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Practical Strategies for Social Change: Intervening to Prevent Sexual Violence

SACR-3500. Practical Strategies for Social Change: Intervening to Prevent Sexual Violence
This course introduces students to sexual violence as a social problem; why it matters, the forms it takes, and how it can be changed. The importance of personal and community responsibility for social change is emphasized. This course also provides students with the background knowledge that is needed to successfully teach sexual violence prevention workshops for their peers. Restricted to students who have attained a cumulative GPA of 66% or higher at the time of application. (Prerequisite: Semester 4 standing or above and permission of the instructor by online application at bystander initiative.ca) (Also offered as SOSC-3500, PSYC-3500, SWRK-3500, and WGST-3500.)

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Men have a vital role to play in ending men’s violence against women.
The feld of efforts to engage men and boys in violence prevention is
growing rapidly, across policy and programming, scholarship, and advocacy and activism. This is embodied in the growth of national and global
interventions and campaigns, initiatives by international agencies, and
scholarly assessments of their impact and signifcance. Across the globe,
a wide variety of violence prevention initiatives in schools and elsewhere
now address boys and young men, sporting codes have adopted measures to involve male players in building respectful cultures, and institutions such as the military are moving towards similar initiatives.
This book provides a comprehensive guide to engaging men and boys
in the prevention of violence against women and girls and other forms of
violence and abuse. It provides an informed and accessible framework for
understanding, supporting, and critically assessing men’s roles in violence
prevention.
There are three elements to the book’s background. First, violence
against women (including physical and sexual assaults and other behaviours which result in physical, sexual, or psychological harm or suffering to women) has been identifed as a widespread social problem.
Second, there is an increasing emphasis on the primary prevention of
violence against women in government and community efforts—on not
just responding to victims and perpetrators, but also in preventing this
violence from occurring in the frst place. Third, a signifcant trend in
violence prevention is the growing focus on engaging men and boys in
CHAPTER 1
Introduction
© The Author(s) 2019
M. Flood, Engaging Men and Boys in Violence Prevention, Global
Masculinities, https://doi.org/10.1057/978-1-137-44208-6_1
2 M. FLOOD
prevention. Around the world there are growing efforts to involve boys
and men in various capacities: as participants in education programs,
as targets of social marketing campaigns, as policy-makers and gatekeepers, and as activists and advocates. There is a groundswell of community-based prevention activity directed at men and boys. There is
signifcant policy support for male involvement in violence prevention,
evident in recent plans of action by national governments and affrmed
by international agencies. In short, violence prevention efforts aimed at
men and boys are on the public agenda, are being adopted and funded
increasingly widely, and have a powerful rationale.
The book Engaging Men and Boys in Violence Prevention provides a
critical assessment of efforts to engage men and boys in violence prevention. It offers a distinctive and timely discussion of an area of work and
scholarship which is receiving growing national and international attention. The book highlights innovative, creative, and compelling examples
of work engaging men and boys, both among particular groups (such as
sports players, faith leaders, corporate men, blue collar men, young men
in schools, and men in uniform) and in particular settings (such as workplaces and social movements).
This book provides robust, practical guidance regarding effective
strategies to reduce and prevent violence against women. The book is
oriented towards the production of practical guidance for educators,
advocates, and policy-makers: a conceptual framework for understanding and supporting men’s and boys’ roles in violence prevention, robust
assessment of particular interventions, and guidance regarding the effective use of key strategies. In short, the book identifes what works and
what does not.
Engaging Men and Boys in Violence Prevention has an international
focus. Some of the most well-developed or innovative efforts to involve
men and boys in violence prevention take place outside North America
and the UK, with notable efforts visible in Brazil, India, and elsewhere.
The book includes case studies from a wide variety of countries and
regions. It offers a framework for engaging men which is applicable in a
wide variety of settings, national and international. At the same time, the
book highlights the challenges of violence prevention with men and boys
in particular cultures and contexts.
The book avoids two extremes regarding men’s and boys’ involvement in violence prevention. On the one hand, there is a naïve optimism
that short-term, simple interventions will shift lifelong habits of behaviour and entrenched inequalities. On the other, there is a paralysing
1 INTRODUCTION 3
