\/p>\n

Om din organisation faller inom n\u00e5gon av branscherna ovan kan du anta att trakasserier f\u00f6rekommer oavsett om de anm\u00e4ls eller inte. Det f\u00f6rsta steget mot att skydda dina anst\u00e4llda och ditt f\u00f6retag \u00e4r att inse att trakasserier kan h\u00e4nda och att vara f\u00f6rebyggande n\u00e4r det g\u00e4ller att identifiera och hantera det.<\/p>\n

2. Ha en tydlig definition av sexuella trakasserier i din policy<\/h2>\n

Det \u00e4r viktigt att ha en tydlig definition av vad trakasserier \u00e4r och vad det inte \u00e4r. Till exempel US Department of Labor<\/a> definierar tv\u00e5 huvudtyper av olagliga trakasserier:<\/p>\n

1. Quid Pro Qua-trakasserier<\/strong><\/h3>\n

Den h\u00e4r typen av trakasserier har vanligtvis m\u00f6nstret "Om du g\u00f6r det h\u00e4r kommer jag att g\u00f6ra det \u00e5t dig" eller "Om du inte g\u00f6r det h\u00e4r blir konsekvensen det."<\/p>\n

Denna typ av trakasserier resulterar i allm\u00e4nhet i anst\u00e4llningsbeslut (upps\u00e4gning, befordran, m\u00f6jlighet) baserat p\u00e5 huruvida den anst\u00e4llde accepterar eller avvisar ov\u00e4lkomna sexuella n\u00e4rmanden.<\/p>\n

2. Fientlig arbetsmilj\u00f6trakasserier<\/strong><\/h3>\n

Ov\u00e4lkommet upptr\u00e4dande av medarbetare, arbetsledare och\/eller kunder (eller n\u00e5gon p\u00e5 arbetsplatsen) vars beteende skapar en skr\u00e4mmande, kr\u00e4nkande eller fientlig atmosf\u00e4r f\u00f6r en m\u00e5lmedveten anst\u00e4lld.<\/p>\n

N\u00e4r du skapar din definition och policy, se till att ge konkreta exempel p\u00e5 b\u00e5de oacceptabelt och acceptabelt beteende. Anv\u00e4nd klarspr\u00e5k och undvik juridisk jargong.<\/p>\n

Anv\u00e4nd ocks\u00e5 ett kulturellt relevant och specifikt spr\u00e5k f\u00f6r att definiera beteende och ta bort subjektivitet. Till exempel aff\u00e4rsrecension fr\u00e5n Harvard<\/a> rekommenderar att man l\u00e4gger till spr\u00e5k som \u201dSexuella trakasserier \u00e4r en form av rovdjur<\/strong> sexuellt beteende d\u00e4r en person m\u00e5l<\/strong> andra anst\u00e4llda.\u201d Genom att anv\u00e4nda termer som "rovdrift" och "m\u00e5l" ist\u00e4llet f\u00f6r "f\u00f6r\u00f6vare" och "offer" (som har k\u00e4nt till kulturella f\u00f6reningar med vissa k\u00f6n) kan f\u00f6retag omforma hur anst\u00e4llda tolkar policy f\u00f6r att uppmuntra policyantagande.<\/p>\n

\u00c4ven med en specifik definition, var medveten om att det kan f\u00f6rekomma vissa incidenter av sexuella trakasserier som inte riktigt faller in i ditt f\u00f6retags definition. Dessa incidenter b\u00f6r inte ignoreras eftersom de kan tyda p\u00e5 en mer utbredd, omedveten partiskhet.<\/p>\n

Enligt F\u00f6rm\u00f6genhet<\/a>Exempel p\u00e5 denna typ av skadlig f\u00f6rdom kan vara: att inte tilltala kvinnor eller minoriteter i ett m\u00f6tesrum, fr\u00e5ga kvinnor om deras familjeliv under intervjuprocessen, best\u00e4lla endast alkoholhaltiga drycker p\u00e5 f\u00f6retagets tillst\u00e4llningar i n\u00e4rvaro av gravida anst\u00e4llda eller fr\u00e5ga kvinnliga anst\u00e4llda att g\u00f6ra anteckningar, best\u00e4lla mat och utf\u00f6ra adminuppgifter som inte ing\u00e5r i deras arbetsbeskrivning och inte tillfr\u00e5gas av sina manliga kollegor.<\/p>\n

Vilket som helst av dessa exempel kan peka p\u00e5 ett underliggande, systemiskt problem i f\u00f6retagskulturen som b\u00f6r \u00e5tg\u00e4rdas f\u00f6rr snarare \u00e4n senare.<\/p>\n

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

3. Kommunicera, distribuera och visa policyer f\u00f6r sexuella trakasserier<\/h2>\n

Det \u00e4r viktigt att kommunicera och distribuera din policy \u00f6ver ett antal kanaler s\u00e5 att ingen l\u00e4mnas ovetande. Kommunikationen b\u00f6r inneh\u00e5lla:<\/p>\n

