Harassment & Discrimination Awareness Session

General Questions - Harassment

100

For an action to be considered as harassment, it has be open, physical and consistent over a period of time. True or False

False. Harassment can be open or covert, may be single or successive acts of bullying, verbal or physical abuse or ill treatment or the creation and/or maintenance of a hostile working environment.

200

Unwelcome/uninvited conduct is defined by the recipient. True or False

True

300

Chioma joined ABC Hub as a Production Operations Team Leader in March 2017. She has 15 years experience and the team's first female team lead. Chioma's manager is Andy. After about 3months at ABC Hub, Chioma starts noticing her colleagues whispering behind her back or suddenly stopping conversations when she comes by. She soon finds out that someone has spread a rumour that got the job because she is Andy's girl friend. Does ABC Hub have a hostile work environment?

Yes, it does. Spreading rumours about Chioma's private life and suggesting she secured a role because she has a sexual relationship with Andy indicates a hostile work environment. In some jurisdictions, this can invoke both sexual harassment and discrimination laws, regardless of whether or not the rumours are true.

400

A man or woman may be a victim or a harasser. True or False

True. Sexual harassment for a man can be just as traumatizing as it is for a woman

500

'Uncompromising on Safety, Ethics & Compliance' is an element of which Leadership Attribute?

Growth. Taking personal responsibility in ensuring we have an inclusive work place is showing leadership

Sexual Harassment

100

Sexual harassment can arise where the unwelcome conduct is aimed at no one in particular, but part of a work pattern or culture. True or False.

True.

200

Two colleagues continually flirt with each other. Is sexual harassment taking place? A. Yes, this is always considered sexual harassment B. No, not if the conduct is mutual. C. Yes, flirting is not permitted in the workplace D. No, provided one person is genuinely enjoying themselves there is no harm

B. No, if the conduct is mutual

300

Sexual harassment can only occur between people of opposite sexes. True or False

False. It can occur between people of opposite sexes or between people of the same sex.

400

Complete the sentence. Sexual harassment is ... A. is any type of unwanted, welcome behavior of a sexual nature that offends or humiliates employees in the workplace. B. can occur only if there is an ongoing pattern of behavior directed towards another employee. C. occurs between people of opposite sexes only.

A. is any type of unwanted, welcome behavior of a sexual nature that offends or humiliates employees in the workplace.

500

Which of these is an example of Sexual Harassment? A. Uninvited physical contact; B. Sexually explicit conversation; C. Offensive email messages or computer screen savers, D. Implied or articulated promises of reward for agreeing to comply with a request of a sexual nature. E. All of the above

E. All of the above

Preventing Harassment

100

It is HR responsibility to prevent Sexual Harassment in the workplace. True or False

False. Everyone has a role to play in preventing harassment.

200

In defining harassment, the key consideration is the motivation behind the action. True or False.

False. The motivation behind your actions is irrelevant. Just because you don't mean to offend someone, doesn't mean that your actions can't be sexual harassment.

300

Some people may be vulnerable to harassment in a particular context, for example, women working in male- dominated environments or anyone coming from a different cultural background. True or False.

True. You need to think about the person on the receiving end. In particular, be aware of cultural sensitivities – what is acceptable in one culture may not be in another.

400

As an employee, mention 2 ways you can contribute to harassment-free work place

Promote an inclusive working environment. Ensure your own behavior does not discriminate against or harass others. Understand the policy and procedure and take action to report and/or stop any discrimination or harassment you witness or experience yourself Support the company in investigations

500

Mention 3 potential consequences of harassment and discrimination.

Recipient Humiliation & fear Decline in Employee Performance Decreased job satisfaction Deterioration in the Employee’s physical and/or psychological health Harasser Corrective action up to and including termination Loss of credibility Embarrassment with work groups Damaged personal reputation Organisation Reputational Damage Impact on Talent Acquisition/Retention Loss of Teamwork/Group Cohesion

Handling Harassment

100

If you act in good faith to report inappropriate conduct and an investigation reveals that no inappropriate conduct occurred, you may be disciplined for making a false report. True or False

False. Even if it is ultimately determined that inappropriate conduct did not take place, so long as you acted in good faith when you made your report, you will not disciplined.