pessimism about the prospects of change among males. In its discussions of existing efforts, the book highlights both positive and negative
impacts: interventions and strategies which have made a positive difference, and those which have had neutral or negative impacts.
The book also explores controversies regarding efforts to engage
men and boys in violence prevention. Are they at the expense of efforts
focused on women and girls? Are they complicit with dominant constructions of masculinity? To what extent has ‘work with men’ come
to be seen as an end in itself rather than as a means to gender equality?
And so on. At the same time, the book is guided by a determination to
make a positive and signifcant contribution to the prevention of violence
against women.
Outline of the Book
The book is organised into three parts: Part I: The problem and its prevention; Part II: Strategies and settings; and Part III: Challenges.
Part I: The Problem and Its Prevention
Part I of the book introduces the problem it addresses, the arguments
for engaging men and boys in prevention, and the principles which
should guide this work.
Chapter 2 provides an overview of men’s violence against women,
noting its character, typical dynamics, impacts, and causes. It begins by
noting debates over how to defne violence and particular forms of violence. The chapter summarises what is known about the causes of men’s
violence against women, highlighting that this violence is grounded
above all in the meanings, practices, and relations associated with gender. The chapter highlights contemporary debates in scholarship and
advocacy over men’s violence against women. These include debates over
how to defne violence and particular forms of violence, and the chapter argues for an understanding of domestic violence for example which
moves beyond discrete physically aggressive acts to a broader conceptualisation which includes a range of strategies of coercive control enacted
by one person against another. The chapter highlights further trends
including growing recognition of diverse forms of interpersonal violence,
examination of the social and structural foundations of men’s violence
against women, debates over measurement and evaluation, and shifts in
violence against women itself.
4 M. FLOOD
Chapter 3 introduces the reader to the primary prevention of violence
against women. It explains how primary prevention differs from other
forms of prevention and intervention activity. It describes the public
health and ecological models of prevention which dominate the feld and
notes debates about their utility and insight.
Are existing interventions with men and boys effective? Chapter 3
then explores the effectiveness of efforts among men and boys to change
the attitudes and behaviours associated with violence against women.
Although there are important limitations to the existing evidence, this
does show that well-designed interventions can make change. The chapter then works through a spectrum of strategies of prevention, discussing
the evidence for the effectiveness of strategies at each level. Moving from
micro to macro, these levels are: (1) strengthening individual knowledge
and skills; (2) promoting community education; (3) educating providers;
(4) engaging, strengthening, and mobilising communities; (5) changing
organisational practices; and (6) infuencing policies and legislation. The
chapter provides examples of efforts at each level, drawn from around
the globe. The chapter concludes by noting the consensus in the feld
that violence prevention should be informed, comprehensive, engaging,
and relevant.
Chapter 4 argues that engaging men and boys is part of the solution
to men’s violence against women. It identifes a compelling, threefold
rationale for addressing men in ending violence against women. First
and most importantly, efforts to prevent violence against women must
address men because largely it is men who perpetrate this violence.
Second, constructions of masculinity—the social norms associated with
manhood, and the social organisation of men’s lives and relations—play
a crucial role in shaping violence against women. Third, and more hopefully, men and boys have a positive role to play in helping to stop violence against women, and they will beneft personally and relationally
from this.
There are also tensions and critiques regarding this rationale. This
chapter examines four questions:
• While there is widespread agreement that men’s anti-violence work
should be accountable, what does this mean in practice?
• Although there is a powerful rationale for engaging men, does this
mean that there is a universal imperative of male inclusion?
1 INTRODUCTION 5
• Does the claim often made in this feld that ‘most men do not use
violence’ excuse men from collective responsibility for violence
against women and neglect many men’s use of various strategies of
coercion and control against women?
• Does an appeal to the ways in which men will ‘beneft’ from progress towards non-violence and gender equality downplay what
men also have to lose if patriarchal privileges are challenged?
Part II: Strategies and Settings
The book then moves to the practicalities of making change among men.
Part II explores the strategies and settings which can be used to engage
men and boys in preventing and reducing violence against women. It
begins with the general challenge of making the project of preventing
and reducing violence against women relevant and meaningful for men,
