Documents sexual harassment 230 results

"Advancements in artificial intelligence (AI) have led to the increase of conversational agents like Replika, designed to provide social interaction and emotional support. However, reports of these AI systems engaging in inappropriate sexual behaviors with users have raised significant concerns. In this study, we conducted a thematic analysis of user reviews from the Google Play Store to investigate instances of sexual harassment by the Replika chatbot. From a dataset of 35,105 negative reviews, we identified 800 relevant cases for analysis. Our findings revealed that users frequently experience unsolicited sexual advances, persistent inappropriate behavior, and failures of the chatbot to respect user boundaries. Users expressed feelings of discomfort, violation of privacy, and disappointment, particularly when seeking a platonic or therapeutic AI companion. This study highlights the potential harms associated with AI companions and underscores the need for developers to implement effective safeguards and ethical guidelines to prevent such incidents. By shedding light on user experiences of AI-induced harassment, we contribute to the understanding of AI-related risks and emphasize the importance of corporate responsibility in developing safer and more ethical AI systems.
Content Warning: This paper discusses sensitive topics, such as sex, which may be triggering."

"Bullying and harassment is a daily reality for many workers, making their working lives intolerable. The issue is a major concern for unions, ranking second only to stress as the hazard most likely to be reported by union safety reps. However, unions and workers do not have to simply accept this. Employers have a legal duty to tackle bullying and harassment and there is action that can be taken to deal with the problem. This updated guide provides union reps with examples of best practice and practical guidance on what they can do to prevent bullying and harassment in the workplace, how it can be tackled collectively, and how best to provide support and representation for members who are being bullied and/or harassed at work"

"Cette journée, organisée par le Comité régional d'orientation des conditions de travail Grand Est, a permis de faire le point sur les problèmes liés aux notions de genre et de sexe au travail.
Les données et les connaissances sur ce sujet restent rares. En prévention, il s'agit de lutter contre l'invisibilisation des risques et de mobiliser pour la santé au travail, sans différencier ni discriminer au regard du sexe et du genre. Des exemples de sensibilisation ou d'intégration dans le document unique, ainsi que des retours d'expériences, permettent d'explorer des pistes de prévention."

"This report presents, for the first time, selected key results of the EU gender-based violence survey based on data from all 27 Member States. Across the EU-27, 114 023 women were interviewed about their experiences. The report focuses on the prevalence of various forms of violence against women in the EU.
The EU gender-based violence survey also collected specific data about women's experiences of violence, including on the consequences of violence and contacts with different services that provide assistance to victims, as survivors of violence. Data on both the prevalence of violence and the consequences of violence will be analysed in detail in the survey report that Eurostat, FRA and EIGE will publish in 2025.
The results are presented in four chapters, starting with the overall prevalence of physical violence or threats and/or sexual violence by any perpetrator. This is followed by two chapters that focus on violence perpetrated by women's intimate partners and by other people (non-partners).
The fourth chapter examines women's experiences of sexual harassment at work. Finally, the report includes an annex that summarises the survey data collection methodology."

"This report analyses the specific characteristics of sexual harassment at the workplace (SHW) in Bulgaria based on desk research and primary data collection through quantitative (online survey with 839 respondents) and qualitative methods (4 in-depth interviews with victims of SHW; expert focus group). With 18.9% of the survey respondents reporting a SHW experience, the results show that SHW is an occurring issue especially for women (accounting for more than 80% of the reported victims), but strongly suggest that the lack of awareness towards the topic make it hard for people to recognise its manifestations. There is a high rate of dissatisfaction with how SHW cases are handled, with many reports resulting in no action taken by employers. This lack of response exacerbates distrust towards institutions and leads to high turnover costs for organisations and even higher personal and professional cost for SHW victims. Awareness of protections against SHW is notably low, with only 35% of respondents perceiving their employers as proactive in prevention, education, and sanctioning. This unawareness hinders preventative actions, as many workers only seek information on rights and reporting mechanisms after experiencing or witnessing harassment.
SHW is often downplayed and not perceived as a serious issue which in reverse discourages victims to report cases and seek protection. Younger women in the beginning of their career path are particularly vulnerable towards SHW. The data suggest that victims of SHW are often in a lower position in the workplace hierarchy than the perpetrators. Non-union members report more often cases of SHW than union members. Respondents look to unions to advocate for robust anti-SHW policies, awareness campaigns, and workplace equality coordinators, indicating a need for stronger union presence, especially in less unionized industries. The report´s findings indicate that current legislation against SHW, though in place, suffers from inconsistent enforcement and gaps in harmonization across workplace policies and legal frameworks. Survey and interview respondents call for a clearer and more comprehensive definition of SHW, as well as zero-tolerance policies underpinned by company-level protocols and training that foster a collective work culture against SHW. To address these needs, policy recommendations focus on engaging national authorities, employers, trade unions, and academia in a multi-level strategy, from legislative reforms to company-specific support systems."

"Cambodia has developed booming textile, garment, tourism, and entertainment service industries since the mid-1990s. The 2007 global financial crisis pushed many garment workers, who lost their jobs, into the entertainment sector. Entertainment workers are typically engaged informally by their employers and are subjected to long working hours, sexual harassment, and violence. Many who sell beverages are forced into excessive alcohol consumption as part of their work. Many are also expected by their employers and clients to provide sexual services. To address unsafe and unhealthy working conditions for these workers, an innovative occupational safety and health regulation was adopted in 2014. This first-of-its-kind occupational safety and health regulation was developed jointly by the Cambodian Ministry of Labour and Vocational Training and employers' and workers' organizations in the entertainment sector. The implementation of this regulation can also be a viable contribution of occupational safety and health to HIV interventions for these workers."

"Une femme de moins de 35 ans, diplômée et exerçant un métier caractérisé comme masculin : tel pourrait être le portrait type de la victime de comportements sexistes au travail. D'où l'intérêt préventif de développer la mixité professionnelle.Les comportements sexistes au travail sont étudiés, dans les grandes enquêtes, comme une forme des "comportements hostiles". La dimension sexiste apparaît quand la personne interrogée attribue ceux-ci - entre autres - "au fait d'être un homme ou une femme". Reste à définir les "comportements hostiles". Le problème est suffisamment grave et intime pour qu'on soit attentif à bien le cerner, dès lors qu'on veut compter les personnes concernées."

"On 26 April 2007, the European social partners BUSINESSEUROPE, UEAPME, CEEP and ETUC signed an autonomous framework agreement on violence and harassment at work which requires that the member federations of signatory parties cooperate on the improvement of working conditions by establishing and promoting mechanisms to identify, prevent and manage problems of harassment and violence occurring at the workplace. This study and annexes provide an assessment of the implementation of the agreement at national level, while taking into account the procedures and practices specific to management and labour in each country, as well as information on the extent of the phenomenon across Europe."