Tackling sexual harassment in organizations

 

Tackling Bullying, Harassment and Discrimination (BHD) in an organization

Sexual Harassment 

02^nd December 2023

Blog five of Eight -  by Dilshad Banu Mohideen

WHY THIS IS A SEPARATE TOPIC?

I chose to analyse this topic as a separate topic as this is a comon harassment which takes place in organizations across the world and throughout hiarachies and a very sensitive one to deal with for the victims.

Sexual harassment at workplace can have profound and devastating impacts and it ruins the employee’s mental and physical health, personal life, and career progress.

What is sexual harassment?

Sexual harassment is unwelcome sexual advances, requests for sexual favours, and other verbal or physical conduct of a sexual nature.

Sexual harassment in the workplace comes in many forms.

·        Unwanted touching, groping, or assault.

·        Offensive gestures or displays.

·        Unpleasant gazing, making sexual comments, or jokes.

·        Sending emails, texts, or pictures with sexual intimidation.

·        Demanding sexual favors in exchange for employment continuity and benefits.

·        Creating a hostile and uncomfortable work environment through unwelcome sexual advances or behaviour.

With growing use of electronic communications, visual sexual harassment is becoming increasingly common and challenging to prevent in a contemporary workplace.

Sexual harassment can be perpetrated by anyone in the workplace, including supervisors, coworkers, clients, customers, or vendors. It can happen in person, over the phone, through email or text messages, or on social media.

 

 

Workplace sexual harassment can have wide ranging impacts on the victim such as:

1.      Mental health - Victims experience a range of mental health conditions including stress, anxiety, depression, and post-traumatic stress disorder (PTSD). Self-esteem, self-confidence, and ability to trust others can also be negatively impacted.

2.      Physical health - The mental health effects are risk factors for various chronic diseases, blood pressure issues, obesity, hypertension, cardiovascular disease, and some cancers. Some people who have been harassed also suffer from physical injury because of a physical violence/assault.

3.      Impact on employment and career - Victims may be forced to implement strategies to prioritise their safety and in doing so, limit opportunities for career growth such as:  

o   Using sick leave and annual leave to avoid harassers in the workplace.

o   Avoiding certain activities which may have led to building social networks and career progression, such as social events or training opportunities.

o   Leaving their jobs all together

o   Leaving the sector, they have built their career in.

4.      Financial impact - Repeated voluntary and involuntary career interruptions, and the need to retrain following a change in industry or sector, can impact on long-term earning capacity.

Prevention

Tackling sexual harassment in organizations requires a multifaceted approach that addresses prevention, reporting, and response.

Key strategies for organizations:

·        Clear policies: Establish a comprehensive policy against sexual harassment that clearly defines prohibited behaviours, outlines reporting procedures, and most importantly guarantees confidentiality.

·        Mandatory training: Provide mandatory training for all employees on sexual harassment awareness, prevention, and reporting. This training should include bystander intervention strategies and encourage open communication about inappropriate behaviour.

·        Employee engagement: Foster a workplace culture that values respect, inclusivity, and zero tolerance for any form of harassment. Encourage open communication, address concerns effectively, and celebrate respectful interactions.

·        Leadership commitment: Leaders must actively demonstrate their commitment to a harassment-free workplace by enforcing policies, taking complaints seriously, and holding violators accountable.

Reporting and response:

·        Availability of multiple channels: Make reporting accessible and comfortable by providing multiple channels for employees to report incidents, including anonymous options. This could include a dedicated hotline, online reporting system, or trained wellbeing volunteers available to receive complaints.

·        Confidentiality: Guarantee confidentiality throughout the reporting process to protect the victim and encourage others to come forward.

·        Prompt investigation: Investigate all complaints promptly and thoroughly with a fair and impartial approach. Provide updates to the complainant throughout the process.

·        Disciplinary action: Take appropriate disciplinary action against violators, up to and including termination of employment. The severity of the action should be proportionate to the offense.

·        Support for victims: Provide support to victims of sexual harassment, including access to counselling, legal advice, and other useful resources.

Additionally, the organizations can implement:

·        Diversity and inclusion initiatives: Promote diversity and inclusion initiatives to create a more welcoming and respectful workplace for all employees. This can help to reduce the risk of harassment by fostering a sense of belonging and appreciation for individual differences.

·        Regular evaluation: Regularly evaluate your organization's policies and procedures to ensure their effectiveness. This includes collecting data on complaints, investigating trends, and making necessary adjustments.

Sri Lanka has clear policies and procedures against Sexual Harassment which is available at https://cmb.ac.lk/policy-against-sexual-harassment

Sexual harassment against female employees in Sri Lankan organizations and abroad among foreign workers are one of the topics that have gained the serious attention Sri Lanka. Most of the female population in Sri Lanka is employed today and many of them have experienced sexual harassment at least once in some form. Even though sexual harassment is recognized as a criminal offence in Sri Lanka, it is worth to find out whether the prevailing penal laws of the country are sufficient to prevent or punish the perpetrators.

By implementing the strategies discussed in this blog, organizations can create a safer and more respectful workplace for everyone. Tackling sexual harassment requires a continuous commitment from all levels of the organization.

 

References:

·        www.kentonlibrary.org. (n.d.). Harassment Policy. [online] Available at: https://www.kentonlibrary.org/harassment-policy/. Accessed on 26^th November 2023.

 

·       www.respectatwork.gov.au. (n.d.). The impacts of workplace sexual harassment | Respect@Work. [online] Available at: https://www.respectatwork.gov.au/individual/understanding-workplace-sexual-harassment/impacts-workplace-sexual-harassment. Accessed on 29th Nov 2023

 

·        RAINN (2019). Sexual harassment. [online] Rainn.org. Available at: https://www.rainn.org/articles/sexual-harassment. Accessed on 30th Nov 2023

 

·       Workplaces Respond to Domestic and Sexual Violence. (n.d.). Sexual Harassment & Violence: Resources for Victims. [online] Available at: https://www.workplacesrespond.org/harassment-victims/. Accessed on 30^th Nov 2023

·        https://www.emerald.com/insight/content/doi/10.1108/S0895-993520150000023003/full/html?skipTracking=true.  Accessed on 1^st Dec 2023