before exploring particular strategies for change.
To involve men and boys in making change, we must frst know something about where they stand. If we are to reach men and boys—to spark
their initial interest, secure their participation, and inspire their ongoing
involvement—we must know about their existing attitudes towards violence against women, their existing involvements in gender relations, and
so on. Chapter 5 begins with where men and boys stand: the extent to
which men actually perpetrate violence against women, men’s attitudes
towards this violence, and men’s beliefs and practices when it comes to
speaking up or acting in opposition to this violence.
Why do many men show disinterest in, or active resistance to, involvement in efforts to end men’s violence against women? Chapter 5 then
explores what prevents men from supporting and contributing to violence prevention campaigns. Barriers range from men’s sexist and violence-supportive attitudes, to their overestimation of other men’s
comfort with violence, to lack of knowledge or skills in intervention or opportunities for participation. The chapter then explores, on
the other hand, what inspires men’s involvement. How is it that some
men become passionate advocates for ending violence against women?
There are common paths for men into anti-violence advocacy. For
many men, initial sensitisation to the issue of violence against women
comes from hearing from women about the violence they have suffered. These and other experiences raise men’s awareness of violence or
6 M. FLOOD
gender inequalities. However, a tangible opportunity to participate in
anti-violence work also is infuential, as is then making sense of this experience in ways which inspire further involvement.
How do we make the case to men that violence against women is an
issue of direct relevance to them? Chapter 5 explores proven ways to
inspire men that violence against women is a ‘men’s issue’. It shows how
to personalise the issue, appeal to values and principles, show that men
will beneft, build on strengths, and start small and build from there.
Making the case to men also involves popularising feminism, diminishing
fears of others’ reactions, building knowledge and skills in intervention,
and fostering communities of support.
Chapter 6 focuses on one of the most common forms of violence prevention strategy among men and boys, face-to-face education. Around
the world, interactive workshops and training sessions are used with men
and boys to build their gender-equitable understandings, teach skills in
non-violence and sexual consent, inspire collective advocacy, and so on.
This chapter identifes what makes for effective practice in education
for violence prevention: what to cover, how to teach, and whom should
teach. As it discusses in detail, some forms of face-to-face education simply do not work. They are too short to make change, they do not engage
participants in discussion and refection, or they are poorly taught.
Whether working face-to-face with men and boys or reaching them
through media and communications strategies, one must inspire men’s
and boys’ interest and engagement and work well to shift the attitudes and behaviours associated with violence against women and girls.
Chapter 7 focuses on communications and social marketing, a second
common strategy of violence prevention education. Like the previous
chapter, it describes both effective and ineffective campaigns and highlights the principles on which more successful efforts are based. For
example, more effective communications campaigns involve greater levels
of exposure to the prevention messaging, are based on understanding of
their audience, and use positive messages and infuential, relevant messengers. Chapter 7 then explores two communications approaches which
are increasingly prominent, social norms and bystander intervention.
A third set of strategies for violence prevention among men and boys
is focused on mobilising them as advocates and activists. Chapter 8
explores efforts in which men and boys themselves mobilise to prevent
and reduce violence against women. It examines the use of campaigns,
networks, and events by men and boys, including efforts undertaken
1 INTRODUCTION 7
in partnership with women and women’s groups, in what is a rich and
inspiring history of men’s anti-violence advocacy. The chapter goes on
to identify the elements of effective practice in community mobilisation
among men and boys.
Chapter 9, the last chapter in this section of the book on strategies
and settings, examines violence prevention efforts among men and boys
which take place in workplaces and other institutions. It works across
two overlapping forms of prevention activity: educating men at work
and/or as professionals, on the one hand, and changing organisations,
on the other. The former includes interventions with particular groups
of providers or professionals, often in male-dominated occupations such
as police, faith leader, sports coaches, and the military. The latter comprise efforts at whole-of-institution change, at a more macro-level than
mere face-to-face education. The chapter identifes the key elements of
whole-of-institution prevention, including a comprehensive approach,
senior leadership and participation, dedicated resources, education and
training, communication for culture change, victim assistance and support, reporting processes, and assessment and accountability


