Empowering women and tackling sexual harassment

The IWGB Women's Project aims to encourage the active participation and empowerment of women and non-binary union members and to address gendered issues in the workplace.

Everyone should be able to go work with safety and dignity and respect, so we have been creating spaces where we can focus on these issues and support each other.

We have been working alongside Latin American Women's Rights Services and United Voices of the World. Maritza, who was involved in the project from the beginning and helped establish a women's committee in the Universities of London branch, has written about her experience and the ways the project has supported the union's work. See below for a blog from LAWRS about sexual harassment in the workplace.

IWGB's blog by Maritza Castillo Calle

In our Universities of London Branch we have been running many workshops to help and support women to empower and develop them. LAWRS has been helping us to run workshops on issues such as mental health, empowerment, social housing, the cycle of violence, benefits and gender-based violence to help us have security, knowledge and confidence that helps us to be more empowered.

Through these workshops, the women's committee of the UoL branch has learned about laws and training, whereas before the women had no knowledge of the rights and laws in this country and how to confront labour and sexual issues that women suffer in their workplaces. Now the women's committee has knowledge and training through the workshops they received from LAWRS, which has given them more confidence and knowledge so that they can support and help other women who suffer from these problems and know how to deal with the problems they face in their workplaces.

During the pandemic many women were affected not only at work but also personally because of increased harassment, violence and stress, and these workshops helped them to become more confident and face these challenges, so that they could help their colleagues at work to feel more confident and supported through the support network provided by LAWRS.

We would like LAWRS to continue to support us and help us with more workshops to continue training and empowering more women through these workshops because it helps women to feel more confident, valued and empowered.

Our struggles will continue, as there is much to be done in other workplaces, we will continue to support women workers who suffer discrimination and abuse. We will continue to fight for our rightful place in the workplace and beyond the workplace.

Latin American Women's Rights Services' blog

Almost every woman, trans or non-binary person you know can, unfortunately, tell you about an experience in which they have been a victim of gender-based violence – from being catcalled to sexual assault. If you are a woman, trans or non-binary person yourself, this is most likely not news to you.

Violence Against Women and Girls (VAWG) is embedded in our society’s patriarchal structure in which men have traditionally controlled the power. It is present in all the spheres of our lives, especially in our relationships – whether they are with family members, partners or colleagues. It affects all of us, but its effects can be more harmful for those who are part of minority groups (migrants, women of colour, LGBTQ+, undocumented people, etc.).

Sexual harassment is a form of VAWG which may also occur in the workplace.

It can manifest itself in sexist practices, ranging from “casual” and seemingly harmless habits – such as a joke or a gesture – to sexual assault and even feminicide – the killing of a woman on the basis of her gender. Certain behaviours have become so normalised that, sometimes, we fail to recognize that they are acts of violence.

So, what is sexual harassment in the workplace?

It is any unwelcome sexual behaviour that creates an intimidating, hostile, degrading or humiliating working environment and which has the purpose or effect of violating the dignity of a worker.

To better understand the presence of these elements, you should also take into account that:

• A sexual behaviour may comprise physical, verbal, and non-verbal conducts (e.g., texts and images);
• It doesn’t matter if the perpetrator alleges they didn’t intend to make the victim feel uncomfortable;
• Free and valid consent is key in any adult sexual contact;
• The victim doesn’t need to have a written contract from their employer to receive protection;
• When one’s dignity is affected, it may lead to feelings of shame, humiliation, fear, frustration, vulnerability; and
• A hostile environment may be intimidating, degrading, humiliating or offensive.

Can you recognise sexual harassment in the workplace?

Sexual harassment in the workplace can be a serious incident of sexual assault, but it can also be a less obvious conduct which makes you uncomfortable. It may be sexual comments or jokes about yourself or a colleague; physical behaviour, including unwelcome sexual advances – such as touching, hugging or kissing, and various forms of sexual assault. It also includes displaying pictures, photos or drawings of a sexual nature – such as circulating pornography, by email or WhatsApp, or having pictures of naked/semi-naked women in the workplace. It could be, as well, requests or demands for sexual favours, or even leering or staring inappropriately.

If you are unsure whether you have been a victim of sexual harassment, or you want to protect yourself or a colleague from it, you can ask yourself the following questions:

1. Have I been exposed to a conduct of a sexual nature in the workplace coming from a superior or colleague?
2. Has such behaviour been undesired and/or unrequested by me?
3. Has such behaviour affected my dignity as a person?
4. Has the situation created a hostile environment in my workplace?

It is important to know that sexual harassment in the workplace, and other forms of abuse of power and VAWG, are illegal – most of them punishable by law. The UK has a legal system containing rules that protect you from these behaviours, and that enshrine your rights, especially those ensuring you can live your life with dignity and free of violence.

You can promote the prevention of sexual harassment in the workplace, by requesting your employer to have a clear, comprehensive policy in place against sexual harassment. In case of an alleged sexual harassment case, this policy will alert all parties to their rights, roles and responsibilities. It should also set out how to promptly and efficiently deal with a sexual harassment claim.

If you think that you or a friend or colleague have been victim of sexual harassment in the workplace, you can contact your Union’s Women Officer and/ or representative. They can guide you on what to do next. You can also contact specialist organisations such as the Latin American Women’s Rights Service (LAWRS), through our Helpline 0808- 145-4909 or by email: info@lawrs.org.uk.

