{"id":7591,"date":"2018-04-19T19:57:05","date_gmt":"2018-04-19T23:57:05","guid":{"rendered":"http:\/\/localhost:10028\/uncategorized\/sexual-discrimination-in-the-workplace\/"},"modified":"2024-05-02T14:22:12","modified_gmt":"2024-05-02T18:22:12","slug":"isyerinde-cinsel-ayrimcilik","status":"publish","type":"post","link":"https:\/\/napolilaw.lemonadestand.org\/tr\/article\/isyerinde-cinsel-ayrimcilik\/","title":{"rendered":"\u0130\u015fyerinde Cinsel Ayr\u0131mc\u0131l\u0131k"},"content":{"rendered":"<p>Erkekler ve kad\u0131nlar her g\u00fcn i\u015flerine gittiklerinde adil muamele ve makul bir \u00fccret ve kendilerine \u00e7al\u0131\u015fkan bireyler gibi davran\u0131lmas\u0131n\u0131 beklerler. \u0130nsanlar sadece cinsiyetlerinden dolay\u0131 ayr\u0131mc\u0131l\u0131\u011fa u\u011frad\u0131\u011f\u0131nda, o ki\u015fi i\u015fyerinde cinsel ayr\u0131mc\u0131l\u0131\u011f\u0131n kurban\u0131 olmu\u015ftur. Cinsiyet ayr\u0131mc\u0131l\u0131\u011f\u0131n\u0131n yasa d\u0131\u015f\u0131 olmas\u0131 i\u00e7in, istihdam \u015fartlar\u0131n\u0131 veya ko\u015fullar\u0131n\u0131 olumsuz y\u00f6nde etkileyen farkl\u0131 muameleyi i\u00e7ermesi gerekir.<\/p>\n<p>Yasa d\u0131\u015f\u0131 ayr\u0131mc\u0131l\u0131k, bir i\u015fverenin ba\u015fvuru sahibine veya \u00e7al\u0131\u015fana cinsiyeti veya cinsiyeti nedeniyle veya ki\u015finin belirli bir cinsiyetle ili\u015fkili bir kurulu\u015f veya gruba ba\u011fl\u0131 olmas\u0131 nedeniyle farkl\u0131 ve daha az olumlu davrand\u0131\u011f\u0131nda ortaya \u00e7\u0131kar. Cinsiyet ayr\u0131mc\u0131l\u0131\u011f\u0131, bir \u00e7al\u0131\u015fana veya ba\u015fvuru sahibine cinsiyet kli\u015felerine dayal\u0131 olarak veya geleneksel kad\u0131nl\u0131k veya erkeklik kavramlar\u0131na uymad\u0131\u011f\u0131 i\u00e7in farkl\u0131 davranmay\u0131 i\u00e7erir. Cinsiyet ayr\u0131mc\u0131l\u0131\u011f\u0131 ayn\u0131 zamanda istenmeyen cinsel yakla\u015f\u0131mlar\u0131, cinsel iltimas taleplerini ve cinsel nitelikteki di\u011fer s\u00f6zl\u00fc veya fiziksel tacizi de i\u00e7erir. Cinsel taciz, genel olarak kad\u0131nlar veya erkekler hakk\u0131nda yap\u0131lan sald\u0131rgan ifadeleri de i\u00e7erebilir.<\/p>\n<p>&nbsp;<\/p>\n<h2>\u0130\u015fyerinde Cinsel Ayr\u0131mc\u0131l\u0131k \u00d6rnekleri<\/h2>\n<p>A\u015fa\u011f\u0131daki \u00f6rnekler, cinsiyetinizden dolay\u0131 ayr\u0131mc\u0131l\u0131\u011fa u\u011fray\u0131p u\u011framad\u0131\u011f\u0131n\u0131za karar vermenize yard\u0131mc\u0131 olmak i\u00e7in verilmi\u015ftir. Durumunuz a\u015fa\u011f\u0131daki \u00f6rneklerden herhangi birine tam olarak uymuyorsa ve bizi aray\u0131p \u00fccretsiz bir dan\u0131\u015fma s\u0131ras\u0131nda durumunuzu sizinle birlikte g\u00f6zden ge\u00e7irmemize izin verirseniz, yine de cinsiyet ayr\u0131mc\u0131l\u0131\u011f\u0131 iddias\u0131nda bulunabilirsiniz:<\/p>\n<ul>\n<li><em style=\"color: #5d5d5d; font-size: 17px;\"><strong>\u0130\u015fe al\u0131yor<\/strong><br \/>\n<\/em>B\u00fcy\u00fck \u00fcst d\u00fczey i\u015fletmeler ve yat\u0131r\u0131mc\u0131larla ilgilenen bir dan\u0131\u015fmanl\u0131k firmas\u0131nda \u00e7al\u0131\u015fan bir i\u015fe ba\u015fvuruyorsunuz. Kalifiyesiniz ve gerekli t\u00fcm e\u011fitim ve becerilere sahipsiniz, ancak bir erkek aday i\u015fe al\u0131nd\u0131. Sizi se\u00e7medikleri s\u00f6ylendi \u00e7\u00fcnk\u00fc m\u00fc\u015fterileri erkek dan\u0131\u015fmanlarla daha rahat ileti\u015fim kuruyor.