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Gender Identity and Sexual Orientation

 Assignment: Gender Identity and Sexual Orientation Research

Misconceptions and stereotypes abound with regard to gender and sexuality. This is due to many factors, including media portrayals of LGBTQ individuals, outdated understandings, and socialization within the family and culture. Social workers must strive to avoid these misconceptions and remain bias-free while also making the best possible client decisions. By surveying evidence-based research, you can remain current with best practices and ensure you are using the most up-to-date language and methods with the LGBTQ population.

For this Assignment, you search for and analyze a peer-reviewed research article on gender identity or sexual orientation, consider what you have learned, and apply your findings to practice.

To Prepare:

· Conduct a search in the Walden Library to identify at least one peer-reviewed research article that addresses gender identity or sexual orientation in young or middle adulthood.

· Select an article that you find especially relevant to you in your role as a social worker.

· Consider how you might apply the findings from both the research article and the Learning Resources to social work practice.  

By Day 7

Submit a 2- to 4-page paper that includes the following:

· A summary of your findings regarding gender identity or sexual orientation and its impact on life span development. This should include information from the Learning Resources and from the journal article(s) you selected during your research.

· An explanation of how you might apply your findings to social work practice.

Make sure to provide APA citations and a reference list

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Accusation of Sexual Harassment in Pro Sports

Read the case, Accusation of Sexual Harassment in Pro Sports and the following Wells Fargo case to answer this week’s questions under the Discussion Board.

Accusation of Sexual Harassment in Pro Sports:

The jury in a sexual harassment suit brought by a former high-ranking New York Knicks basketball team executive awarded her more than $11 million in punitive damages.  Officials of Madison Square Garden (which owns the Knicks) said they would appeal the verdict.  However, even if they were to win on appeal (which one University of Richmond Law School professor said was unlikely), the case still exposed the organization  and its managers to a great deal of unfavorable publicity.

 The federal suit pitted Anucha Browne Sanders, the Knicks’ senior vice president of marketing and business operations (and former Northwestern University basketball star), against the team’s owners, Madison Square Garden, and its president, Isiah Thomas.  The suit charged them with sex discrimination and retaliation.  Ms. Browne Sanders accused Mr. Thomas of verbally abusing and sexually harassing her over a 2-year period.  She said the Garden fired her about a month after she complained to top management about the harassment.  At the trail, the Garden cited numerous explanations for the dismissal, saying she had “failed to fulfill professional responsibilities.”  At a news conference, Browne Sanders said that Thomas “refused to stop his demeaning and repulsive behavior and the Garden refused to intercede.”  Mr. Thomas vigorously insisted he was innocent.  According to one report of the trial, her claims of harassment and verbal abuse had little corroboration from witnesses but neither did the Garden’s claims that her performance had been subpar.  After the jury decision came in, Browne Sander’s lawyers said, “This [decision] confirms what we’ve been saying all along, that [Browne Sanders] was sexually abused and fired for complaining about it.”  The Garden’s statement said, in part, “We look forward to presenting our arguments to an appeals court and believe they will agree that no sexual harassment took place.

