Nowhere fast: The journey in and out of unsupported temporary accommodation

HIDDEN-HOMELESSNESS2

“Hidden Homelessness”

This report shines a light on the predicament facing single homeless adults, who often struggle to access mainstream housing options and so end up cycling in and out of low-quality band-aidtemporary accommodation, which has impacts on their health and creates future costs for local serviceshub2This is the second phase of a three-year project on the lives of homeless people living in what we describe as unsupported temporary accommodation. These tenants will typically have neither a permanent tenancy status nor any structured support plan to move them into settled accommodation. Homeless households with limited access to local authority support, living in private shortstay accommodation such as private hostels, guest houses, B&Bs and houses in multiple occupation (HMOs).

Government data reports that there were 5,910 households placed in B&B accommodation by local authorities in Q3 2015 (DCLG 2015c).

heartThere is, however, reason to believe that the number living in these circumstances is far higher. A report published in 1997 by Shelter estimated that there were 72,550 private tenants (self-referred or referred by another agency/authority) living in B&B accommodation, which is nearly 10 times the government’s count of local authority placements, which stood at 7,660 (Carter 1997).

thekeySimilarly, in 2008, New Philanthropy Capital published a report stating that approximately 260,000 people in England were living on the streets or in temporary accommodation, far above official estimates (Blake et al 2008).

Very little research has been done on the lives of these ‘hidden homeless’ and their paths into and out of these types of accommodation. The first stage of our research culminated in an IPPR report on life in unsupported temporary accommodation, Not home (Rose and Davies 2014). This report set out the context for the project, provided detail about the people who are participating in our research and about the complexities of the system, and set out why it is so vital to address the problems and impacts of unsupported temporary accommodation.

The Not home report highlighted a number of important findings:

• Unsupported temporary accommodation is housing a significant and unaccounted-for proportion of the national homeless population. Many tenants were found to be extremely vulnerable and living in conditions deemed unfit for anyone else.

These tenants are receiving only the weakest protection – or no protection at all – from the existing homelessness ‘safety net’. They are frequently offered no statutory temporary or other accommodation, and no further support from statutory homeless services. There is no plan to support these people during their move into unsupported temporary accommodation, during their stay, or when they come to move out.nurse3

• Monitoring of where these tenants end up living, with whom and for how long is often very limited. This important data is fragmented, with the few statistics that currently aid in identifying the scale of the problem dispersed across a range of government and non-governmental databases.

• Tenants’ health, wellbeing, relationships and finances are seen to significantly deteriorate during their stay in unsupported temporary accommodation, frequently because of dire living conditions, stresses related to unsecure tenure, and chaotic social environments.

Building on this first phase, research in our second year has sought to identify what can be done in practical terms to improve the situation for these households at the local level. In fork-it2this report, therefore, we provide an illustration of the typical experience of those who have participated in our research, and provide examples of how shifts to local authority policy, and local agency and service action, might help to increase the number and effectiveness of interventions into the lives of unsupported temporary accommodation residents

Continue reading this report »»»»»»

It is structured around a tenant’s typical journey – or cycle – through unsupported temporary accommodation.

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AN OPEN STATEMENT TO THE PRIME MINISTER OF CANADA “MR JUSTIN TRUDEAU”

“A Life Survey ~ A Recognition of Truth”

“The confirmation of the termination of my employment by my employer today, brings a mild since of grief, as I am over whelmed with the feeling of finally being free from persecution which takes presidency right now”

Mr Trudeau

canadianflagI was recently made aware that you were an Advocate, knowing that, I would like at this time to share my thoughts with you on “Workplace Bullying, Harassment,  Discrimination and Violence!

Also when you were running for the leader of the Liberal Party of Canada, I voted for you and had the up-most respect and confidence in your leadership abilities, on Feb 5, 2014 I wrote an article, “Canada” where I expressed and gave the reasons why I believed in your leadership abilities.

Well I guess it’s official, the corruption of the entity in question this time “easyhome” making this, give or take one or two because I lost track, the 40th job I have been dismissed from due to no fault of my own, well I guess it is my fault because I choose to be me, not what was suggested I be, for this I have paid a hefty price.

This is an example of the hatred that is now embedded in our society, that needs to be seriously recolonized and acknowledged, Canadaa destructive brand of evil that has been silently endorsed by society and our governments, it has been given the supreme authority to thrive, leading to it’s acceptance and approval and it’s continued existence of an ever growing form of hatred, prejudice and violence in our workplaces and schools.

canadian-flag-heartSince I filed my first Human Rights complaint in 1998, again in 2012 with the latest being March 4, 2016. Timeless appearances in front of a judge pleading my case for survival and all request for closure or remedies has been time and time again ignored or denied.

For those of us looking for some sort of closure or results to stop the torture, it’s now obvious were not going to get it, not in Canada that’s for sure, our concerns has been and it’s safe to assume, considering! will always be in vain unless things change.

Again this time, “ONLY” out of concerns for my health and safety at work, to bring the undeniable facts of workplace violence to society’s attention which I have experienced for more than 20 years, I made my employer aware of the situation, but rather then help or try to resolve the matter, or honour my request for transfer to another store, I was not asking for a monetary remedy, canada (1)I was asking for and still am, a transfer out of a poison and violent environment to a safe one, this was my only request and concern, “Safety” the reasons and my motive, but having to file another complain with a Human Rights Body to ask for the transfer from a poison and violent workplace only to protect myself, being continuously denied a transfer by the employer, this only confirms just how much hatred the employer actually has for me.

In closing, what I have learnt from a life time of experiences, awareness and acknowledgement of, not to have reliance on the justice system because it is non-existent, you are wasting your time and your life, speaking out has no result, I have time and time again over the course of the last 4 years asked, yes even you, our Prime Minister for assistance many times, whom at the time was not even a political leader, is this the result Canadian-flag-background-for-Canada-map (2)the lower class can expect?, I also begged the United Nations for assistance, time and time again but got no response to date, which in all honesty, only made life worst, and had no effect on for the end result at all.

We need to realize it now, there is no one who cares but most of all, there is no justice system you can rely on to assist or save you!

In seven days I will be 56 years old, I would be full of concern and fear knowing what I know now, if I were 20 years old today, probably the realization, a depressive one, a false since of relief, this I know, so I accept reality for what it is.

I leave you with this thought A Victim of Bullying-Revenge (Ottawa Massacre OC Transpo1999), is taking up arms the answer to put workplace flag-of-canadaviolence in check? as in what one Ottawa citizen had to do to resolve his issue of workplace bullying, violence and harassment in 1999 at OCTranspo?

I relocated to Gatineau on May 10, 2011, since then I have complied a list of 30 employers in the Ottawa region where through temporary work assignments from an employment agency in Ottawa, (Handyman Personnel) I experienced Bullying, Harassment, discrimination and workplace violence, I will be sharing that list!

We all have dreams, all different ones, my only dream has been for a peaceful and enjoyable life, to live free from persecution, free of a poisoned community!

To be put in a position of destruction, why not use my knowledge for your benefit?

Thank you

Melvin Kinden
42 rue Corbeil
Gatineau, QC
L8Y 5W7

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A Victim of Bullying-Revenge (Ottawa Massacre OC Transpo1999)

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Scotland is training a small army of LGBT-friendly police

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“I can do things you cannot, you can do things I cannot; together we can do great things.” ~ Mother Teresa

CRIMES against lesbian, gay, bisexual, transgender and intersex people are under-reported and police hope the move makes it easier for them to come forward.

Mac-mac-apple-busy-smiley-emoticon-000712-facebookABOUT 60 police officers are being given special training to help crack down on hate crime against members of the LGBTI community .

The Equality Network charity has teamed up with Police Scotland to deliver a training programme for officers around the country.

policeIt is hoped they will go on to form a new network of liaison officers who can be contacted by lesbian, gay, bisexual, transgender and intersex (LGBTI) people who believe they have been a victim of a crime.

Experts hope the programme will increase public confidence in the police and encourage people to speak up about a form of crime which has typically been under-reported.

Scott Cuthbertson, of the Equality Network, said: “We know too many LGBTI people are the victims of hate crime , but we also know that many, for whatever reason, still do not report hate crimes. We want to change that.

587245,1310684605,1“That’s why we are pleased to be working so closely with Police Scotland, the Crown Office and Procurator Fiscal Service and other criminal justice agencies to provide training on LGBTI issues and to work together to remove the barriers to reporting a hate crime.”

The officers will also be expected to advise their colleagues across the force on LGBTI issues.

Meanwhile, the Equality Network will also provide training for staff at the Crown Office and Procurator Fiscal Service , and LGBT Youth Scotland will roll out an anti-bullying programme in schools.

The number of charges for sexual orientation aggravated crime has risen since hate crime legislation came into effect in Scotland in March 2010, to stand at 841 in 2014-15, the Equality Network said.