<\/li>\n<li><strong><em style=\"color: #5d5d5d; font-size: 17px;\">\u0130stihdam Durumu<br \/>\n<\/em><\/strong>Yerel bir \u00e7at\u0131 y\u00fcklenicisi i\u00e7in \u00e7al\u0131\u015fmak istiyorsunuz ve fiziksel olarak formdas\u0131n\u0131z ve \u00e7al\u0131\u015fabilecek durumdas\u0131n\u0131z. T\u00fcm ba\u015fvuru sahiplerinin 100 kiloluk bir y\u00fck\u00fc merdivenden yukar\u0131 ve \u00e7at\u0131ya ta\u015f\u0131yabilmeleri \u015fart\u0131 vard\u0131r. \u00c7o\u011fu zona paketi sadece 25-50 pound, bu y\u00fczden bu \u015fart\u0131n sadece kad\u0131nlar\u0131n i\u015fe ba\u015fvurmas\u0131n\u0131 engelleme amac\u0131na hizmet etti\u011fine inan\u0131yorsunuz.<\/li>\n<li><em style=\"color: #5d5d5d; font-size: 17px;\"><strong>ate\u015f etme<\/strong><br \/>\n<\/em>\u015eirketin, departman\u0131n\u0131z\u0131n kesintileri ve yeniden yap\u0131land\u0131r\u0131lmas\u0131 ile u\u011fra\u015fmas\u0131 gerekti\u011fi i\u00e7in i\u015finizden \u00e7\u0131kar\u0131ld\u0131\u011f\u0131n\u0131z s\u00f6ylendi. Bununla birlikte, ayn\u0131 pozisyonda i\u015fini s\u00fcrd\u00fcren birka\u00e7 erkek oldu\u011funu ke\u015ffedersiniz ve ayr\u0131ca sizinle ayn\u0131 pozisyonda, daha az k\u0131deme sahip olan ve i\u015flerini s\u00fcrd\u00fcren erkek \u00e7al\u0131\u015fanlar oldu\u011funu ke\u015ffedersiniz.<\/li>\n<li><strong><em style=\"color: #5d5d5d; font-size: 17px;\">Terfi<br \/>\n<\/em><\/strong>Yerel bir perakende ma\u011fazas\u0131nda sat\u0131\u015f temsilcisi ve kasiyer olarak \u00e7al\u0131\u015f\u0131yorsunuz ve on y\u0131ld\u0131r oradas\u0131n\u0131z. Terfiyi ve bir \u00e7al\u0131\u015fan olarak de\u011ferinizi g\u00f6stermekten daha fazlas\u0131n\u0131 tart\u0131\u015fma taleplerine ra\u011fmen, ilerleme f\u0131rsat\u0131n\u0131z her zaman reddedilir. Daha az deneyime sahip erkekler, \u015firkete ilk ba\u015flad\u0131klar\u0131nda e\u011fittikleriniz bile bunun yerine terfi al\u0131yor.<\/li>\n<li><strong><em style=\"color: #5d5d5d; font-size: 17px;\">Meslek s\u0131n\u0131fland\u0131rmas\u0131<br \/>\n<\/em><\/strong>Kasaban\u0131zdaki en b\u00fcy\u00fck \u00fcretim ve depo \u015firketlerinden biri i\u00e7in \u00e7al\u0131\u015f\u0131yorsunuz ve \u00e7al\u0131\u015fanlar birka\u00e7 farkl\u0131 i\u015f s\u0131n\u0131fland\u0131rmas\u0131na sahip. D\u00fc\u015f\u00fck maa\u015fl\u0131 giri\u015f seviyesindeki i\u015flerin -baz\u0131lar\u0131 \u015firkette yakla\u015f\u0131k on y\u0131ld\u0131r \u00e7al\u0131\u015fan- kad\u0131nlar\u0131n, y\u00fcksek maa\u015fl\u0131 y\u00f6netim i\u015flerinin ise hepsinin erkekler taraf\u0131ndan yap\u0131ld\u0131\u011f\u0131n\u0131 fark ettiniz.<\/li>\n<li><strong><em style=\"color: #5d5d5d; font-size: 17px;\">Faydalar<br \/>\n<\/em><\/strong>Size ayr\u0131lan hastal\u0131k g\u00fcnlerinin bir k\u0131sm\u0131n\u0131 evde kalmak ve su\u00e7i\u00e7e\u011fi hastas\u0131 \u00e7ocu\u011funuza bakmak i\u00e7in ay\u0131rman\u0131z gerekiyor. \u0130\u015fvereniniz size zor anlar ya\u015fat\u0131yor ve \u00e7ocu\u011funuzla birlikte evde kalmak i\u00e7in \u00fccretli hastal\u0131k izni alamayaca\u011f\u0131n\u0131z\u0131 s\u00f6yl\u00fcyor ve maa\u015f\u0131n\u0131z\u0131 kesmek istiyor. Ancak, ayn\u0131 departmanda \u00e7al\u0131\u015fan bir erkek i\u015f arkada\u015f\u0131, bir haftal\u0131k tatil i\u00e7in izin almak i\u00e7in kolayca izin al\u0131r.