\u2013 hur incidenter med sexuella trakasserier ska rapporteras, vilken metod som ska anv\u00e4ndas (ansikte mot ansikte, skriftligt) och vilka incidenter ska rapporteras till (chef, HR-representant, facklig kontakt)
\n\u2013 detaljerad steg-f\u00f6r-steg-process f\u00f6r hur incidenter ska hanteras och hur organisationen kommer att skydda den anst\u00e4llde fr\u00e5n repressalier
\n\u2013 en tydlig upps\u00e4ttning potentiella resultat som kommer att r\u00e4knas som uppl\u00f6sning
\n\u2013 en tydlig upps\u00e4ttning konsekvenser f\u00f6r ol\u00e4mpligt och underprissamt beteende
\n\u2013 spr\u00e5k till st\u00e4rka \u00e5sk\u00e5dare<\/a> att anm\u00e4la underprissamt sexuellt beteende s\u00e5 att ansvaret f\u00f6r en sund f\u00f6retagskultur k\u00e4nns av alla anst\u00e4llda<\/p>\n

F\u00f6r branscher som arbetar n\u00e4ra kunder\/klienter p\u00e5 ett en-mot-en-s\u00e4tt (t.ex. massageterapeuter, patientunders\u00f6kningar, hemtj\u00e4nst, handledning, fysisk och personlig tr\u00e4ning) b\u00f6r din trakasseringspolicy och dina f\u00f6rv\u00e4ntningar p\u00e5 ditt beteende kommuniceras med alla kunder\/ klienter\/patienter.<\/p>\n

Distribuera din policy f\u00f6r sexuella trakasserier till alla nyanst\u00e4llda och till alla anst\u00e4llda \u00e5rligen samt till nya kunder\/klienter\/patienter d\u00e4r s\u00e5 \u00e4r till\u00e4mpligt.<\/p>\n

Slutligen, \u00f6verv\u00e4g de n\u00f6dv\u00e4ndiga logi och hj\u00e4lpmedel som du beh\u00f6ver inf\u00f6ra s\u00e5 att alla anst\u00e4llda och kunder har tillg\u00e5ng till policyn inklusive \u00f6vers\u00e4ttningar f\u00f6r engelska som andraspr\u00e5ksanst\u00e4llda.<\/p>\n

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

4. Granska och upprepa<\/h2>\n

Att hantera trakasserier och skapa en effektiv policy \u00e4r inte en enda uppgift. Forts\u00e4tt att st\u00e4lla fr\u00e5gor. \u00c4r politiken tillr\u00e4cklig? Vad har fungerat? Vad misstolkades? Vad har f\u00f6r\u00e4ndrats?<\/p>\n

Be om feedback fr\u00e5n alla niv\u00e5er i organisationen. Uppdatera och omdistribuera policyer varje \u00e5r. F\u00f6r \u00e5terf\u00f6rs\u00e4ljare b\u00f6r utbildning ocks\u00e5 regelbundet ske f\u00f6r alla niv\u00e5er: butiksanst\u00e4llda, chefer, distriktschefer, direkt\u00f6rer, VP:er och huvudkontor eftersom varje niv\u00e5 har en annan roll att spela f\u00f6r att f\u00f6rebygga och l\u00f6sa sexuella trakasserier.<\/p>\n

5. Uppf\u00f6ljning<\/h2>\n

F\u00f6r att s\u00e4kerst\u00e4lla att dina policyer f\u00f6r sexuella trakasserier tolkas och till\u00e4mpas korrekt, inkludera ett avsnitt i din checklista f\u00f6r butiksbes\u00f6k som \u00e4r specifikt inriktat p\u00e5 policygranskning och efterlevnad. Om du g\u00f6r det f\u00e5r du tv\u00e5 f\u00f6rdelar f\u00f6r att f\u00f6rhindra trakasserier:<\/p>\n

    \n
  1. Genom att regelbundet diskutera din policy f\u00f6r trakasserier under butiksbes\u00f6k kommer anst\u00e4llda att f\u00f6rst\u00e5 att det \u00e4r en prioritet f\u00f6r organisationen.<\/li>\n
  2. Detta arbetar mot m\u00e5let att inte bara stoppa trakasserier utan skapa en f\u00f6retagskultur<\/a> som behandlar alla anst\u00e4llda, p\u00e5 alla niv\u00e5er, med respekt och v\u00e4rdighet.<\/li>\n<\/ol>\n

    \u00c4r du os\u00e4ker p\u00e5 vad du ska inkludera? Se v\u00e5rt prov Checklista f\u00f6r f\u00f6rebyggande av sexuella trakasserier f\u00f6r \u00e5terf\u00f6rs\u00e4ljare<\/a><\/strong>.<\/p>","protected":false},"excerpt":{"rendered":"

    De senaste nyhetscyklerna domineras tyv\u00e4rr av rapporter om sexuella trakasserier. I branscher delar kvinnor och m\u00e4n med sig av ber\u00e4ttelser om exploatering. Enligt Harvard Business Review har 98% av organisationer i USA en policy f\u00f6r sexuella trakasserier. \u00c4nd\u00e5 forts\u00e4tter trakasserier att f\u00f6rekomma p\u00e5 arbetsplatsen. Detta inneb\u00e4r att nuvarande politik inte kan stoppa ... Forts\u00e4tt l\u00e4sa 5 tips f\u00f6r att hantera sexuella trakasserier i detaljhandeln<\/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\/sv\/5-tips-for-att-hantera-sexuella-trakasserier-i-detaljhandeln\/\" \/>\n<meta property=\"og:locale\" content=\"sv_SE\" \/>\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. 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