Police officers will be trained and will pass their knowledge on to other staff

While reporting of transphobic hate crime remains low at 21 charges that year, there is said to be evidence of significant under-reporting.

A recent report by the charity found almost half of LGBT respondents had experienced or witnessed an incident of prejudice or discrimination in the past month, rising to 79% within the past year and 97% within their lifetimes.

Superintendent Jim Baird said tackling hate crime is a priority for Police Scotland.

MCj04298110000[1]He said: “If anyone feels they have been the victim of, or witness to, a crime which is motivated by malice or ill will because of sexual orientation or gender identity they should report it to us directly, online or through a third party reporting site.”

Fergus McMillan, chief executive of LGBT Youth Scotland, added: “We are currently working with a range of partners, including Equality Network, to increase the reporting of homophobic, biphobic and transphobic hate crimes and incidents and improve the support available to those targeted.”

The initiatives are part of the national LGBT hate crime partnership, which brings together 35 organisations from across the UK.

Article posted ~ 14 Mar 2016 ~ b Hilary Duncanson for The Daily Record

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🇨🇦 Anti-Bullying Speech Moves Foothills Composite Students

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“The whole secret of a successful life is to find out what is one’s destiny to do, and then do it.”  ~ Henry Ford

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Tad Milmine and FHS counselor Kilbreath with Grade 10 students

Grade 10 students at Foothills Composite High School were boy-hatbrought to tears Tuesday after an emotional speech from the campaign Bullying Ends Here“.

The presentation focused on a teenager named Jamie Hubley that sadly, ended his life five years ago due to bullying, as well as founder Tad Milmine’s story of his life.

Milmine says his goal is to get students to reflect on their actions, and how they affect people.

“My goal is that everyone as an individual is going to look in the mirror

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and recognize that they have room for improvement and then challenge themselves that tomorrow they’re going to be better,” he says.

“As long as we keep waiting for other people to change, well that change isn’t going to happen as it starts with ourselves.”

Many of the students approached Milmine after his presentation to thank him for his powerful words, as well as share their stories.

“Just from standing here after this presentation in particular I helped more than one person,” he says. “Or at least I inspired and gave them a different perspective, or I gave them some positive outlook. I let them know and proved to them that no matter how dark your times may be today, you can still get through it and make all your dreams come true.”

at-school-smiley-emoticonStudents can also email Milmine after his presentation if they feel they need help, or for some encouraging words.

“For me that’s a test. They’re checking to see ‘Do I really respond? Am I really going to be there?’ And I am. So the emails just keep on coming. If I’m by them just one more day, you never know it could be the day that the light is there at the end of the tunnel for them.”

Click here for more information on Bullying Ends Here.

Questions, comments, or story ideas? Email us at news@okotoksonline.com

Article by Laura Bates ~ Published Wednesday, 09 March 2016

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In Memory of Jamie Hubley

Remembering Jamie Hubley

Theatre production explores impacts of teen bullying 

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Queen’s professor receives Order of Ontario for work on bullying prevention

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“The vision and the dream is a bully free Canada and we are on our way.” ~ Wendy Craig

News – When Wendy Craig received a phone call telling her she had been appointed to the Order of Ontario, she couldn’t believe it.

smile“I was totally surprised. I got a call on a Saturday afternoon and I was in shock,” said Craig, a professor and head of the psychology department at Queen’s University. “It was a good surprise, but still a surprise.”

wendy1For the past 25 years, Craig has been working on bullying prevention. Most notably, she is co-founder and co-scientific director of PREVNet (Promoting Relationships and Eliminating Violence Network) and has consulted on bullying prevention initiatives with some of the world’s most prestigious international organizations, but she didn’t always know that working on bullying was what she wanted to do.

queen-smiley-face-869049“My work started through a chance activity while trying to decide what to do my PhD dissertation on,” she explained.  “I was working on a project where we had put remote microphones on children on a playground and one of the things that struck me was how aggressive their interactions were. I started to see that it was repeated individuals being aggressive on the playground and that spurred my interest.”

That interest eventually turned into PREVnet, a network that has brought together over 100 researchers and 65 national organizations to look at bullying and how to prevent it.

Mac-mac-apple-busy-smiley-emoticon-000712-facebook“We learned quickly that what was lacking was the prevention element,” she said. “One of the things that our partners told us was that they have a lot of policies about how to address bullying when it happens, but they actually, in their training, don’t talk about how to promote healthy relationships, which is the number one way to prevent bullying.”

Through her work on bullying prevention, Craig helped develop a training module that has now been taught to over 300,000 people across the country and internationally through partners like Big Brothers, Big Sisters and the Red Cross.

Her work has also gained Craig quite a bit of recognition, including her recent appointment to the Order of Ontario, something she finds both humbling and encouraging.

“It was incredibly humbling to listen to the other recipients and learn about the work they have done, and to be among them,” she said. “But for me it was really a call to action to keep going and really accelerate the work. I felt like getting the acknowledgement was validating the work and recognizing the importance and significance of the work and challenging me to do more.”

6042493058023424The Order of Ontario is the province’s highest official honour and it recognizes individuals who have demonstrated a high level of individual excellence and achievement in any field benefiting the people of Ontario or anywhere in the world. Craig’s work definitely fits these criteria, but she points out that she couldn’t have done it alone.

“It is extremely flattering, but I am constantly reminded that it takes a network,” she said. “The impact we have is because of all the graduate students and organizations we work with. It just makes you realize that it really does take a village to take on a project like this.”

So what’s next for Craig and her ‘network’?

“We are trying to structurally engage government, engage corporations and then take some of the most successful projects we have been working on and scaling them up and out across the country,” she said. “The vision and the dream is a bully free Canada and we are on our way.”


Article for Kingston Heritage By Mandy Marciniak ~ Feb 3, 2016

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THERE’S NO QUICK FIX TO WORKPLACE BULLYING – THAT’S WHY WE NEED COURAGE

ethics

“The standard you walk by is the standard you accept.” ~ Australian of the Year David Morrison

Studies on workplace bullying suggest as many as 96% of people have been victims, and it leaves a permanent impression. Petrina Coventry outlines some things we can do about it.

Despite increasing measures to combat workplace harassment, bullies remain entrenched in organisations. Changes to law and regulation aimed to stamp out the practice altogether, but instead they have transformed bullying into an underground, subversive set of behaviours. Now hidden, these behaviours often remain unaddressed.

drawing-the-love-sign-smiley-emoticonIn others cases anti-bullying policies can actually work to support perpetrators. Where regulations specify what bullying is some people will cleverly use those rules as a guide to work around. Although these people are no longer bullying in the narrow sense outlined by policies or regulations, their acts of shunning, scapegoating and ostracism have the same effect. Rules that explicitly define bullying create exemptions, or even permissions, for behaviours that do not meet the formal standard.

Anti-bullying rules can help bullies to manipulate without being punished.

749e22b0b3ee4102fdaaaef442a2f74fThese insidious behaviours can remain undetected for long periods of time because they are more difficult to notice or prove. As Kipling Williams and Steve Nida argued in a 2011 research paper, “being excluded or ostracized is an invisible form of bullying that doesn’t leave bruises, and therefore we often underestimate its impact”.

“Ostracism” Consequences and Coping

thumbsOstracism means being ignored and excluded by one or more others. Despite the absence of verbal derogation and physical assault, ostracism is painful: It threatens psychological needs (belonging, self-esteem, control, and meaningful existence); and it unleashes a variety of physiological, affective, cognitive, and behavioral responses. Here we review the empirical literature on ostracism within the framework of the temporal need-threat model. 

the-silent=killers

smileys-cz-7The bruises, cuts and blows are less evident but the internal bleeding is real. This new, psychological violence can have severe, long term effects. According to Williams, “Ostracism or exclusion may not leave external scars, but it can cause pain that often is deeper and lasts longer than a physical injury”. 

This is a costly issue for both individuals and organisations. No one wins. Individuals can suffer symptoms akin to Post-Traumatic Stress Disorder. Organisations in which harassment occurs must endure lost time, absences, workers compensation claims, employee turnover, lack of productivity and the risk of costly and lengthy law suits as well as a poor reputation.

So why does it continue?

continueFirstbullies tend to be very good at office politics, working upwards and attack those they consider rivals through innuendo and social networks. Bullies are often socially savvy, even charming. Because of this, they are able to strategically abuse co-workers whilst receiving positive work evaluations from managers.

Secondly: policies aren’t the panacea they are sometimes painted as. If they exist at all they are often ignored or ineffective. Areport by corporate training company VitalSmarts showed only 7% of workers know someone who used an anti-bullying policy in their defence – for the majority, it didn’t work. Plus, we now know some bullies use policy to craft new and seemingly licit means of enacting their power.

