1. HARASSMENT FREE WORK PLACE

2. HARASSMENT FREE WORK PLACE
Presented by Mutahir Zaman khan

3. HARASSMENT FREE WORK PLACE
Contents
 Introduction
 Causes
 Facts
 Basic Types of Harassment
 Legality
 Responsibilities
 Questionares
 Statistics
 Benchmark
 Final comments

4. Inroduction
Harassment is the unwanted conduct of race, sexual
orientation etc. it has the purpose to affect others and
creating effective environment for the others.

5. Causes
 Sexual harassment as justified because women were working in jobs
traditionally held by men (i.e. “this is men’s work - women don’t belong
here”)
 Sexual harassment as caused by the victim’s provocative dress or
behavior
 Many times it is not the intention of the accused to sexually harass;
however sexually harassment based on: How the behavior affects others

6. Facts
 %of the females workers claimed to have harassed at
work
 %of the male workers claimed to have been harassed
at work
 %of targets took no action
 %of women claimed the harasser was a man
 %of men claimed the harasser was a women

7. Types of Harassment
i. Bullying
ii. Sexual harassment (main focus)
iii. Racial harassment
iv. Harassment of religion
v. Harassment of disability

8. Sexual Harassment
Unwelcome verbal, visual, or physical conduct of a
sexual nature that is severe or pervasive and affects
working conditions or creates a hostile work
environment

9. Traditional Example of Sexual harassment
 Harassment by a male supervisor of a female
subordinate.
 Harassment by co-workers based on a “hostile work
environment.”

10. What behavior may be Harassing
a) Verbal
b) Non-verbal
c) Physical

11. “Of a Sexual Nature”
Verbal/Written: Comments about clothing, personal behavior, or a
person’s body; sexual or sex-based jokes; requesting sexual favors or
repeatedly asking a person out; sexual innuendoes; telling rumors
about a person’s personal or sexual life; threatening a person,
sending emails or text messages of a sexual nature.
Physical: Assault; impeding or blocking movement; inappropriate
touching of a person or a person’s clothing; kissing, hugging,
patting, stroking

12. “Of a Sexual Nature”
Nonverbal: Looking up and down a person’s body; derogatory
gestures or facial expressions of a sexual nature; following a
person
Visual: Posters, drawings, pictures, screensavers, emails or
text of a sexual nature

13. Of a Non-Sexual Nature
Non-sexual conduct may also be sexual
harassment if you are harassed because you
are female, rather than male, or because you
are male, rather than female .

14. Quid Pro Quo (“This for that”)
A person in a position of authority, typically a
supervisor, demands sexual favors as a
condition to getting or keeping a job benefit.

15. Hostile Work Environment
 Verbal, physical or visual forms of harassment, that are
sexual in nature, "sufficiently severe, persistent, or
pervasive" and unwelcome fall under the category of
Hostile Environment Sexual Harassment.
 A single, severe incident, such as a sexual assault, could
create a hostile environment. More commonly, a "hostile
environment" is created by a series of incidents.

16. Examples of Sexual Harassment
 Unwanted jokes, gestures, offensive words on clothing, and
unwelcome comments and witty responses.
 Repeated requests for dates that are turned down or
unwanted flirting

17. Examples of Sexual Harassment
 Transmitting or
 Posting
 emails texts or
 pictures of a sexual or
 other harassment-related nature.

19. Internal Trafficking
3500
3000
2500
2000 2010
1500 2011
1000 2012
500
0
Lahore Sheikhupura Islamabad Karachi

20. Do you think Harassment Cases reduce by
making this panel code section act in
Pakistan
Percentage
10%
40%
YES
50% NO
No comments

21. What do you think Courts give proper
justice to harassment victim
Percentage
30%
YES
70% No

22. Effects
Physical Effects: Emotional Effects: Performance
Effects:
Changes in body weight Anger / Irritability Acting out
Illness Depression Damaged reputation
Dependence on alcohol Loss of trust in others Drop in quality of work
/ drugs Embarrassment Declining grades
Headaches/stomach Low self-esteem Switching schools/
aches Fear / Intimidated universities
Sleeplessness Self-blame Switching classes
Ulcers Powerlessness Tardiness
Truancy

23. Legality
 Form of discrimination
 Criminal Rights Section of 509 as
substituted by Act 1M of 2010.
 Company held responsible.
 Organization liable if harasser is
supervisor.

24. Discriminatory harassment policy:
It is the policy of “ fictitious company”, to maintain a working
environment free from discriminatory harassment. Any form of
unlawful discrimination, including harassment based on race, color,
religion, gender, national origin, disability or any other characteristic
protected by applicable law, is strictly prohibited.

25. Steps to File a Complaint
Let the harasser know that his/her conduct is unwanted and
unwelcome.
Go to harasser’s supervisor and explain the circumstances. Be sure to
take with you documented dates, times, and specific occurrences if
you have them.

26. How harassed feels?
 Powerlessness
 Helplessness
 Guilt
 Anger
 Self – blame
 Depression
 Lowered self – esteem
 Concern
 Mentally well-being
 Physical well-being

27. Work place Harassment Facts
 50 - 70% of women
 5 -10% of men sexual harassment in the work place.
 Approximately 14,000 cases sexual harassment
 (NCSW) in May 2010 on the directive of Prime Minister in Pakistan.
 NCSW reports
 Currently 13% of claims involve females filing against men
supervisors.

28. Steps to Fight Harassment
 Written sexual harassment policy
 Distribute the policy
 Conduct training
 Audit employment decisions
 Conduct through and prompt investigations
 Take prompt and effective remedial action
 Follow up on remedial measures

29. Preventive steps
 Sexual harassment should be affirmatively discussed at workers’
meetings, employer- to employee meetings, etc.
 Guidelines should be prominently displayed to create awareness of
the rights of female employees
 The employer should assist persons affected in case of sexual
harassment by outsiders
 De-sexualize the workplace
(Focus on professionalism, not sexuality)

30. Preventive steps
 Central and State governments must adopt measure
including legislation to ensure that private employers
also observe guidelines.
 Name and contact numbers of members of the
complaint committee must be prominently displayed.

31. Women Employee Responsibilities
 Say “NO” clearly
 Document what happened
 Report the harassment
 Review your personnel file
 Use the grievance procedure at work
 Involve your Union.
 Fill a discrimination complaint with a Government Agency.
 File a lawsuit.

32. Women Employee Responsibilities
 Recognize sexual harassment as a serious offence.
 Recognize the responsibility of the company/ factory/
workplace to prevent and deal with sexual harassment
at the workplace.

33. Women Employee Responsibilities
 Formulate an anti – sexual harassment policy.
 A statement that anyone found guilty of harassment
after investigation will be subject to disciplinary action.
 The range of penalties that the complaints committee
can levy against the offender .

34. Benchmark
India
"Most women faced incidents that were non-physical. 66
of the 400 respondents faced a cumulative of 121
incidents of sexual harassment. About 102 of the 121
incidents were reported to be non-physical, whereas the
remaining 19 incidents were physical
women are labourers (29%), domestic help (23%) and
small-scale manufacturing (16%)."

35. Final Comments