3. HARASSMENT FREE WORK PLACE
Basic Types of Harassment
Harassment is the unwanted conduct of race, sexual
orientation etc. it has the purpose to affect others and
creating effective environment for the others.
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
Sexual harassment as caused by the victim’s provocative dress or
Many times it is not the intention of the accused to sexually harass;
however sexually harassment based on: How the behavior affects others
%of the females workers claimed to have harassed at
%of the male workers claimed to have been harassed
%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
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
9. Traditional Example of Sexual harassment
Harassment by a male supervisor of a female
Harassment by co-workers based on a “hostile work
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,
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
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
17. Examples of Sexual Harassment
emails texts or
pictures of a sexual or
other harassment-related nature.
20. Do you think Harassment Cases reduce by
making this panel code section act in
21. What do you think Courts give proper
justice to harassment victim
Physical Effects: Emotional Effects: Performance
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
Form of discrimination
Criminal Rights Section of 509 as
substituted by Act 1M of 2010.
Company held responsible.
Organization liable if harasser is
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
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.
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.
Currently 13% of claims involve females filing against men
28. Steps to Fight Harassment
Written sexual harassment policy
Distribute the policy
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 .
"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%)."