Thirdly: cases often go unreported, undetected and unchallenged. This inaction rewards perpetrators and empowers them to continue behaving in the same way. This is confusing for the victim, who is stressed, unsure and can feel isolated in the workplace, undermining the confidence necessary to report the issue. Because of this, many opt for less confrontational path – hoping it will go away in time. It usually doesn’t.

We always need to be mindful of the possibility one of our colleagues is being subject to unacknowledged bullying.

zipWhat can you do if colleagues are being shunned and ostracised by peers or managers? The first step is not to participate. However, most people are already likely to be aware of this. More relevant for most people is the need not to become complicit by remaining silent. It’s not enough to abstain from being a bully ~ the onus is on you to take positive steps against harassment where you witness it.

Watch Australia’s Chief of the Army, Lieutenant General David Morrison’s message about unacceptable behaviour, this attitude is the ONLY attitude that should be acceptable for any ethical leader in a professional role, or as General Morrison’s states, “GET OUT” and go do something else with your life!

good-luck-2By doing nothing you allow psychological attacks to continue. In this way, silent witnesses bear partial responsibility for the consequences of bullying. Moreover, unless the toxic culture that facilitates bullying is undone, logic says you could be the next victim.

However, merely standing up to harassment isn’t likely to be a cure~all solution. Tackling workplace bullying is a shared responsibility. It takes regulators, managers and individuals in co-operation with law, policy and healthy organisational culture.

It’s not enough to abstain from being a bully – the onus is on you to take positive steps against harassment where you witness it.

your-wealthOrganisational leaders in particular need to express public and ongoing support for clearly-worded policies. In doing so, policies begin to shape and inform the culture of an organisation rather than serving only as stand~alone documents. It is critical managers understand bullying’s implications for culture, employee wellbeing and their own personal liability.

When regulation fails ~ the dilemma most frequently seen today ~ we need to depend on individual moral character. Herein lays the ethical challenge. “Character” is an underappreciated ethical trait in many executive education programs, but the moral virtues that form a person’s character are the foundation of ethical leadership.

What can we do about it? Challenging workplace bulling takes vigilance, awareness and courage.

A return to character might diminish the need for articles like this. In the meantime, workplace bullying provides us all the opportunity to practice courage.

the-silent=killers

Article by Professor Petrina Coventry ~ Feb 7, 2016 ~ As Industry Professor and Director of Development at the University of Adelaide, specialising in the area of organisational and business ethics. She is also a Vincent Fairfax Fellow.

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Cruelty in the face of Kind

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Kindness is the Language which the deaf can hear and the blind can see. ~ Mark Twain

FOR IMMEDIATE RELEASE

trustOttawa, ON: Thanks to the efforts of dedicated volunteers, Kind remained open this past holiday season, to offer compassion and companionship for members of Ottawa’s queer community who may face isolation in other areas of their lives. Public support was high for the first year of this holiday drop-in, and Kind intends to carry on this new tradition in years to come.

peace-gayThese extended hours were unfortunately not without cost. At an unknown time during the holidays, Kind’s cash deposit box was taken, along with over $700 contained within. As the case would be too open ended, due to the amount of people who access the centre, the Ottawa Police Service has refused to file a report for this theft. Kind instead would like to appeal to those responsible to return what was stolen. The deposit box, along with the missing funds, can be returned to Kind at 331 Cooper St. with no questions asked.

Any information concerning the whereabouts of the deposit box can be delivered anonymously to Kind staff at (613) 563-4818. Please bear in mind that we are not interested in accusations or hearsay. 

sunny_smilesThe communities that Kind serves and represents are disproportionately affected by poverty, and Kind acknowledges that these situations can happen as a matter of necessity. As such, we urge the public not to pass judgement on the person or persons responsible, but instead consider how important it is to support ongoing services and spaces for LGBTTQIA communities.

gayheartKind is Canada’s oldest registered charity run by and for the LGBTTQIA community, but that history does not come with an overabundance of funds. While Kind recognizes that the money taken may be of great importance to those who took it, it also helps keep our lights on and our doors open. If concerned members of the public don’t have information leading to the return of these funds, we urge them to otherwise become monthly donors, so that Kind may confidently continue to serve and support Ottawa’s LGBTTQIA population.


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Apple CEO Tim Cook: I get messages from gay teens considering suicide

TIM-COOK

“And so if I could touch just one of those Kids, it’s worth it. And I couldn’t look myself in the mirror without doing it.”

smileys-show-happy-positive-faces_fknqgQvO-298x300pu687tnApple CEO Tim Cook has opened up about his coming out journey, revealing why he chose not to address his sexuality until last year.

Mr Cook, who succeeded Steve Jobs as the head of the Cupertino firmspoke about his sexuality for the first time last year, having previously insisted on maintaining his own privacy.

He has shown his support for LGBT rights on a number of occasions since, however, even marching at Pride events.

press-press-female-lady-smiley-emoticon-000235-largeSpeaking to CBS 60 Minutes this week, the CEO explained why he has described his sexuality as a “gift”.

He said: “When you’re in a minority group it gives you a sense of empathy, of what it’s like to be in the minority.

You begin to look at things from different point of views, and I think it was a gift for me.”

Of why he didn’t come out sooner Cook added: “Honestly, I value my privacy. I’m a very private person.
smiley-face_bullhorn_jpg_w300h210“But it became increasingly clear to me that if I said something that it could help other people.
“And I’m glad, because I think that some kid somewhere, some kid in Alabama, I think if they just for a moment stop Elvis-smileand say ‘if it didn’t limit him, it may not limit me.’
“Or, this kid that’s getting bullied. Or worse, I’ve gotten notes from people contemplating suicide.

Cook is the only openly gay CEO across the top 500 US companies.

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Justice, The Peoples & Poverty!

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I have the will and desire to speak up about the injustice in Canada, and why poverty thrives.


First lets talk about the Justice system and why it don’t work. Legislation is written in a format that is only understood by legal professionals, and those that create it, why? so that you and I, the common man will not be able to represent ourselves in a court of law, imagine if we all could understand legislation and could represent ourselves in a court of law. Maybe then there would be no need for lawyers and the courts would either be over flowing with claims, or better yet we as a people’s would judge ourselves more appropriately. So it’s safe to say the system is only designed for access by the rich resulting in the common man being left behind or with a financial burden, left in ruins, which though out my life I have been a victim of and I have also witnessed it many times.

This is where change is required, yes we have legal Aid, a service provided by the Government, which also don’t work, let me elaborate. Over the course of the last 15 years I have been in front of a judge and or adjudicator many times representing myself because:

I did not have the funds to pay for legal council, as they were requesting $1000 retainer fee and

I applied for legal Aid and it was denied also for 2 reasons:

  • In Ontario I was told by a staff lawyer at The Human Rights legal department I did not have a case, a case which I did go on to get an out of court settlement representing myself.
  • I was told by a staff lawyer at The Quebec legal Aid office I wasn’t a citizen.

So we have talked about the justice system and the impact it has on society as a whole resulting in broken families, broken individuals and broken homes, if you look at the ripple effect, directly causing homelessness and bringing us to how the legal system directly & indirectly affects the system not only in Canada but possibly the majority of all states has on the Global Goals.

The Global Goals Directly affected by the Justice system in the short term are as follows:

In closing I would like to add that in the long term the current Justice system affects the success of all the Global Goals, until we take a look at this current system and make the necessary adjustments, the Global Goals I truly believe will be impossible to implement as long as the Justice system is putting the less fortunate on the streets.

Footnote: links are Blue in colour.

Article by Terry Kinden Posted Nov 18, 2015


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Unethical public sector behaviour: there’s an app for that!

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A smartphone app designed to be used to confront bad behaviour and dodgy ethics in the workplace 5bffa15e76893ea4c1a195f63963e6fc6dcdfc193992012will be released later this year.

61e707c68ea519c6d51237b14d9cf7efGovernment News spoke to Howard Whitton from Brisbane company Ethicos, which is behind the app, about how it can be used to ensure public servants are more ethical, knowledgeable and better behaved.

One of the big selling points of the Ethicos app is an issue-specific Fairness Toolkit of short animations based on real-life scenarios and covering areas such as workplace bullying, sexual harassment, conflict of interest, fraud, identity theft, misconduct and abuse of office.

Mr Whitton and his Ethicos Group colleagues, most of whom have been specialising in ethics and integrity in Australia’s State and federal public services for over two decades, says each of the scenarios is designed to present “a short slice of life in a realistic way.”

“We aim to keep people out of trouble and institutions out of court,” Mr Whitton says. “We talk about “show and ask”. Our scenarios test whether an individual is able to identify ethical problems correctly, so that organisations and employees can assess their risks and strengths and target ethics training to individuals.”

Animations get to the heart of the issue, without employees wading through 400 pages of the Code of Conduct or conflict of interest guidelines, he says.

For example, one scenario deals with workplace bullying, gender discrimination and exclusion.