If the harassment is very serious, it might also be a crime. If a colleague or supervisor has sexually assaulted you or made physical threats, or you are worried about your safety, you can contact the police or the National Health Service (NHS). You have a right to ask for an interpreter when you speak to them.

Always remember that you are not alone, and that it is not your fault.

UVW's blog: Action for changes

Brenda* is a UVW member. She represents strength, resilience, action and commitment for better change. She is always willing to participate in the events and campaigns organised by LAWRS and her union. She openly talks about her experiences of abuse and harassment in her workplace – which turned into a more complex situation, due to her status as a migrant (Latin-American) woman in a precarious job, in a foreign country.

Although she has endured some adversity, Brenda recounts her experience with poise and calm. She offers the details of what she lived in her workplace, but she invites us to look beyond. She focuses on her actions: what she did – and continues to do – to change a reality that she considers unfair and unacceptable – as the whole society should.

Brenda encourages us to focus that her actions not only benefit her, individually, but they also have a positive impact on the people she carefully serves, as well as on other workers – specially, the most vulnerable.

Brenda brought her case against her employer for victimising her and for breaching her rights. She acknowledges that organising any workplace is not easy, as “bosses tend to do everything in their power to prevent workers from coming together and exercising their collective power to ask for fair wages and working conditions”. She knows that, sometimes, as with her case, the employer goes so far as to ignore workers’ employment rights and, in some cases, their human rights.

Brenda tried to solve the problem through the regular internal mechanisms, but she soon realised that her case was not going anywhere. It became obvious to her that she had to take stronger measures if she wanted real solutions –something she initially wanted to avoid, fearing the consequences.

Something made her realise, though, that this was the best course of action: As a carer for vulnerable people, Brenda is also entitled to be cared for. Indeed, as long as she feels well and stable, she will also be in the best condition to support the people she serves – a situation that also benefits the employer, she thought. Everybody wins, right? For the employer, unfortunately, not.

Brenda started her journey by filing a complaint against a nurse. Instead of having her complaint dealt with objectively and independently, she became the object of a “union busting witch-hunt”, as UVW calls it. This is what Brenda said, when asked in an interview about how this victimisation affected her: “They started sending me letters, calling me into meetings and saying I was putting the lives of the residents at risk. The environment was hostile. I started to suffer from severe headaches, hair loss, anxiety and cried a lot. I was on medical leave several times. I couldn’t cope with the pressure, so I decided to resign”.

As a result of her victimisation Brenda, with the support of UVW, devised a discrimination form, and took the case forward. With 14 of her former colleagues, Brenda started speaking out and fighting back. They brought a legal challenge against their employer – in a workplace made up of over 90% women – and, so far, they have already won improved sick pay allowance and filed statutory recognition.

So, was this enough for the employer to reflect on their illegal actions and improve their workers conditions and rights? Unfortunately, no. After Covid’s crisis, the same employer has been the target of new complaints, due to unfair living wages, at a time “when carers nationwide, like nurses, have been excluded from the recent public sector pay rise, and  their poor treatment has been publicly exposed in the country”, says UVW.

That is why, last year, the workers decided to take further measures and strike. Rather than listening to their reasons and concerns, the employer decided to try to intimidate the workers into not pursuing action. They bravely continued since they knew that, after everything that had happened, striking was their only chance.

One carer, who prefers to remain anonymous to avoid being penalised said, “I worked through Covid. I didn’t go into isolation. I worked night and day. What do I get?! A ‘Thank you for your hard’ work. This doesn’t pay for bread. I don’t feel I am worth anything, just an object. It’s time to make a stand”

For this reason, UVW’s organiser, Molly de Dios Fisher, has clearly stated that they are only asking for what is fair, because “quality care deserves quality pay”. Through their actions, UVW is expecting a favourable outcome. “Whilst the workers would use the benefits that come with such a deal, we will not be constrained by it, and we will, as our history shows, take any action necessary to win dignity and respect” Molly affirms.

As for Brenda, her participation and actions have become a source of inspiration for other unionised women – especially, for the new and/or younger members, and for the women that fear to raise their voices, share their experiences, and do something about it.

This proves how  the strength of the group, coming together and sharing experiences, lead them to realise that they are not alone, they are not weak, and they are not to blame, anymore.  Sometimes, change comes from the unexpected and the unwanted. It may be just one person, but that single person generates a chain of little actions that may lead to bigger transformations and evolution.

When Brenda shares her experience, women start to open and talk about their own experiences, too. They agree on the importance of being heard, supported, and validated – a feeling that, unfortunately, they don’t usually receive from the people around them.

Among other women members, Brenda is considered an example – almost a goal to reach. Many of them thank her frequently for telling her story and fighting for all of them. Others tell her that they now feel empowered to tell their own stories and participate – some even for the first time – in activities for claiming the respect of their rights.

Power comes through organisation and action. When women get together and speak out – when and as they are willing to – change happens. The power of women demanding change and reappropriating their stories and experiences will continue, as long as unfair, abusive situations continue to affect them.

Though Brenda’s stories are common, and happen all the time in workplaces throughout the country, without being heard, workers like her recognise the power they feel at being able to raise their voices and being listened to is. This is clearly explained by Brenda, when she said, “I am proud that I have not remained silent and have raised my voice for dignity. We all deserve to have healthy work spaces and bosses who respect the rights of their employees”.