Slide Present ISU2 Moral

8/8/2019 Slide Present ISU2 Moral

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SexualHarassment at

the WorkplaceCreated By:

Nursuhadah Binti Moahamad Ramdzan

Nor Haslizah Binti Samsuddin


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DEFINITION

SEXUAL HARASSMENT is defined asunwelcome sexual advances, requests forfavors and other verbal or physicalconduct of a sexual nature that takes

place under any of the followingconditions:

submission to such conduct is made eitherexplicitly or implicitly a term or conditionof an individuals employment


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submission to or rejection of such conduct by an individual isused as the basis for employment decisions affecting suchindividual.

Such conduct has the purpose or effect of unreasonablyinterfering with an individuals work performance or creatingan intimidating, hostile or offensive work environment.


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Forms of Sexual Harassment

Verbal - Words, comment, joke, prank,sound and questions in the form of threatsor sexual suggestions.


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Intimidation or Threats

Quid pro quo

something for something

you scratch my back Iscratch yours


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Non-verbal / signal - Opinion or cast a

signal/ non-verbal impla an intention ordesire, lick the lips or eat foodwith how toseduce, hand signals or sign languagesuggests that sexual behavior and other.


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Visual disturbances - Showingpornographic materials, drawing obscenepictures, writing letters based on sexualand other.


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Psychological - Repeat the invitation that

was not socially acceptable, persuadepersuasion continued and other. Like wantto kiss.


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Physical - Unwanted touch, tap,pinching, stroking, brushing upagainst the body and other.


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S T A T I S T I C

A study on victims and harassers in Johor Bahru in2004.

There are 12 bahavioral about sexual harassment:

Sexual harassment is common that over 50% of the victimsthemselves.


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Behavior is touch 60%

Receive phone calls based sex 58%

Which based observed adult 62%

Given the signal based adult 60% Listening to adult conservations 54%

Reproved with words based on the

adult body 56% Exposed with material based sex

74%


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Joke prank using obscene language74%

Became the target of sexualmetaphor 66%

Standing and sitting with close to feeluncomfortable 68%

Touch body parts like hands and notdifficult etc 52%

Reproved the word sex is diffusesech as sweet love, two heart are notsincere 52%


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There are also some behaviors thatare not frequent, is less than 10%doneby perpetrators over victims.

Behavior that includes kiss 2% Forced to accept sex invitation orsocial 10 %

Rewards promised to cooperate if the

sexual act based 2 % Back later requested more time

though or work there is no work to bedone 8 %


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Presented the gift based such asintimate lingerie 4 %

Forced to do physical relationshipsex 4 %

Forced to accept social invitations 10%


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Sexual harassment in theworkplace is generally into two

conditions, namely

Quid Pro Quo and theenvironment is causing the

threat


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Quid Pro Quo is a condition where aperson of high rank and has the power to

control employee (victim) to act or sexualharassment of subordinate employees.


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The employee shall comply with therequirements of subordinate perpetrators

because victims will feel depressed if notcompliant to the requirements ofstakeholders so that victims themselves willfind a way out such as leave request, the

victim will stop working or stopped workingby the perpetrators.


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Environment that is causingthe threat

While the second is the environment thatpose a threat is meant sexual harassmentcommitted against victims who should not

touch such as, use of obscene language orobscene signals and the like.


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PENAL CODE Section 354: Outraging modesty

assault or use of criminal force to a person with intentto outrage modesty

Section 375: Rape intercouse with a woman

against her will,

without consent ,

with consent but consent obtained under threat, orunder a misconception, or when the women was

unable, to understand the consequences women under 16 years of age


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Section 509: Words or gesture intended toinsult the modesty of a woman

words, sounds or gestures

exhibits objects

Section 498: Enticing or taking away ordetaining with criminal intenta marriedwoman ( illicit sex)


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E F F E C T SPERSONAL IMPACT

For the victims, it often produces feelings of revulsion,disgust, anger, and helplessness. It damages the victim'shealth. It results in emotional and physical stress andstress-related illnesses.Victims may experience severe emotional trauma, anxiety,nervousness, depression and feelings of low self-esteem(Code of Practice on the Prevention and Eradication ofSexual Harassment in the Workplace, The Ministry ofHuman Resources, Malaysia).Some of the health effects, that can occur in someone whohas been sexual harassed as depression, sleeplessness ornightmare, difficulty concentrating, fatigue or loss ofmotivation and traumatic stress as Post Traumatic StressDisorder(PTSD).

ome o e e ec s o sexua


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ome o e e ec s o sexuaharassment victim can

experience: Decreased work performance as the

victim must focus on dealing with the

harassment and the surrounding

dynamics and/or effects; psychologicaleffects or harassment can also decrease

work performances.

