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I am inclined to state that in some parts of the world there has been an increase in such cases of sexual harassment. However, today there is an organized effort to confront this workplace scourge and there is greater awareness. How does one face this problem to make the workplace a place for safe working conditions and positive growth of personnel ?
This question begs the participation of Government, the society (people), NGOs ,the employer and employees. Sexual harassment at work place is a menace and actually infringes upon the fundamental rights of the victim. The victims in vast majority of the cases are women.
Sexual harassment includes any one or more of unwelcome acts or behaviour like physical contact and advances, a demand or request for sexual favours or making sexually coloured remarks or showing pornography.
ROLE OF THE GOVERNMENT
In any country the prime responsibility of the Government is to guarantee that the Rights charter. Constitution of a nation and the right to life of any citizen to live with dignity under and right to practice any profession or to carry on any occupation, trade or business also includes a right to a safe environment free from sexual harassment.
If proper legislation is not in place, the citizens through their elected representatives in the parliament / Government must enact laws to prevent sexual harassment at work place.
ROLE OF EMPLOYER
1. Employers can prevent many cases of sexual harassment by having a clear, comprehensive anti-sexual harassment policy in place. In cases of alleged sexual harassment, the policy will alert all parties to their rights, roles and responsibilities. Policies must clearly set out how the sexual harassment will be dealt with promptly and efficiently.
Everyone should know about the anti-sexual harassment policy and the steps in place for resolving complaints. This can be done by:
· giving policies to everyone as soon as they are introduced
· making all employees, etc. aware of them by including the policies in orientation material
· training people, including people in positions of responsibility, about the policies, and educating them on human rights issues.
An effective sexual harassment policy can limit harm and reduce liability. It also promotes the equity and diversity goals of organizations and institutions and makes good business sense.
· Set up a Sexual Harassment Complaints Committee which is headed by a woman
· has a minimum of50% women members
· has at least one outside member who is familiar with the issue.
2. Make the employees aware by
3. Amend conduct rules of the institution to prohibit sexual harassment.
4. Ensure that no employee, especially women employees have any grounds to believe that she/he is disadvantaged in connection with the employment if she complains about sexual harassment.
ROLE OF EMPLOYEES
If you believe that you have experienced sexual or gender-based harassment, try, where possible, to resolve the problem through any internal policies or resolutions mechanisms your organization may have. If you are in a union, you may wish to contact your union for assistance. Using an internal mechanism does not always replace your right to file a human rights claim, or to proceed in other ways.
In more extreme cases, sexual harassment is a criminal offence. It is a crime if the harassment involves attempted or actual physical assault, including sexual assault, or threats of an assault. Stalking is a crime called “criminal harassment.” Where sexual harassment includes any of these things, you can contact your local police service.
The following strategies were found to be effective in dealing with sexual harassment
· Say NO to the harasser! Be direct.
· Write a letter to the harasser. Describe the incident and how it made you feel. State that you would like the harassment to stop. Send the letter by certified mail. Keep a copy.
· Keep a record of what happened and when. Include dates, times, places, names of persons involved and witnesses, and who said what to whom.
· Tell someone; don't keep it to yourself. By being quiet about the harassment, you don't help stop it. Chances are extremely good that you aren't the only victim of your harasser. Speaking up can be helpful in finding support and in protecting others from being victims.
· Finding out who is responsible for dealing with harassment on your organization and whether you can talk in confidence to that person. Almost all organizations have sexual harassment policies, procedures and individuals or counsellors who administer them.
· Find out what the procedure is at your workplace ; it is the organization's responsibility to provide you with advice, help and support, but such meetings at the workplace can provide an important record if legal action is ever advisable.
· If you are a union member, speak to your union representative. Unions are generally very committed to eliminating sexual harassment in the workplace.
· If you are experiencing severe psychological distress, you may want to consult a psychologist or other mental health professional who understands the problems caused by sexual harassment.
Contact
· A lawyer. The law surrounding sexual harassment is very complicated, and a lawyer will be able to explain both your and your employer’s obligations under Title VII. An attorney will also be able to keep you informed of any deadlines that have to be met before a lawsuit is barred. Many lawyers specialize in workplace discrimination, and they will be able to give you advice based on your specific circumstances.
Note : The subject is exhaustive and requires great effort to understand the intricacies involved. This is an attempt
