Improving workplace morale, productivity and trust.
Minimising financial and legal costs incurred when managing a complaint.
Avoiding potential damage to the corporate brand as a result of negative media coverage.
The information provided here aims to assist FPAB to start thinking about:
How FPAB could analyse its workplaces to identify any sex-based harassment issues for women.
Suggested actions FPAB could take to address the sex-based harassment issues for women FPAB have identified.
Keeping in mind that women are not a homogenous group but reflect the diversity of the larger population. By recognising and valuing women’s differences (such as age, religion, cultural and linguistic backgrounds, disability, sexual orientation, etc) in the management of workplace issues, FPAB performance stands to benefit from the range of skills and experiences they are able to contribute.
Not all issues, actions and examples suggested here are relevant to FPAB as an organization. It is up to FPAB and its workers to decide what is appropriate and relevant for the organization of FPAB to consider when analyzing FPAB as a workplace to identify issues for women, and taking actions to address these.
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