Wells Fargo Case:

DES MOINES, Iowa (AP) — Wells Fargo Home Mortgage (WFC (Links to an external site.)) has fired a Des Moines worker over a 1963 incident at a Laundromat involving a fake dime in the wake of new employment guidelines. Richard Eggers, 68, was fired in July from his job as a customer service representative for putting a cardboard cutout of a dime in a washing machine nearly 50 years ago in Carlisle, the Des Moines Register reported (Links to an external site.) Monday. Warren County court records show Eggers was convicted of operating a coin-changing machine by false means. Eggers called it a “stupid stunt,” but questions his firing. Big banks have been firing low-level employees like Eggers since new federal banking employment guidelines were enacted in May 2011 and new mortgage employment guidelines took hold in February, the newspaper said. The tougher standards are meant to clear out executives and mid-level bank employees guilty of transactional crimes — such as identity theft and money laundering — but are being applied across the board because of possible fines for noncompliance. Banks have fired thousands of workers nationally, said Natasha Buchanan, an attorney in Santa Ana, Calif., who has helped some of the workers regain their eligibility to be employed. “Banks are afraid of the FDIC and the penalties they could face,” Buchanan said. The regulatory rules forbid the employment of anyone convicted of a crime involving dishonesty, breach of trust or money laundering. Before the guidelines were changed, banks widely interpreted the rules to exclude minor traffic offenses and misdemeanors. Wells Fargo confirmed Eggers’ termination. “The expectations that have been placed on us and all financial institutions have never been higher,” said Wells Fargo spokeswoman Angela Kaipust. The Federal Deposit Insurance Corp. provides a waiver process employees can follow to show they’re still fit to work at a bank despite a past criminal conviction, but it usually takes six months to a year to be approved. There is also a process for automatic waiver that works more quickly but is limited to people who were sentenced to less than year of jail time and never spent a day locked up. Eggers, who was jailed two days, doesn’t qualify. American Bankers Association spokeswoman Carol Kaplan said the public clamor for tighter regulation also is responsible for the stricter interpretation of the rules. The safest route is to fire the employee and let them pursue an FDIC waiver. “There’s no question that there was an appetite for tighter bank regulation as a result of the global financial crisis,” Kaplan said. There is no government or industry data on the number of bank firings due to criminal background checks. The FDIC is on pace to grant 74 waivers, up from 21 waivers approved in 2009. The agency was not able to provide any information on annual waiver application data. Des Moines attorney Leonard Bates is helping Eggers navigate the FDIC waiver application process. “These guidelines are really meant for executives and people who can perpetuate widespread fraud,” Bates said

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Accusation of Sexual Harassment in Pro Sports

Read the case, Accusation of Sexual Harassment in Pro Sports and the following Wells Fargo case to answer this week’s questions under the Discussion Board.

Accusation of Sexual Harassment in Pro Sports:

The jury in a sexual harassment suit brought by a former high-ranking New York Knicks basketball team executive awarded her more than $11 million in punitive damages.  Officials of Madison Square Garden (which owns the Knicks) said they would appeal the verdict.  However, even if they were to win on appeal (which one University of Richmond Law School professor said was unlikely), the case still exposed the organization  and its managers to a great deal of unfavorable publicity.

 The federal suit pitted Anucha Browne Sanders, the Knicks’ senior vice president of marketing and business operations (and former Northwestern University basketball star), against the team’s owners, Madison Square Garden, and its president, Isiah Thomas.  The suit charged them with sex discrimination and retaliation.  Ms. Browne Sanders accused Mr. Thomas of verbally abusing and sexually harassing her over a 2-year period.  She said the Garden fired her about a month after she complained to top management about the harassment.  At the trail, the Garden cited numerous explanations for the dismissal, saying she had “failed to fulfill professional responsibilities.”  At a news conference, Browne Sanders said that Thomas “refused to stop his demeaning and repulsive behavior and the Garden refused to intercede.”  Mr. Thomas vigorously insisted he was innocent.  According to one report of the trial, her claims of harassment and verbal abuse had little corroboration from witnesses but neither did the Garden’s claims that her performance had been subpar.  After the jury decision came in, Browne Sander’s lawyers said, “This [decision] confirms what we’ve been saying all along, that [Browne Sanders] was sexually abused and fired for complaining about it.”  The Garden’s statement said, in part, “We look forward to presenting our arguments to an appeals court and believe they will agree that no sexual harassment took place.