Carmel’s colleague Clinton is constantly putting down, trashing her ideas, excluding her from meetings and patronisingly calling her ‘dear old thing’.

images (2)When Carmel informs her boss about Clinton’s behaviour he brushes her aside, telling her to “settle down.”

The boss says: “It’s probably your hormones. You’re just depressed. There’s no time for this now, Carmel, ok?”

The most commonly requested videos by corporations are about workplace bullying, sexual harassment, conflict of interest and misconduct. There are also requests for information on conducting workplace investigations and whistleblowing.

Mr Whitton says local councils could also benefit from the app, particularly where council officers are being told by mayors or councillors to do something that makes them feel uncomfortable.

smiling-emoticon-giving-thumbs-up“Often the mayor or councillor doesn’t understand what they’re asking and it’s really difficult for local government officers to say “no, you can’t do that,” Mr Whitton says. “They’re increasingly concerned about being pulled up by ICAC.”

Tertiary education providers have shown a keen interest in the app too, particularly as more problems come to light around fudging research results, grant fraud, the sexual harassment of female academics, workplace bullying and plagiarism.

Universities have told us that workplace bullying is a problem. Some have also said, “we have a problem getting academics to understand conflict of interest, especially in research.”

Some videos are specially tailored to particular organisations. For example, Emergency Services want videos to depict familiar characters in specific uniforms and using realistic language and situations.

The app can also be downloaded by individuals facing difficult situations at work and can give advice on how to deal with a situation and who to talk to.

But about three-quarters of people who watched the videos failed to recognise all the ethics breaches that they are watching.

eating-popcorn-smiley-emoticonAsked why he thought the number was so high, Mr Whitton replies: “because these days they’re not trained. People only see what they have been trained to see in a relevant context.”

“In the last ten years ethics training has been pretty much non-existent.,” he says. “There was a flurry in the nineties to do Code of Conduct training which we were part of but we know that there’s a huge gap between people knowing what’s in the code of conduct training and actually recognising a problematic situation when it happens in front of them.

“If you expect people in any walk of life to play by the rules then they have to be told what the rules are, and broadly speaking, we don’t do that anymore. We talk about ‘Values’ instead.”

He said the Victorian state public service generally did a better job on ethics training than anybody else in the country.

The app costs around $10 per person per year for a medium-sized company or government agency.


Article by Marie Sansom on November 9, 2015


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Love My Haters Prayer

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I love my haters, I send kisses of mercy to all my haters. I bless those who’ve have to curse meI forgive those who’ve wronged me. I ask for forgiveness to those whom I may have wrongedTo those who’ve rejected my gifts I declare the abundance of gifts to you.


To My Enemies who are really My Friends but don’t know it Yet.

I am going to be so outrageously and contagiously blessed that we are going to be blessed as well! Thank you!
I release the revelation of God’s securing love upon those who are jealous of or intimidated by me. I speak long life to my enemies that they live long enough to see me fulfill my God-ordained destiny.
To all those who’ve put time in to destructively criticize me and ruin my reputation, I say thank you thank you and thank you again for the free advertisement.
To those who thought I was perfect, well, sorry to disappoint you, but you’re not either. I pledge to not hold you to a standard that I can’t live myself.
For all the hard labor, covert press releases, and tireless hours of deformation of character; I say God’s blessings of purity, prosperity, and longevity be yours.
To those who are loquacious and pretentious towards me, you get the credit for driving me to the Lord.
I will exceed the opinions and expectations of others including my own, because my expectations now, are of Him, not them. I choose to walk in love with the unloving. I choose to surpass the past. I am determined to not allow the devil, myself, or anyone else, to hold me hostage to my past.

For all those who’ve prophe-lied concerning me. May God bless you to get it right the next time; because what you meant for my evil, God designed for my good! I release this with the love God gave to me in Yeshua’s name and Yeshua’s authority! Amen….and the winner is LOVE! Apostle Love My Haters

Courtesy of Pure Glory originally posted Oct 06, 2013

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Rehtaeh Parson’s dad speaks to UN on online bullying

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Glen Canning says he’s relieved his daughter’s name can finally be used in relation to a high profile child porn case.

parHALIFAX – The father of Rehtaeh Parsons says he delivered a statement to the United Nations on Monday, telling the commission on the status of women how his daughter’s death after a suicide attempt in 2013 was directly related to cyberbullying.

Glen Canning confirmed in an email that he delivered the statement during a panel discussion entitled Violence in the Digital Age.

Parsons’ family says the girl was 15 years old when she was sexually assaulted in November 2011 and bullied for months after a digital photo of the alleged assault was passed around her school in Cole Harbour, N.S.

A_smiley_face_holding_a_red_heart_balloon_110111-231796-134009In his prepared statement, which appears on his website, Canning says he and the girl’s mother have been advocating for victims of sexual assault and cybercrime, roles that have led to the realization that their daughter’s case is far from unique.

The statement says that for many women and teenagers suffering from online abuse, reporting such incidents can be heartbreaking and the results are often futile.

As well, the statement suggests that governments have been slow to take action, and victims are being treated as if they are part of the crime.


Article By Staff of The Canadian Press – Courtesy of Global News


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Fifteen years after Matthew Shepard’s murder, Wyoming remains anti-gay

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Why is it that, as a culture, we are more comfortable seeing two men holding guns than holding hands? ~Ernest Gaines~

 A basket of flowers hangs from the fence where Matthew Shepard was left to die. Photo: Steve Liss/Time & Life Pictures/Getty
A basket of flowers hangs from the fence where Matthew Shepard was left to die. Photo: Steve Liss/Time & Life Pictures/Getty

“Matt Shepard is a friend of mine” official Trailer


90U45897When Matthew Shepard died in a Colorado hospital 15 years ago this week, the shockwaves could be felt across America. Kidnapped by two men who had befriended him, tied up to a fence in a remote rural spot, pistol-whipped and tortured, Shepard died of his head injuries on 12 October, 1998.

The outrage that erupted from Shepard’s murder not only put his abductors – Aaron McKinney and Russell Henderson – behind bars for life, but it also provoked a nationwide debate about hate crimes against gay people. Evidence presented at trial suggested that the attack had been motivated by violent antagonism towards Shepard, 21, as an openly gay man.

In the aftermath of the brutal killing, several states adopted new hate crimes laws that offered additional protection on grounds of sexual orientation and in some cases gender identity. In 2009, after a long campaign led by Shepard’s mother Judy, a federal version, known as the Matthew Shepard Act, was signed into law by President Obama.

But amid the far-reaching impact of Shepard’s death, one state has stood out as being singularly resistant to change – paradoxically, Shepard’s own home state of Wyoming, where he grew up and where he died. The state is one of only four that has refused to adopt hate crimes protections for the LGBT community – the others being Georgia, Indiana and South Carolina.

A Guardian interactive graphic of gay rights across the US underlines the point – it shows that Wyoming has no hate crimes laws, no same-sex marriage and no anti-discrimination legislation.

 Judy Shepard, mother of 21-year-old murder victim Matthew Shepard, poses for a portrait in the Brooklyn borough of New York February 17, 2013. Photograph: Carlo Allegri/Reuters
Judy Shepard, mother of 21-year-old murder victim Matthew Shepard, poses for a portrait in the Brooklyn borough of New York February 17, 2013. Photograph: Carlo Allegri/Reuters

“Wyoming legislators had the perfect opportunity with Matthew’s death to deal with hate crimes, but they backed away,” Judy Shepard told the Guardian, speaking from Casper, Wyoming where she still lives. She has taken a strategic decision not to involve herself in Wyoming politics, on the assumption that it might be counter-productive.

But she still has very firm views about the state’s lack of legislative action over hate crimes. “If they had acted people would no longer think of Wyoming as a place of hate – they’d think of it as the state with Yellowstone and Jackson Hole, and not as the place where the gay kid was killed.”

The Human Rights Campaign, the country’s largest group working for LGBT equality, has monitored Wyoming’s trajectory over the past 15 years. They have found the jolt that Shepard’s murder caused did not have the same practical effect as in so many other states.

Untitled-1“Unfortunately, Wyoming has taken the view that all crimes are crimes, and that’s good enough. The problem with that view is that it does not recognise that hate crimes have a unique impact on an entire community in a way that other sorts of crimes do not,” said Sarah Warbelow, HRC’s state legislative director.

A few months after the murder, Wyoming was prompted to introduce a hate crimes bill to the floor of its House of Representatives. The measure failed in a tied vote of 30-30.

Jason Marsden, director of the Matthew Shepard Foundation, which was set up by the victim’s parents, Judy and Dennis, was present at that vote in 1999 and recalls that “it was heartbreaking”. He says that the legislature has never again come close to making a serious bid to introduce protections against hate crimes for the LGBT community.

