Half of the media and culture sector employees bullied or intimidated

This is apparent from a survey among hundreds of employees who FNV today, exactly one year after the disclosure of undesirable behavior in the program The voice, presents. FNV Media & Culture director Andrée Ruiters: “shocking figures that indicate there is still a lot of work to be done.”

The revelations about cross-border behavior in the media and culture sector in the past year led FNV to question the sector more broadly about, among other things, the experienced working climate, personal experiences in the past 12 months and how this is handled in the organisation. . Some of the most notable results:

– Almost two-thirds (64%) have been confronted with behavior that crosses borders.
– 44% experience a negative working climate.
– Almost half (47%) of those questioned report being bullied.
– Almost four out of ten (38%) experienced harassment (eg name-calling or threats).
– In half (51%) of the cases, a manager is the cause of boundary-crossing behaviour. With harassment, that percentage is 66.
– A quarter (23%) of women experienced sexual harassment or sexual violence.
– In half (51%) of the cases, nothing is done with a report of cross-border behaviour.

Structurally incorrect
Andrée Ruiters, director of FNV Media & Culture: “The results leave me speechless. The scale of inappropriate behavior in this sector is much greater than we expected. Almost two out of three of the 370 people who have completed the survey in recent weeks have themselves experienced one or more forms of border-crossing behavior in the past year. And for women, that percentage is even higher. Then you can’t talk about incidents, then there is really something structurally wrong. So it’s time to tackle this quickly and adequately.”

Women
Women are much more likely to be confronted with inappropriate behavior in the workplace than men, according to the study. Women are significantly overrepresented, especially when it comes to sexual harassment or sexual violence. Almost one in four (23%) experienced this in the past year. In 12% this happened more than once. One in ten men (9%) experienced sexual harassment or sexual violence. Women are also bullied more often than men (51% vs. 35%), they are twice as likely to be discriminated against (24% vs. 12%) and harassed more often (36% vs. 32%).

managers
It also appears that power relations play an emphatic role in the cause of boundary-crossing behaviour. In half of the cases, employees indicate that managers were the cause of their negative experience. Where employees are confronted with intimidation, even two out of three state that a manager is the cause of this. Temporary contracts also create a vulnerable position. Half (51%) of the respondents with such a contract experience a negative working climate.

Big consequences
The consequences are enormous. Almost all employees who were confronted with boundary-crossing behavior indicate that they are bothered by it. Only 5% say they experience no consequences. The vast majority of people experience stress due to their experience (38%), function less well (25%) or call in sick (12%). Almost one in ten (9%) have even started working elsewhere because of their experience.

Done a little
Andrée Ruiters: “We also see that something is happening with the reports that are made. Despite all the attention paid to the negative work culture in the media and culture sector in the past year and promises of improvement, half of all reports still do nothing. In some cases (9%) it is even recommended to keep silent about it. It is scandalous and a completely wrong signal. It is so important that there is better support for victims. But also that the perpetrators of this behavior must be prosecuted, trained and, if necessary, dealt with harshly.”

Recommendations
FNV believes that the power structure on the work floor in the sector must be improved by ensuring more permanent contracts, less temporary work and a stronger position for the self-employed. In addition, the trade union wants more and better supervision of compliance with the collective agreement, for example by the Norwegian Working Environment Authority or a supervisory board. As a result, appropriate measures can be taken in case of cross-border behaviour. A clear sanctions policy is very necessary in this regard. In the coming period, FNV will continue to talk to those involved. The survey will also be repeated next year to measure whether the situation is improving.

Source: FNV Media & Culture/BM

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