<\/li>\n<li><em style=\"color: #5d5d5d; font-size: 17px;\"><strong>\u00d6demek<\/strong><br \/>\n<\/em>\u015eehirdeki g\u00fczel bir restoranda hat a\u015f\u00e7\u0131s\u0131 pozisyonunda \u00e7al\u0131\u015fmaya ba\u015flad\u0131n\u0131z ve birka\u00e7 y\u0131l s\u00fcren s\u0131k\u0131 \u00e7al\u0131\u015fman\u0131n ard\u0131ndan \u015fef yard\u0131mc\u0131l\u0131\u011f\u0131na kadar \u00e7al\u0131\u015ft\u0131n\u0131z. Terfiinizden sonra, ikinci bir yard\u0131mc\u0131 \u015fef i\u015fe al\u0131n\u0131r. Onun benzer bir e\u011fitim ve i\u015f deneyimine sahip oldu\u011funu ve sizinle hemen hemen ayn\u0131 beceri d\u00fczeyine sahip oldu\u011funu ke\u015ffedersiniz, ancak ona sizden \u00e7ok daha fazla \u00f6deme yap\u0131ld\u0131\u011f\u0131n\u0131 ke\u015ffedersiniz.<\/li>\n<li><strong><em style=\"color: #5d5d5d; font-size: 17px;\">Cinsel taciz<br \/>\n<\/em><\/strong>Patronunuz \u015firketin ba\u015fkan yard\u0131mc\u0131s\u0131d\u0131r. S\u00fcrekli sana sar\u0131l\u0131yor, sana dokunuyor, i\u015fle ilgili konulardan bahsetti\u011finde kolunu sana dolamaya \u00e7al\u0131\u015f\u0131yor. Ona bi\u00e7imlendirilemez oldu\u011funuzu ve bunu yapmay\u0131 b\u0131rakmas\u0131n\u0131 istedi\u011finizi s\u00f6ylediniz. &quot;Bu kadar gerginsen belki seni i\u015fe almakla hata ettim&quot; diyor. Art\u0131k bir \u015fey s\u00f6ylersen i\u015fini kaybetmekten korkuyorsun.<\/li>\n<li><strong><em style=\"color: #5d5d5d; font-size: 17px;\">Cinsiyet kimli\u011fi<br \/>\n<\/em><\/strong>\u015eehirdeki b\u00fcy\u00fck bir \u015firkette bir pozisyon i\u00e7in ba\u015fvurursunuz ve i\u015fe al\u0131n\u0131rs\u0131n\u0131z. \u0130\u015fe ba\u015flamadan \u00f6nce, yeni patronunuza cinsiyet ge\u00e7i\u015f s\u00fcrecinde oldu\u011funuzu ve kendinizi erkek yerine kad\u0131n olarak sunaca\u011f\u0131n\u0131z\u0131 s\u00f6yl\u00fcyorsunuz. Yeni patronunuz daha sonra geri gelir ve b\u00fct\u00e7e nedeniyle i\u015fin iptal edildi\u011fini s\u00f6yler, ancak pozisyon i\u00e7in ba\u015fka birinin i\u015fe al\u0131nd\u0131\u011f\u0131n\u0131 \u00f6\u011frenirsiniz.<\/li>\n<\/ul>\n<p>Bunlar, i\u015fyerinde cinsel ayr\u0131mc\u0131l\u0131\u011f\u0131n nas\u0131l meydana gelebilece\u011finin yayg\u0131n \u00f6rneklerinden sadece birka\u00e7\u0131. Bu hi\u00e7bir \u015fekilde her \u015feyi i\u00e7eren bir liste de\u011fildir, bu nedenle i\u015fyerinde cinsiyetinizden dolay\u0131 ayr\u0131mc\u0131l\u0131\u011fa maruz kalabilece\u011finizi d\u00fc\u015f\u00fcn\u00fcyorsan\u0131z, bizi aramal\u0131 ve hukuk ekibimizden \u00fccretsiz bir dan\u0131\u015fmanl\u0131k randevusu almal\u0131s\u0131n\u0131z.