“My understanding is that the legislature are satisfied that they made the right decision on this, and they won’t be revisiting it any time soon,” he said.

But Marsden, who was a friend of Matthew Shepard’s for a year before he died, said that such a negative note should not be the end of the story. Change has come over the past 15 years even to Wyoming, a state with a population of barely half a million, a universally Republican-dominated politics and a pride in its prevailing libertarian anti-government attitudes.

Though it remains a state without pro-gay rights laws, more and more people are living as openly gay. Census figures reported by the Casper Star Tribune show that the number of same-sex couples in the state have almost doubled from 378 in 2000 to 657 in 2010.

Recent bills to outlaw LGBT discrimination in the workplace and to legalise same-sex partnerships both succeeded in getting out of committee and onto the floor of the legislature for the first time this year. The anti-discrimination bill came especially close, falling by only two votes in the state senate.

“Things are happening in Wyoming,” Marsden said. “More people are coming out and feeling comfortable to self-identify as gay. The state is evolving more quickly than any of us back in 1998 would have imagined.”

This video was produced for the American Giving Awards presented by Chase. The Matthew Shepard Foundation competed for a share of $2 million in grants. The Foundation ended up receiving $250,000 thanks to our many supporters. For more information on the Foundation visit http://www.MatthewShepard.org and http://www.MatthewsPlace.com


The Matthew Shepard Foundation presents “The Matthew Shepard Story”


This article was amended on 11 October 2013. The original said Matthew Shepard died in a Wyoming hospital.


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Let’s protect adults from bullying, too

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We do everything we can to protect our children from being bullied. We as adults have to set a better example for them of respect and civility toward each other in all settings, despite our differences.

10678851_10152259898276890_2465289428681783057_nWhat constitutes a violation of the city’s respectful workplace policy? Does it have to do with a lack of respect for employees based on age or gender?

Does it have to do with a hostile work environment where employees are bullied, threatened and intimidated, and they fear loss of employment and their emotional and physical well-being is affected by the actions and statements of a superior?

The work environment under a previous city finance director was so bad four women employees chose to leave employment because they could no longer endure. They exhausted all efforts to have it remedied by upper management. The end result was these four women’s lives were inexcusably affected by the lack of management skills at many levels. Things finally got even worse to the point that this finance director had to be escorted out of City Hall by the police.

wave5Now who was responsible for this mess? Was it her superiors, who knew about her bad behavior and allowed it to continue, or was it just a glimpse of the atmosphere and attitude at City Hall?

In most cases, people who exhibit this kind of bad behavior have done it before and in almost all cases will do it again if their employers do not act accordingly based on the seriousness of the issue. (This statement is an opinion and based on Internet research on this subject). Does that also mean these employers, who are willing to tolerate this bad behavior, condone it? If that is the case, how effective are they as leaders and is that really who we want leading our city?

The law asks whether a reasonable person in the same or similar circumstance would find the hostile conduct offensive, and if that conduct is coming from a supervisor or manager in a position of authority, it is viewed as more serious by the law.

Go to the Internet and enter “Hostile Work Environment,” “Workplace Bullying” or “Employment Retaliation.” You will be amazed at how prevalent these situations are. This bad behavior happens at every level of government, educational institutions from school districts, to colleges and universities, to private industry.

sweet-kissThere are numerous federal and state agencies and laws to protect employees from illegal discrimination and retaliation from their employers. After an employee has provided notice to their employer of a hostile work environment, employers have an obligation to take action to make that conduct stop.


Gary Hagen & Albert Lea – Article Published 9:56am Monday, January 19, 2015


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Rebecca Gray on How to Stop a Bullying Boss

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Rebecca Gray is a freelance blogger and an information security specialist for Backgroundchecks.org, a website that helps employers learn about the ins and outs of a thorough background check. Rebecca specializes in various types of information screenings, such as pre-employment background checks, criminal records, security etc. She writes for NoBullying about how to stop a bullying boss.


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Bullying… it’s not just for school kids any more. Actually, it never was just for school kids. The sad truth is that some people never outgrow the need to bully, and bullying happens in the adult world all the time – including the workplace. It’s bad enough when coworkers bully each other, but when the boss is a bully, the problem is even worse.

Bullying Boss: A long-neglected problem

Most of us are pretty well educated about school bullying, particularly since tragic stories about its most devastating effects have been in the news so frequently in recent years. Fortunately there are many resources these days to help combat the problem: advocacy groups, forums, and web sites, not to mention celebrity spokespeople. All serve to make the public aware of the problem and motivate people to take action to prevent bullying and help those who are being bullied.

What is not being discussed nearly enough is that the adult versions of bullying can be every bit as devastating as the junior versions – particularly workplace bullying, as the victim’s livelihood can be at stake, as well as his or her physical and emotional health. In addition, the bullied adult usually doesn’t attract the sympathy given to a bullied child, the reasoning being that an adult should just be able to handle things without making a big deal of it.

If you’ve ever been a victim of workplace bullying, however, you know it’s rarely that easy. A civil response often doesn’t work with bullies, and you may not be able to escape the situation by finding another job or getting a transfer. The problem is compounded if it’s the boss who’s the one doing the bullying – a phenomenon that is more common than many people know (or are willing to acknowledge).

Yes, despite a whole generation’s worth of best-selling business books and seminars that teach enlightened management techniques, the bullying boss is far from an extinct species. To the contrary, a 2010 survey conducted by the Workplace Bullying Institute revealed that 35% of American workers – about 53.5 million people – had directly experienced workplace bullying. Another 15% said they had witnessed bullying in the workplace. Bullying was defined as repeated mistreatment by one or more employees that took the form of intimidation, threats, verbal abuse, humiliation or sabotage.

And according to the survey, about 72% of those were a bullying boss.

Unlike the blatant, sometimes clumsy bullying that kids commit against their peers, bullying by a boss can often take subtle forms that make it difficult to even define as bullying. Certainly there are the loud, obvious bully bosses who throw tantrums, go on tirades, or commit flagrant acts of discrimination or sexual harassment. These are the ones whose misdeeds are clearly worthy of legal action or termination. But many bosses commit more nebulous, insidious acts of bullying. They know how to stay under the radar and get around the laws that exist to protect workers. Some even make a point of seeking out meek victims who are less likely to speak up about the bullying.

But the problem isn’t hopeless. You can fight back a bullying boss – and win. Here are a few tips on how to deal with a bullying boss.

  1. Determine if the situation is fixable or worthy of a formal complaint or lawsuit. If your boss repeatedly makes sexual advances, shouts racial epithets at you, physically assaults you, or otherwise creates what is clearly a hostile workplace, you’re probably looking at grounds for a formal complaint with Human Resources, or perhaps even a lawsuit. Of course you need to document the incidents, and it helps to have witnesses – though many bosses are careful only to commit some of their more blatant acts when there aren’t any other witnesses. A large percentage of bullying bosses, however, may fall into the “manageable” category, meaning that you should try to deal with the problem in a more moderate fashion. In a best-case scenario you’ll be able to solve the problem and keep your job.
  2. Be compassionate and understanding. Don’t get us wrong. Bullying is never acceptable. But as is the case with abuse in general, most people who are bullies were bullied or abused themselves when they were growing up, and some may still be experiencing abuse or bullying from some source. A little compassion and understanding – and a willingness to look at things from your boss’s point of view – might just help you to be calmer and less reactive, so you can deal with the situation from a position of strength. And don’t forget the magic of positive reinforcement; you don’t want to be a sycophant or insincere, but when your boss does something nice or truly praiseworthy, don’t be stingy with the praise.
  3. Learn to be assertive and set boundaries. Back in the 1970s when the “assertiveness” movement first took hold, there were several best-selling pop-psychology books and numerous workshops that taught people how to say “no” and stand up for themselves. A couple of generations later, many people still have problems being assertive (or finding a balance between being assertive and aggressive or non-cooperative). The trick is to make it clear that while you are more than willing to go the extra mile at work, you are nobody’s doormat. Learning to say “no” when your boss makes unreasonable demands can actually earn you that boss’s respect and possibly defuse the bullying impulse.
  4. Become an expert at deflecting bullying episodes. Many bosses are episodic bullies who may be Mr. or Ms. Nice Guy/Gal much of the time, but turn into monsters when under stress. If you know your boss’s patterns well enough, perhaps you can act to deflect the episodes, such as doing something to lessen his or her stress – taking on a little extra work, canceling a non-essential meeting. Or at the very least, perhaps you can get out of the way. That doesn’t really solve the problem, but makes it more manageable.>/li>
  5. Get support– and outside help if necessary. Talk to your co-workers and other managers; chances are that some or most of these people are aware of the problem and may provide guidance or at least moral support. You may need to contact Human Resources or even outside counsel if all else fails. But if you truly need the job and the market doesn’t look so good, perhaps you can simply request a transfer. Just don’t think that you have to suffer in silence, because if you do, the problem will almost certainly just get worse. Don’t ever be afraid to seek help and support.

logo_phpBBFor more information and links to resources on fighting a bullying boss, visit the web site of the Workplace Bullying Institute, http://www.workplacebullying.org/

If you need more help from Rebecca or if you are facing a bullying boss you can always reach her at GrayRebecca14@gmail.com


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Teen dies after classroom ‘bullying stunt’ goes wrong as teacher looks on

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In a cruel prank caught on camera, pupils wrapped Sergei Casper in cling film so he couldn’t move, causing him to fall over and suffocate


Prank: Sergei was wrapped up so tightly he could not move
Prank: Sergei was wrapped up so tightly he could not move
A teenager has died after a prank by school bullies went wrong – in full view of the pupils’ teacher.