Loss of trust in the types of people thatoccupy similar positions as the harasser.


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Some of the health effects, that can occur

in someone who has been sexual

harassed as depression, sleeplessness or

nightmare, difficulty concentrating, fatigueor loss of motivation and traumatic stress

as Post Traumatic Stress Disorder(PTSD).


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ORGANIZATIONAL IMPACT

Effects of sexual harassment on organizations Decreased productivity and increased team conflict

Decrease in success at meeting financial goals (because of team conflict) Decreased job satisfaction Loss of staff and expertise from resignations to avoid harassment or

resignations/firings of alleged harassers; loss of students who leave school to

avoid harassment Decreased productivity and/or increased absenteeism by staff or students

experiencing harassment

Increased health care costs and sick pay costs because of the healthconsequences of harassment

The knowledge that harassment is permitted can undermine ethical standardsand discipline in the organization in general, as staff and/or students lose

respect for, and trust in, their seniors who indulge in, or turn a blind eye to,sexual harassment

If the problem is ignored, a company's or school's image can suffer


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MEASURE TO OVERCOME

In discussing issues related to sexual harassment, there are

many ways that can be taken to overcome and deal with this

problem. Although arise shyness and humility for the victims,

necessary for them to know there are several policies and laws

that help them. As a victim:

The way that can be taken by the victim is tell the harasser that is

behavior is unwelcome and that you want to stop it.

If the harasser continues, talk to someone in your organization who

could help you. must record the details of each event as date, time, location, what happened,

what was said, how you felt, and the names of any witnesses or others

victimized by this person.


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Complaint procedures:

Victim of sexual harassment should submit in writing of suchcomplaint to the Managing Director within 48 hours from the date ofoccurrence and allow 4 weeks to investigate and take appropriateaction. (If the complaint is against the Managing Directors, suchmatter shall be referred to the Management Committee).

Following the receipt of the complaint, the Managing Director shall

assign a Management Committee who is not a party in thecomplaint to carry out a full investigation and to inform the victim ofthe results of the investigation.

The Company shall maintain confidentiality of the report and thedetails of the investigations to the fullest extent possible.

If the outcome of the investigation is not satisfactory, the victim may

then refer his/her complaint to the Ministry of Human Resources ortake up a personal law suit against the harasser.

Source: Department of Labor, Ministry of Human Resources,Malaysia.


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Organization Policy

It is the duty of all managers to ensure that the companys policy onsexual harassment and any amendment or revision made from timeto time shall be brought to the notice of employees. All policystatement will be regularly reviewed, revised as necessary and anyrevisions brought to the notice of employees.

It is the policy of Telekom Malaysia to provide a workingenvironment that is free from sexual advances, requests for sexual. and other verbal or physical conduct. Telekom Malaysiastands firm against all form of sexual harassment in the work place .

An injury to one is lying to all. Dignity and respect for all workers is a

high priority Telekom Malaysia. (Ministry of Human Resources,Malaysia).


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It is the companys policy to provide adequate

measures to create and maintain a workplace

that is free from sexual harassment. The

company requires all employees to cooperatewith the management in maintaining a safe

working condition, and to prevent and avoid any

situation or action that could be construed as

harassment, humiliation and intimidation of asexual nature to themselves and to others.


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Goverment

The Industrial Court declared that sexual harassment atthe workplace is an offence and set out there is animplied essential term of all contracts of employment andthat an employer has the obligation to respect an

employees dignity. Such a decision of the court is significant in the industrialjurisprudence of Malaysia, since it is a great departurefrom the earlier stance on the issues of sexualharassment at the workplace, where the victims veracity

is assumed to be linked to her ability to react and gothrough the procedures like making a policereport( Zeenath Kausar: 2005).

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Slide Present ISU2 Moral