200

What should you do first if you are sexually harassed? A. Ignore the harasser and look for a new job B. Ask the harasser to stop if you feel comfortable doing so, otherwise inform your Supervisor, Asset Manager, or HR or Tell Shell. C. Tell a colleague whom you trust and tell him/her not to discuss it.

B. Ask the harasser to stop if you feel comfortable doing so, otherwise inform your Supervisor, Asset Manager, or HR or The Global Helpline

300

If you witness harassment or discrimination: A. Notify HSE Advisor B. Keep it to yourself as it doesn't help to gossip C. Notify your manager, or HR D. Tell your spouse at home

C. Notify your manager, or HR

400

A victim of harassing or discriminatory behavior tells a supervisor about the behavior, but then asks that no one else be told. To respect the employee's wishes, the supervisor should not take further action. True or False

False. The organization, through the supervisor, has been made aware of the situation and must now investigate and take any necessary corrective action.

500

If an offender refuses to stop a harassing/discriminating behaviour, mention 3 people you can contact/notify.

Your Asset Manager (including using Tell the Manager Box), The Shell Ethics & Compliance Office, Human Resources, Shell Legal The Global Helpline.

General Questions - Discrimination

100

Although he behaves in a polite and professional manner when criticizing the work performance of individuals of a different ethnic group, a supervisor uses derogatory language when criticizing work done by members of his own ethnic group. Could the supervisor be engaging in discrimination? A. Yes, because he is treating individuals differently on the basis of their ethnic group. B. No, not if he is singling out only members of his ethnic group. C. No, because the criticism is directed at work performance.

A. Yes, because he is treating individuals differently on the basis of their ethnic group.

200

A supervisor sees that an employee has piles of hate propaganda in his work area, but no one has complained about it. The supervisor should: A. Do nothing. Since no one has complained, it must not be a problem. B. Ask around to see if anyone has noticed or been offended by the propaganda. C. Intervene by asking the staff to remove the materials and report the situation to HR.

C. Intervene by asking the staff to remove the materials and report the situation to HR.

300

Mina joined ABC Hub as a Production Maintenance Engineer in January 2016. She has 10 years experience and the team's only female staff. Mina's manager is Ben. Since Mina joined, Ben has been assigning System activities to Mina making it difficult for her to be involved in Maintenance field execution activities. When she asks Ben about it, he laughs it off saying "In this Hub, female engineers do the soft work. Why do you think you are the only one in the team?" Is Ben engaging in discrimination?

Yes, this is discrimination

400

Chidinma, who is Ibo, receives from her friend an e-mail joke that pokes fun at Ibos. Chidinma is not offended by her friend's joke, and in fact finds it funny. She thinks that some of her coworkers might find the joke funny, too, and she decides to forward it to them. Can Chidinma get into trouble for sending the e-mail? A. No, because it was sent in the spirit of fun. B. No, because Chidinma is Ibo. C. Yes, but only if her employer has a policy that limits e-mail use to business purposes. D. Yes, because her joke is inappropriate and potentially offensive.

D. Yes, Chidinma's joke is potentially offensive and therefore inappropriate for the workplace. Whether or not the joke is offensive is based on the recipient's perspective, not that of the sender.

500

Adeola has Speech challenge and therefore unable to pronounce words well. A few of Adeola's coworkers don't like him and mock him by mimicking him. Are Adeola's coworkers behaving appropriately? A. Yes. Adeola's coworkers make fun of him because they don't like him-not because of his medical condition. B. No, because that's an offensive joke on Adeola's disability C. Yes, because Adeola is unaware that he is being mocked

B. No, because that's an offensive joke on Adeola's disability. Adeola's coworkers' conduct is linked to his medical condition and could be regarded by him, and others, as offensive.