Sergei Casper, 17, was the subject of a stunt that involved wrapping him in cling film so he couldn’t move his arms and legs, and putting him feet-first into a toilet.

His classmates then took him back to his classroom in the Russian capital Moscow where his teacher was sitting.

But, still unable to move, Sergei lost his balance and fell towards the teacher’s desk, hitting his throat on the table.

Having hit and crushed his oesophagus, he then lay on the floor suffocating as his classmates laughed in the background.

By the time they realised he was seriously injured, he was already in a critical condition and despite an ambulance being called, he later died.

sadPolice are now investigating the circumstances surrounding the death, amid claims that Sergei had been a happy and popular student until he joined Polytechnic College Number 8.

It has been claimed classmates started bullying him because of his love of the arts.

One of his friends, named Alexander, told local media: “He was a good guy, he never did anything bad to anyone and he was my friend. But the others just picked on him all the time.”

Speaking about the prank, he added: “They seemed to think it was hilarious, and then they decided to take their prize back to the classroom where although the teacher was sitting at her desk, she did absolutely nothing to help him.”

The school has denied they were aware of a bullying problem, but also added that those involved in the bullying had been expelled.

One student who took part in the stunt said it was simply a joke that had gone tragically wrong.

But Sergei’s parents have demanded to know why the teacher who was in the classroom did nothing, and quote school friends who say that the bullying had gone on for months with nobody taking action.

Police are continuing their investigation.


Watch the video here – Dec 30, 2014 13:04 By Jessica Best


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CEOs: Can We Talk?

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Dear CEO,

There’s good news and bad news. First the bad news. The problem of workplace bullying in the world is epidemic and possibly costing your company a lot of money. The good news is that a conversation has begun and the silence is breaking ever so slowly. The trauma from bullying is lasting for years and taking a big human toll. The time is now to break the cycle.

In my training with groups of Executive and Personal Assistants, I ask two questions;
clipart-angry-smiley-emoticon-512x512-d1ea1. How many of you feel managed? (Result: Very few hands raise.)

2. How many of you have experienced or witnessed workplace bullying? (Result: Typically 75-90% raise their hands.)

These two questions and their answers are connected.

Assistants report that CEO’s, leaders and managers are “clueless” and “oblivious” to what is happening in the company, specifically about workplace bullying. Many are actively looking for their next job because they are feeling disrespected, unappreciated, and in the most extreme cases (but very common) bullied by their manager or co-worker(s).

Here are some of the main ideas that staffers are thinking, saying, and acting upon.

Human Resources departments are not for them. They feel that HR is not in support of the employee neither in the form of professional development training nor advocacy. Frankly, staffers report avoiding HR and taking their problems elsewhere or worse, suffer in silence and solitude while they work to just get through the day. Further, staffers say that leaders look the other way to problems, offer lip service and offer no solutions. And the managers themselves may be the bullies. The most surprising thing to me is that it is possible that you as CEO don’t know the full breadth and scope of the issues in your own company. Of course, that would explain the popularity of the CBS Show “Undercover Boss.” The thing that staffers want is for the boss to know what’s really going on and when he/she does, that there will be increased respect and acknowledgement.

I ask my students two more questions.
1. How can a leader solve a problem if she/he doesn’t know it exists?

2. If you are being paid a salary, isn’t it an obligation and a responsibility of the job to speak to the problems you see?

My belief is that you, as CEO, want to know what is happening and that you deserve to know. And that once you know, that you will care to take action. Currently in the United States there are zero laws against workplace bullying so it is up to individual companies to make policies that help to build a company culture of respect.

I see and hear the disconnect between assistants and leaders. Fear is rampant among both groups.


images (14)My mantra has become “Speak Truth to Power” because the trauma of workplace bullying is leaving a wake of damaged people and poisoned companies.


To empower your staff by putting policies in place to end workplace bullying will improve your company on every level, including profits. Don’t waste one more minute.

Huff Post Business by Bonnie Low-Kramen, author, “Be the Ultimate Assistant, A celebrity assistant’s secrets to working with any high-powered employer.”


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Human Rights Day 2014 #Rights365

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?????????????????????????????????????????????????????????????????10 December 2014 – The universal reach of human rights should not be restricted to one day alone but extended to every day of the year, top United Nations officials declared today as they marked Human Rights Day – an annual UN-backed event commemorating the date on which the General Assembly adopted the Universal Declaration of Human Rights.

Spearheaded by the Office of the UN High Commissioner for Human Rights (OHCHR), this year’s observance – celebrated under the banner of Human Rights 365 – encompasses the idea that “every day is Human Rights Day” and that “each one of us, everywhere, at all times is entitled to the full range of human rights.”We declare that human rights are for all of us, all the time: whoever we are and wherever we are from; no matter our class, our opinions, our sexual orientation.

4650015890866176“On Human Rights Day we speak out,” Secretary-General Ban Ki-moon proclaimed in his message. “We declare that human rights are for all of us, all the time: whoever we are and wherever we are from; no matter our class, our opinions, our sexual orientation.”

“Violations of human rights are more than personal tragedies,” Mr. Ban continued. “They are alarm bells that may warn of a much bigger crisis.

The Secretary-General explained that as a result of those “alarms,” his Human Rights Up Front campaign – launched in 2013 – sought to anticipate violations before they degenerate into mass atrocities or war crimes while advancing the struggle against injustice, intolerance and extremism.


On Human Rights Day, UN Human Rights Chief Zeid Ra’ad Al Hussein reminds us that human rights are the inalienable entitlements of all people, at all times and everywhere, 365 days a year.


10469296_10152558397116872_5280343255790398783_oThe initiative includes training UN staff on the world body’s core purpose of promoting respect for human rights; providing Member States with the information needed to respond to human rights violations; and ensuring that UN personnel around the world are more attuned to situations where there is a risk of serious human rights abuses and are equipped for the responsibilities that such potential crises entail.

The strategy also includes achieving more Organizational coherence by strengthening engagement with the General Assembly, the Security Council and the Geneva-based UN Human Rights Council and providing earlier and more streamlined support to teams on the ground before a crisis emerges; and better organization of human rights staff so that they can identify risks of serious violations of human rights that could lead to atrocities.

images (31)Finally, underpinning all these activities will be better information management on threats and risks to populations for planning operational activities and for sharing with Member States.

In his statement issued for the Day, UN High Commissioner for Human Rights, Zeid Ra’ad Al Hussein, echoed Mr. Ban’s appeal and underscored the power of the Universal Declaration to “change the world.”

“Human rights are not country-specific. They are not a reward for good behaviour or particular to a certain era or social group. They are the inalienable entitlements of all people, at all times and everywhere, 365 days a year,” affirmed Mr. Zeid.

As part of its celebration of the Day, the OHCHR has launched a social media campaign encouraging the public to explain on a six-second Vine post why year-round human rights matter. The Vine videos will then be collected and published together on OHCHR’s Storify account.

“The UN Human Rights Office stands with the millions of people around the world whose voices are denied,” Mr. Zeid continued, as he called on the public to join OHCHR “via social media or in person.”


“Together, we must demand what should be guaranteed: our human rights, universal, indivisible, inalienable, for everyone, 365 days a year.”


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U.N. Takes on Bullying During General Assembly

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The United Nations decided to take on bullying, with the first ever stand-alone resolution on the subject in the General Assembly.


NEW YORK, November 28 (C-Fam) Once the resolution was adopted by consensus on Monday, countries behind it wasted no time in making their intentions known.

“We regret that bullying because of the sexual orientation and gender identity of children or their parents was not reflected in the resolution,” said the European Union.

The United States echoed those sentiments in an ad hoc intervention to highlight specifically that health concerns of LGBT youth must be reflected in the report of the Secretary General mandated in the resolution. Several countries in Latin America, Australia, and Nordic countries made statements to also express frustration for failing once again to have a resolution employ the expression “sexual orientation and gender identity.”