Wells Fargo Case:

DES MOINES, Iowa (AP) — Wells Fargo Home Mortgage (WFC (Links to an external site.)) has fired a Des Moines worker over a 1963 incident at a Laundromat involving a fake dime in the wake of new employment guidelines. Richard Eggers, 68, was fired in July from his job as a customer service representative for putting a cardboard cutout of a dime in a washing machine nearly 50 years ago in Carlisle, the Des Moines Register reported (Links to an external site.) Monday. Warren County court records show Eggers was convicted of operating a coin-changing machine by false means. Eggers called it a “stupid stunt,” but questions his firing. Big banks have been firing low-level employees like Eggers since new federal banking employment guidelines were enacted in May 2011 and new mortgage employment guidelines took hold in February, the newspaper said. The tougher standards are meant to clear out executives and mid-level bank employees guilty of transactional crimes — such as identity theft and money laundering — but are being applied across the board because of possible fines for noncompliance. Banks have fired thousands of workers nationally, said Natasha Buchanan, an attorney in Santa Ana, Calif., who has helped some of the workers regain their eligibility to be employed. “Banks are afraid of the FDIC and the penalties they could face,” Buchanan said. The regulatory rules forbid the employment of anyone convicted of a crime involving dishonesty, breach of trust or money laundering. Before the guidelines were changed, banks widely interpreted the rules to exclude minor traffic offenses and misdemeanors. Wells Fargo confirmed Eggers’ termination. “The expectations that have been placed on us and all financial institutions have never been higher,” said Wells Fargo spokeswoman Angela Kaipust. The Federal Deposit Insurance Corp. provides a waiver process employees can follow to show they’re still fit to work at a bank despite a past criminal conviction, but it usually takes six months to a year to be approved. There is also a process for automatic waiver that works more quickly but is limited to people who were sentenced to less than year of jail time and never spent a day locked up. Eggers, who was jailed two days, doesn’t qualify. American Bankers Association spokeswoman Carol Kaplan said the public clamor for tighter regulation also is responsible for the stricter interpretation of the rules. The safest route is to fire the employee and let them pursue an FDIC waiver. “There’s no question that there was an appetite for tighter bank regulation as a result of the global financial crisis,” Kaplan said. There is no government or industry data on the number of bank firings due to criminal background checks. The FDIC is on pace to grant 74 waivers, up from 21 waivers approved in 2009. The agency was not able to provide any information on annual waiver application data. Des Moines attorney Leonard Bates is helping Eggers navigate the FDIC waiver application process. “These guidelines are really meant for executives and people who can perpetuate widespread fraud,” Bates said

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Reducing Sexual Harassment in the Workplace.

Write 2 pages with APA style on Reducing Sexual Harassment in the Workplace.

There are two sets of strategies that a sexual harassment victim in the workplace can use to reduce or prevent further sexual harassment. If the victim chooses to use informal strategies, he/she considers telling the perceived harassing person politely but assertively that their behavior is offensive because sometimes a person may be unaware of their offensive behavior unless someone points it out, following an internal process within the firm to report the behavior and considering mediation. Formal strategies include making a formal complaint to legal bodies or making a human right complaint or civil action (Lawsociety.bc.ca, 2014). Informal strategies that involve direct response are the simplest and the most effective.

The decision to employ informal strategies in solving sexual harassment conflict involves seven steps: 1). The victim identifies the purpose of the decision -to stop sexual harassment, 2). Gathering information on sexual harassment incidences, 3). Identification of alternatives to solve the problem­-informal and informal strategies, 4). Evaluation of the two strategies based on their potential to solve the problem, 5). Choosing the best alternative, 6). Taking action, for example, confronting the harasser or seeking mediation, 7). Reviewing the results whether the decision chosen (informal strategies) solves the sexual harassment problem.\

Inductive and deductive reasoning influence the decision-making process. Inductive reasoning involves making observations and then drawing conclusions from the observations. For instance, a person who feels he/she is sexually harassed makes a keen observation on the behavior of the perceived harasser and then draws a conclusion on whether the behavior is tantamount to sexual harassment. Deductive reasoning entails figuring out the conclusion followed by a determination of the validity of the conclusion. For example, a person can make a conclusion that he/she is sexually harassed, seek evidence and determine whether the evidence is logical to support the conclusion (Loeweinsten & Lerner, 2003).