<\/p>\n<p>&nbsp;<\/p>\n<h2>\u00d6nleme Stratejileri<\/h2>\n<p><a class=\"wpil_keyword_link\" href=\"https:\/\/napolilaw.lemonadestand.org\/tr\/uygulama-alanlari-2\/cinsel-saldiri\/\"   title=\"Sexual harassment\" data-wpil-keyword-link=\"linked\">Sexual harassment<\/a> is a gender-neutral offense, at least in theory: Men can sexually harass women, and women can sexually harass men. However, statistics show that the overwhelming majority of sexual harassment claims and charges are brought by women claiming that they were sexually harassed by men. There are a number of steps that you can take to reduce the risk of sexual harassment occurring in your workplace:<\/p>\n<ul>\n<li>Uygulanan net bir cinsel taciz politikas\u0131 benimseyin.<\/li>\n<li>\u00c7al\u0131\u015fanlar\u0131 ayr\u0131mc\u0131l\u0131\u011f\u0131 tan\u0131mak ve bunlarla ba\u015fa \u00e7\u0131kmak i\u00e7in e\u011fitin.<\/li>\n<li>Amirleri ve y\u00f6neticileri \u00e7al\u0131\u015fanlara nas\u0131l davran\u0131laca\u011f\u0131 konusunda e\u011fitin.<\/li>\n<li>Sorun belirtileri i\u00e7in i\u015f yerinizi yak\u0131ndan izleyin.<\/li>\n<li>T\u00fcm \u015fikayetleri ciddiye al\u0131n ve gereken ilgiyi g\u00f6sterin.<\/li>\n<\/ul>\n<p>\u0130\u015fyerinde cinsel ayr\u0131mc\u0131l\u0131k, bunun nas\u0131l fark edilece\u011fi ve nas\u0131l \u00f6nlenece\u011fi hakk\u0131nda daha fazla bilgi edinmek i\u00e7in \u015fu adresteki deneyimli cinsel taciz ve ayr\u0131mc\u0131l\u0131k avukatlar\u0131yla ileti\u015fime ge\u00e7in: <a href=\"https:\/\/www.metooattorney.com\/\" target=\"_blank\" rel=\"noopener\">metooattorney.com<\/a>.<\/p>","protected":false},"excerpt":{"rendered":"<p>Erkekler ve kad\u0131nlar her g\u00fcn i\u015flerine gittiklerinde adil muamele ve makul bir \u00fccret ve \u00e7al\u0131\u015fkan bireyler gibi muamele g\u00f6rmeyi beklerler\u2026<\/p>","protected":false},"author":3,"featured_media":7592,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[782],"tags":[811,818],"class_list":["post-7591","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-civil-rights","tag-workplace-discrimination","tag-sexual-harassment-lawyer"],"acf":[],"page_builder_type":"gutenberg","gutenberg_data":[],"_links":{"self":[{"href":"https:\/\/napolilaw.lemonadestand.org\/tr\/wp-json\/wp\/v2\/posts\/7591","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/napolilaw.lemonadestand.org\/tr\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/napolilaw.lemonadestand.org\/tr\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/napolilaw.lemonadestand.org\/tr\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/napolilaw.lemonadestand.org\/tr\/wp-json\/wp\/v2\/comments?post=7591"}],"version-history":[{"count":1,"href":"https:\/\/napolilaw.lemonadestand.org\/tr\/wp-json\/wp\/v2\/posts\/7591\/revisions"}],"predecessor-version":[{"id":17659,"href":"https:\/\/napolilaw.lemonadestand.org\/tr\/wp-json\/wp\/v2\/posts\/7591\/revisions\/17659"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/napolilaw.lemonadestand.org\/tr\/wp-json\/wp\/v2\/media\/7592"}],"wp:attachment":[{"href":"https:\/\/napolilaw.lemonadestand.org\/tr\/wp-json\/wp\/v2\/media?parent=7591"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/napolilaw.lemonadestand.org\/tr\/wp-json\/wp\/v2\/categories?post=7591"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/napolilaw.lemonadestand.org\/tr\/wp-json\/wp\/v2\/tags?post=7591"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}