Professional Documents
Culture Documents
SEXUAL HARASSMENT
The prevention/
elimination of harassment is
EVERYONES
responsibility.
Everyone
Everyone should
should be
be familiar
familiar with
with th
th
legal
consequences
of
legal consequences of
harassment.
harassment.
If
If you
you are
are not
not
PLEASE--seek
PLEASE--seek assistance
assistance from
from
your
agency
your agency
in
in reviewing
reviewing the
the laws.
laws.
AGENCY POLICIES
REGARDING TYPES OF
HARASSMENT MUST INCLUDE:
Departmental philosophy
Responsibilities
Types of harassment
Reporting procedures
Consequences
INTRODUCTION
Sexual harassment on the job is a form of
sex discrimination. Although it is illegal and
costly to the employer and the employee, it
persists as a problem for Malaysian
workers. Women workers, in particular,
may
lose
jobs,
promotions,
and
opportunities because of sexual harassment.
What is the
most common
type of
harassment in
todays
SEXUAL
workplace?
HARASSMENT
xample:
Embarrassing
Questions
Sexual Jokes
Sexual
Touching
Sexual Propositions
THIRD-PARTY HARASSMENT
Behavior not found offensive by some
employees can facilitate an offensive
environment for other employees.
Example:
A group of employees talking
about each
others sex lives in the presence of
another person who feels very
uncomfortable about such
NON-EMPLOYEE HARASSMENT
Sexual harassment by a nonemployee, e.g. Vendors,
Customers or Visitors is NOT
excusable behavior.
Harassment by a non-employee
CAN lead to sexual harassment
charges, just as sexual harassment
by an employee would.
SAME-SEX HARASSMENT
Disability
Disability
Sexual
Sexual Orientation
Orientation
Pregnancy
Pregnancy
Political
Political Affiliation
Affiliation
Physical
Physical Appearance
Appearance
A
Respectful
Workplace
Stop
harassm
ent
before it
starts.
THE
RESPECTFUL
WORKPLACE
APPRECIATING
DIVERSITY
ACCEPTING
DIFFERENCES
EQUALITY
How do
WE
stop
disrespectful
behavior?
S
T
O
P
Source
T
O
P
S
Target
O
P
Consider this:
S
Target
O
P
S
T
O
P
It
It is
is simply
simply the
the right
right thing
thing to
to do
d
S
T
O
Person in authority
Sourc
e
Target
Observer
Person in authority
Cont
In the meantime, the Ministry of Human
Resources is using its influence to encourage
employers to adopt the Code of Practice
against sexual harassment and an internal
mechanism to prevent sexual harassment at the
workplace. This code was introduced in 1999.
conclusion
Sexual harassment will continue to evolve and
become more difficult to eliminate, so organization
must act sexual harassment is a behavior that is
difficult to eliminate, but there are effective paths
that organizations can take to prevent incidents from
occurring or becoming a larger issue. I hope that all
your organization take this data into consideration
and on occasion utilize the option of terminations as
the tools to develop a healthy harassment free
environment.
The End