�ݺ�ߣ

Editor's Notes

• #4: In total, when asked directly: 61% said they had been bullied or had witnessed bullying in their current workplace.
• #5: In total, when asked directly: 26% said they had been sexually harassed or had witnessed sexual harassment in their current workplace
• #6: The research discovered that businesses face an annual productivity loss of 14 percent due to presenteeism alone. People at work but not working to their full capacity. 722 employees estimated how much incidents of bullying and sexual harassment in their current workplace had slowed down their rate of work during the past month. The overall impact on businesses is much greater. Absenteeism Recruitment Training of new employees Reputation
• #7: The research was carried out over a period of 3 months between September and November 2018. There were 39 participating organizations, including 26 large businesses. For each large business, a team of two national consultants spent one day carrying out various research activities with employees in their workplace. Employees were selected at random. No employee participated in more than one research activity (except for the survey and business questions). We will explore the survey results in more detail shortly. But first, let us acknowledge two important points…
• #8: The rates of bullying and sexual harassment are significantly different between the 26 businesses. In some cases, in the same business, there are significant differences between different workplaces. This graph represents an important finding of the research: There is a significant difference in all businesses and overall between percentages of employees who identify they have been bullied or sexually harassed and employees who identify they have been subjected to a specific kind of behavior that would constitute bullying or sexual harassment. Why does this difference exist? Reluctance to identify as a victim? Not understanding of the terms “bullying” ad “sexual harassment”? Normalization of some disrespectful behaviors?
• #9: This outcome is consistent with research into experiences of bullying and sexual harassment, and other forms of gender based violence. People are more likely to identify with specific behaviors than with the general terms.
• #10: It has been identified in previous research that sometimes participants don’t understand terms we might otherwise be familiar with in other languages. To mitigate the risk of this happening, explain the use of: Multiple translators Pre-research workshops
• #11: Through this research, we can see that bullying and sexual harassment are normalized because: 23% believe that bullying is sometimes acceptable. 12% believe that sexual harassment is sometimes acceptable.  Combined result (any gender) The most common place to witness a behavior is in the main office space. These quotes from participants represent how bullying and sexual harassment are believed to be normal. These ways of normalizing the behaviors are not exclusive to Myanmar. However, they are all false. From this research: 31% of men said somebody in their workplace had teased them in a way that upset them. 35% of men have been told a sexual joke that has offended them. 57% have had comments made about their body or the way they dress. 8% of men said they had taken time off because they have been sexually harassed and 5% said they had left a previous job because they had been sexually harassed. Sexual harassment affects men. Not all men engage in sexual harassment. In this research, 24% of men admitted they may have engaged in sexual harassment without realising it. 45% believe that the clothes a person wears is a reason to bully or harass somebody. 40% believe the same about a person’s body. The research population are highly educated. 85% have a university degree. These people identify as having been subjected to bullying and sexual harassment, and as having perpetrated these behaviors. There are some gender differences. Women are more likely to be sexually harassed than men. Men are more likely to be bullied than women. There are some differences based on disability. In the survey sample, having a disability increased the rate of exposure to sexual harassment incidents significantly (22% compared to 14%). This is a 57% increase in risk compared to others. There was also a 20% increased risk of bullying (from 40% to 48%) Disabled persons said they are ridiculed for speaking in sign language, and excluded from training because it is assumed they don’t have the intelligence to learn new things. People with non-normative sexualities or genders said they are asked for details of their sex life and called names that seek to ridicule their body or clothes or the way they talk.  
• #12: Many of the recommendations from the research speak to these contributions. Businesses that do this work can see: improved productivity by employees improved retention of skilled employees a happier and healthier workforce a stronger positive business reputation
• #13: These are your employees who do not support the status quo. In fact, even among those who had either witnessed or experienced either bullying or sexual harassment, many are taking action. And in their actions, they indicate: They do not believe bullying and sexual harassment in the workplace are normal or should be tolerated. They do not wish to remain silent when faced with incidents. Some do ignore incidents, and ignoring incidents came out in the research as a response participants often took or would advise others to take. Seeing a manager give a shoulder massage to an employee is the most common type of sexual harassment that participants said they would generally ignore. But there is more than ignoring going on.
• #14: Social media is a space in which bullying and sexual harassment occur. 16% said they had witnessed an incident online 8% said they had experienced at incident online. Social media is a space that can be used to share information about risks. Social media is a space where people can discuss ideas and get ideas. But, social media is also a space where employees can and do discuss the behaviors they witness and experience in a workplace. And they include the name of the business in their discussion. This is not good for business. It is also not good for resolving the issues or tackling the underlying causes of the behaviors. Social media is the mechanism employees use to discuss their experiences and concerns when there is no formal, trustworthy and confidential grievance mechanism in the workplace.
• #15: Bullying and sexual harassment in workplaces happen everywhere. The research has given us some important and detailed information about the Myanmar context. Businesses can use this to create what their employees want, and indeed what the businesses that participated in this research clearly have an interest in creating: Respectful Workplaces.
• #16: There are things a business can do to create a workplace where skilled people will want to work and where they will work productively. Policies Procedures Training Management support (resourcing, leading behaviors and standing up) Communications Building relationships with external expertise Measuring Campaigns
• #17: 10 out of 26 participating businesses said they had formal policies in place to address sexual harassment and bullying. But only one HR manager was able to confirm this by providing a copy of their policy, despite numerous requests. Of the total survey respondents, 27 percent said they had received training on bullying or sexual harassment in their current workplace. But the HR managers of only three of the participating business said that specific training on bullying and sexual harassment was offered to employees.
• #18: And one campaign that requires some urgent attention is tackling body shaming. This includes, as examples from the research: Calling people fat or thin Suggesting people are doing something with their body to invite attention Shaming people because of what they wear Laughing at people because of how they represent their gender identity Making claims about the size of a man’s penis Making comments about the size of a woman’s breasts 66% of respondents said they have experienced somebody making comments about their body or the way they dress  Combined result (any gender)