The bullying resolution is widely recognized as a stepping-stone to promote the notion of “sexual orientation and gender identity” in UN policy. The terminology was rejected during negotiations, but the resolution requests a k14225952report on bullying from the UN Secretary General, which is expected to highlight bullying of children who identify as lesbian, gay, bisexual, and transgender (LGBT).

The African Group said “there is no common understanding” on bullying, after hearing the European statement, explaining that a report from the secretariat in two years time would be a better basis for negotiations.

Earlier this month, during negotiations, one delegate complained to the Friday Fax that his country has “serious problems” to deal with, and his delegation had neither the time nor inclination to dwell on bullying.

There is currently no consensus on “sexual orientation and gender identity” at the United Nations. Every time the term comes up in a resolution it forces countries to a vote. This year, opponents of the term gained ground.

111 delegations voted in favor of a resolution against extrajudicial killings last week—the only resolution of the General Assembly where the terms appear—and 66 abstained because they view it as a Trojan horse for special new LGBT rights. Two years ago 117 countries voted in favor of the same resolution. A last ditch attempt by Islamic countries to delete the reference to “sexual orientation and gender identity” failed. 53 countries voted in favor of the amendment, 9 more than two years ago.

Charges of bullying are commonly leveled at UN headquarters against wealthy countries for using their wealth and resources to “impose” their politics and ideology on the rest of the world.

Along those lines, countries complained of the trends at the Human Rights Council on Tuesday this week. Belarus called for a vote on a resolution on the work of the council saying that countries “manipulate” human rights in an “atmosphere of politicization and polarization.”

The council adopted a resolution this year, only the second on the subject, asking for a report from the High Commissioner for Human Rights on discrimination and violence because of sexual orientation and gender identity. The previous resolution resulted in a report that claimed states should recognize same-sex unions, sex changes, as well as special protections in asylum law, criminal law, and civil law for individuals who identify as LGBT.

“The Council must be devoid of any resolutions that impose unacceptable obligations on member states,” complained Ambassador Usman Sarki of Nigeria. He invited wealthy countries to stop pressuring them to change.

“We do not wish to be seen as imposing our values”, he said. But he went further.

31HXRCmocUL“We stand against the unacceptable social behavior that is now being masqueraded as human rights… against which the Nigerian people have legislated,” he said, adding, “sexual orientation and gender identity is not and will never in the foreseeable future be a human rights issue for Nigeria.”

These sentiments were echoed in a statement from the African Group and in statements from Islamic countries.

In spite of their modest resources and personnel limitations countries from Africa are making a big impact at the United Nations.

Last week they delivered a scathing message that they would not accept or support the promotion of new notions of sexuality that are being advanced in schools in the developed world.

They were also instrumental in the adoption of a resolution on the family that once again omits the phrase “various forms of the family.” The same countries frustrated by the bullying resolution complained that same-sex couples were excluded by omitting that phrase.


Courtesy of C-Fam – By Stefano Gennarini, J.D. | November 26, 2014


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Anti-bullying Week: Ex-Pride director and LGBT champion on not being a bystander

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Ex-director of Manchester Pride, champion of Village businesses and all-round LGBT hero Jackie Crozier writes on the importance of not being a bystander to crime.


6583634309939200I’ve spent a lot of my career trying to fight prejudice and stereotypes – and promote equality – particularly among LGBT communities.

When I was Chair of Manchester’s Village Business Association, I pushed for a new art project to inject life and pride back into ‘Our Village’.


One reason behind the street art scheme was to demonstrate to passers-by that we are proud of who we are and our history. We also wanted to show that we stand up for ourselves, together, through thick and thin.


As Manchester Pride’s Festival Director I was privileged to lead celebrations of LGBT lifestyle and culture in Manchester and, together with our staff, supporters, volunteers, patrons and partners, raised hundreds of thousands of pounds for LGBT community groups and charities in the process.smiley-face-thumbs-up

Despite no longer holding either of those posts I know that I can still help make a difference. I know that we all have a duty and a responsibility to make the world a better place – no matter what we do. That’s why we all need to step up and make a difference.



This Anti-Bullying Week 2014, I’ve been particularly struck by one campaign in particular from lesbian, gay and bisexual equality charity Stonewall.

Stonewall’s #NoBystanders campaign is simple, hard-hitting and inclusive of all and any group who may suffer bullying and prejudice. Its campaign video shows children hearing hateful language from a young age, and demonstrates the way it can progress into adulthood.


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And what does #NoBystanders ask of its audience? Pledge to not be a bystander – and stand up for those around you who are being bullied or abused for being who they are.

Sounds pretty simple, I think?

Then do it. Be a role model. Don’t be a bystander. If you hear it, or see it, then stop it. I know I will.32128-Clipart-Illustration-Of-An-Expressive-Yellow-Smiley-Face-Emoticon-With-Hearts-Admiring-His-Crush

And I know that, as a city that looks after its own, that you’ll do it too, Manchester.


No Bystanders is gay rights charity Stonewall’s campaign to tackle bullying and abuse in the LGBT community. It takes place during Anti-Bullying Week from November 17-21.


For more on this story20 Nov 2014 – 09:24AM | By Jackie Crozier



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Anti-bullying Week 2014

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Monday 17 November marks the start of Anti-bullying Week 2014, coordinated by the Anti-Bullying Alliance.


This year’s focus is to Stop bullying for ALL children and young people – including disabled children and those with special educational needs, children who are significantly more likely to experience bullying in schools and the wider community.


Further information and support from the CPSU

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Visit the Anti-bullying Alliance website for further information on Anti-bullying Week and details of how to get involved.



Related

smiley-face_bullhorn_jpg_w300h210Official News Release: Bullying Awareness and Prevention Week at NPSC: “Stand Up! (to bullying)”


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Does Cyber Harassment affect Employees? A Survey

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Cyberbullying is becoming more and more prevalent. Children, celebrities and campaigners are among those who have experienced abuse, whilst evidence suggests that it is also becoming a problem in workplaces.


4727417010651136In the past decade communication technologies have increasingly infiltrated the workplace. For instance, UK office workers send and receive 10,000 emails per year according to researchers at Warwick Business School. Many of these will be generic work requests, a few might be impolite and some could be downright abusive.

There are reasons to believe that cyberbullying behaviours perpetrated in the organisational context are more subtle than those observed among children and adolescents. This is because employees are bound by regulations that prohibit explicit abuse aimed at co-workers and adults may have developed the capacity to disguise bullying behaviours. Despite this, workplace cyberbullying can still cause harm as researchers have linked it to low job satisfaction, mental strain and intention to quit the organisation.

Examples of workplace cyberbullying can include online threats, overly critical emails and the distribution of embarrassing pictures and personal information. Aspects of computer mediated communication mean that workplace cyberbullying differs from offline workplace bullying in several key ways. For instance, it is possible for perpetrators to remain anonymous, the perpetrator and victim are often in different locations when messages are distributed and cyber acts can be seen by a much larger audience. Furthermore, certain acts of cyberbullying are more permanent than the transience of offline bullying acts and they can be experience by employees outside of the work environment.

Before in-depth research can address workplace cyberbullying it is critical to develop valid and reliable tools to measure it. This is the focus of a study being run by researchers at the University of Sheffield. If you are employed and would like to take part in the study please click on the link below.

Researchers from the University of Sheffield are working with the support of No Bullying to identify how negative behaviours conducted through technology can impact employee health, job satisfaction and working relationships. People are increasingly using technology to communicate with their colleagues. It is therefore important to investigate how negative technology-mediated behaviours affect employees.

If you are employed and would like to contribute to knowledge on cyberbullying within the context of work, we would like to invite you to take a short survey on negative technological experiences, job satisfaction, health and work engagement.

To obtain data that will give a casual indication of how negative technological behaviours affect people, we need to collect data now and again in six months’ time. Therefore we would like to invite you to complete this survey now as well as a second survey that will be distributed in six months.

This study has been ethically approved by the Sheffield University Management School. All responses are anonymous and strictly confidential. You are also free to withdraw from the study at any time by closing the web page. To participate in the study click on this link.


images (10)Learn more about the Study and do take some time to participate in it.smiley-wearing-glasses-reading-a-book


Sam Farley is a doctoral researcher at Sheffield University Management School – email sjfarley1@sheffield.ac.uk twitter: @sam_farley3


Cyberbullying in the Workplace, Study and Survey Covered by NoBullying Today


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Stephenville, Newfoundland remembers 9 – 11

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Eight passenger planes brought about 1,200 unexpected guests into Stephenville Airport following terrorist attacks in the United States on Sept. 11, 2001.
Eight passenger planes brought about 1,200 unexpected guests into Stephenville Airport following terrorist attacks in the United States on Sept. 11, 2001.

A place to sleep

The Stephenville Airport and it’s people has earned it’s place in History but to our dismay the Stephenville Airport is now closed!