Emotion and culture affect the decision-making process. People from different cultural backgrounds have different norms, values and expectations regarding sexual behavior and what amounts to sexual harassment. These differences influence their decision on the strategy to use in solving the sexual harassment problem. For example, a male who is sexually harassed by a woman colleague may not find it easy to report the harassment to a legal body or the employer because in his cultural background, reporting such a form of harassment would be met with disbelief. A male victim from such a culture may find informal strategies, particularly talking to the female harasser as the easiest option. Expected emotions refer to predictions about the emotional consequences of decision results

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sexual harassment or sexual assault, What cultural identities might be relevant for this topic? How could you ask a question about culture if a client brought up this topic?

Choose one of the following four topics to explore in this discussion: bereavement, death, and dying; job loss; sexual harassment or sexual assault; marital discord or family conflict. What cultural identities might be relevant for this topic? How could you ask a question about culture if a client brought up this topic?

In the second paragraph, discuss empathy as a means of bridging a value difference or conflict as explored by Hook et al. (2017). Include your faith in this discussion. Do not use subheadings.

At least 300 words

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Sexual Assault and The Silent majority,: Why does the number of sexual assaults continues to increase in the Army

eBLC 009-20

What`s the Silent Majority? Did women’s silence on “private” issues like abortion and sexual assault tank the GOP? Is Sexual harassment a manifestation of power relations ? The relationship between the sexes in many countries around the world includes a considerable amount of violence against women? Data about the United States and give details and quote examples.

 “ Sexual Assault and The Silent majority,: Why does the number of sexual assaults continues to increase in the Army?”.

eBLC 009-20

Sexual assault is, per Merriam-Webster dictionary, the illegal sexual contact that usually involves force upon a person without consent. This essay aims to find why the number of reported sexual assault cases continues to increase in the army. In 2006, in collaboration with the Department of Defense, the US Army initiated a program to fight against sexual Assault and Harassment SHARP.

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Sexual Harassment tutorial, which is found in the lecture. After viewing the Sexual Harassment tutorial

Review the Sexual Harassment tutorial, which is found in the lecture. After viewing the Sexual Harassment tutorial, completing the reading, and reviewing the lecture notes in conjunction with the CO, answer the following questions about the tutorial scenario and facts.

Based upon the scenario, You will prepare a 5-8 slide PowerPoint presentation with voice over. Include the following in your presentation; 

  • Does the employee have a legally viable claim for quid pro quo sexual harassment and/or hostile environment sexual harassment? What is the likely outcome?
  • Analyze the legal factors for the potential claim(s) in the context of the employee pursuing legal action against the employer.
  • Let’s shift gears. Using the same scenario, assume that you are in the HR Department of your organization, and that you were just presented with the scenario as an example used to explore policies and procedures that will avoid sexual harassment liability. Your boss has asked you to make preliminary suggestions (which will be presented to the legal counsel) regarding sexual harassment protocol that will avoid potential liability. What would your top five suggestions be and why?

Your PowerPoint presentation should be narrated This is an individual assignment. 

APA standards are required to be followed for this presentation

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Hate Crime against Lesbian, Gay, Bi-Sexual, Transgender, Queer, (LGBT)

Topic: Hate Crime against Lesbian, Gay, Bi-Sexual, Transgender, Queer, (LGBT) 

Individuals 

Write 1–2 paragraphs about what you found most surprising, challenging, or interesting about the material you explored this week. What did you learn? How do you feel about the content?