Once they were able to leave the airport, passengers were re-loaded onto buses and taken to accommodations in and around the Stephenville and Corner Brook areas, including the local Royal Newfoundland Regiment‘s Armouries and the Salvation Army‘s Camp of Silver Birches in the Humber Valley.

Many passengers were taken to the Stephenville campus of College of the North Atlantic, where staff had prepared spaghetti, meat sauce and desserts for 1,500 people.

I recall a woman in her 50s standing in front of the television in the lobby; she was transfixed for minutes as she watched the loops of the buildings collapsing,” said Cyril Organ, then a campus administrator.

“Remember, she had been on a plane for hours and subjected to an intense security process so this was the first time that she saw first-hand what had happened earlier in the day. It occurred to me that the expression on her face had been worn by the rest of us some 12 hours earlier.”

Students gave up their dorm rooms for the passengers, and other passengers were set up in bunks inside classrooms and other areas.

smiley-saturday-2“It was clear that most people were stressed and exhausted, and we tried our best to get them settled as easily as possible,” said Mr. Organ. “It was equally clear that people needed to call home so we set up a number of rooms where people could contact their families to reassure them. One of the airlines had distributed my cell number as the contact number for families and I recall spending a lot of time on the phone on a 24/7 basis.”

And while it was a rather sombre day, Mr. Organ noted there were also few lighter moments.

“We learned that a couple has just been married and were still in their wedding garb. Staff sourced a bottle of wine and made sure they had a room to themselves,” he said.

I enjoyed the time with the Mexican passengers. Moreso than the other nationalities, they demonstrated a disposition most closely aligned with Newfoundlanders. They had fun, made the best of a bad situation and chipped in to help.

The pace to keep the passengers as comfortable as possible during the next few days remained intense for the volunteer hosts.

5744966133350400“People forget that these passengers came off the planes with the clothes on their backs,” said Mr. Organ. “Luggage remained on the planes, so everyone needed fresh clothes, and many needed medications urgently. All of these needs were accommodated.”

Many citizens, businesses and organizations donated goods to help the passengers – using the airport as a hub to drop off their donations.

“We had the airport just like a store,” said Ms. Kendall. “The area where the baggage comes in, we had all that lined with products and everybody was bringing us sandwiches and things like that to keep them going.”

On Sept. 14, with the skies re-opened to commercial air traffic, the passengers received word that they’d be heading home. The last of the passengers flew out that evening.

“It happened so fast, that week went like a day,” said Mr. MacNeil, reflecting a decade later on the local relief effort. “To me, we all did what we were supposed to do and there’s no big thing about it.” He and others credit the countless volunteers who did whatever they could to help the stranded passengers ­- without seeking any praise for what they did.

“I’ve been asked in the years since why the efforts in Stephenville are not more widely known or recognized. I said early and I repeat now that everyone did the right things for the right reasons,” said Mr. Organ. “Everyone walked away with the satisfaction that flows from a job well done and that’s the recognition that counts.

However, a bit of acclaim is forthcoming. To thank local people for their efforts on Sept. 11, 2001, a plaque will be unveiled by U.S. Embassy officials in Stephenville on Sept. 19.

Christopher Vaughan – Published on September 12, 2011 – 9-11 remembered – related slideshow

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ABCs of Children’s Mental Health: Bullying and LGBT Kids

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How can families, schools, and communities prevent and protect lesbian, gay, bisexual, and transgender youth from being bullied?


Kosciw and colleagues surveyed students 13 to 21 years of age throughout the United States. Of the 7,261 students who identified themselves as lesbian, gay, bisexual, or transgender or who were questioning their sexual identity (LGBTQ): 85 percent reported being verbally harassed in the last year; 47 percent had been shoved; 22 percent had been punched, kicked or injured with a weapon at school; 68 percent had been sexually harassed at school with unwanted touching or sexual remarks; 88 percent had felt deliberately excluded or left out by other students; 84 percent had rumors or lies told about them; and half reported their property had been stolen or purposefully damaged by other students.


According to the Centers for Disease Control and Prevention, National Center for Injury Prevention and Control, the third leading cause of death for youth 15 to 24 years old is suicide and gay, lesbian, and bisexual youth are 4 times more likely to attempt suicide than their heterosexual peers.

In one study, LGBT youth identified bullying problems as the second most important problem in their lives, after non-accepting families, compared to non-LGBT youth identifying classes, exams, and grades.


Kerry Kennedy stated, “Bullying is, at its core, a human rights violation. It is the abuse of the powerless at the hands of the powerful, and it is a threat against the right to receive an education free from persecution.” Visit http://www.stompoutbullying.org

In the 1970s, The American Psychiatric Association and the American Psychological Association stated that homosexuality is not a disorder; sexual orientation is not a person’s individual choice; and mental health professionals cannot change the sexual orientation of their clients.


What can Schools do?


The 2011 National School Climate survey recommends that Gay Straight Alliances (GSAs) be ongoing in schools. Students who attended schools with GSAs reported fewer harassing remarks about sexual orientation, more intervention from school personnel and a greater sense of connectedness.
LGBT Students who reported having six or more supportive staff had higher GPAs. Principals, teachers, and other school staff can be advocates of safe schools for all students.
Schools can create comprehensive anti-bullying/harassment policies that include LGBT students.


LGBTQ Resources


The Gay, Lesbian & Straight Education Network (GLSEN) and its Greater Cincinnati, Greater Dayton and Northeast Ohio chapters gave middle and high schools a Safe Space Kit as part of a campaign to build support for vulnerable students and reduce anti-lesbian, gay, bisexual and transgender (LGBT) name-calling, bullying and harassment in their school. Visit http://www.glsen.org.

The Trevor Project, created after the short film called Trevor, is a national organization that provides crisis intervention and suicide prevention services to lesbian, gay, bisexual, transgender and questioning (LGBTQ) young people ages 13-24. Visit http://www.thetrevorproject.org/.

It Gets Better Project‘s was created after several LGB students committed suicide after being bullied in school. It has inspired 50,000 user-created videos viewed more than 50 million times. Visit http://www.itgetsbetter.org/.


According to Buckeye Region Anti Violence Organization (BRAVO)


“homophobia is the irrational fear or hatred of Gay and Lesbian people. It can be the cause of conflicts in neighborhoods, workplaces, and homes.”

Visit http://www.bravo-ohio.org.


The Community Relations Service of the Department of Justice helps communities develop strategies to prevent and respond to violent hate crimes committed on the basis of race, color, national origin, gender, gender identity, sexual orientation, religion or disability. Visit http://www.justice.gov.


Please see a child therapist if your LGBT adolescent is showing signs of depression, anxiety, or making comments about suicide. Ask your pediatrician for a referral.


Melissa Martin, Ph.D., is a child therapist in Jackson, Ohio – Posted: Tuesday, September 2, 2014


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South Sudan: No News From Malakal

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MSB8017South Sudan: No News From Malakal – The Malakal Teaching Hospital was attacked by armed men in February. Upon their return to the hospital, teams from Médecins Sans Frontières/Doctors Without Borders (MSF) discovered eleven bodies. Some patients had been shot.
In December 2013, violence broke out in Juba, the capital of South Sudan. The conflict soon spread through the world’s youngest country, taking on a sectarian tone that echoed the ethnic divisions that preceded independence from Sudan in 2011. Médecins Sans Frontières/Doctors Without Borders (MSF) has been working in South Sudan for more than two decades. The organization had a number of teams already on the ground when the crisis erupted last December, and has been working to meet the needs of those affected by the conflict.

Briefing

5379693385613312In 2011, the newly independent Republic of South Sudan formally came into existence, following more than 20 years of civil war between separatist forces and the government of Sudan in Khartoum. But amid the celebrations that surrounded the creation of Africa’s newest country were causes for concern. South Sudan has been beset by a number of severe humanitarian challenges since the day it became an independent nation state. Disease, malnutrition and displacement remain rife in the country, while the health system is extremely weak and under-resourced. Moreover, many parts of South Sudan continue to experience high levels of violence, a legacy of divisions that date to before the end of the civil war.

On December 15, 2013, that violence took on a new and urgent dimension, as clashes between rival groups in the presidential guard began in Juba, South Sudan’s capital city. These clashes soon spread and took on a distinctly sectarian tone. The ensuing conflict has led to the destruction of medical and other civilian structures, and the displacement of more than a million people inside South Sudan, with an additional 300,000 seeking refuge in neighbouring countries. The conflict has rendered most of the existing health facilities in the country non-functional, leaving most people with no access to healthcare.

Once the fighting began, MSF increased its capacity to rapidly respond to emergency medical needs in the country. MSF teams are now running more than 22 medical and non-medical programs, as well as outreach activities in nine of South Sudan’s 10 states, providing basic healthcare, nutritional support, surgeries and vaccinations, as well as clean water to people who have fled their homes.

For the latest updates on the crisis in South Sudan and MSF’s response to it, please follow the links below:

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