Sexual Harassment in Workplace
Sexual Harassment in Workplace
Table of Content[pic 1]1.0 Introduction 2.0 Theories/ Models of Sexual Harassment 3.0 Verbal and Non Verbal Sexual harassment 4.0 Dress Code in Workplace 5.0 Issue Women on Men Sexual Harassment 6.0 Impacts on Victims 7.0 Way to Prevent Sexual Harassment in the Workplace 8.0 Education on Sexual Harassment 9.0 Conclusion 10.0 References [pic 2][pic 3]1.0 IntroductionToday, approximately 40 percent of workplace discrimination lawsuits involve allegations of sexual harassment, and U.S. companies are buying “sexual harassment insurance” to protect themselves .Both employers and employees must understand the concept of sexual harassment to avoid violating these laws and to be able to defend them if they are harassed. The kinds of behavior considered sexually harassing appear to vary among different cultures. Some may take sexual interactions as enjoyable or fun, while others may view them as harmful.While in Malaysia, the Human Resources Ministrys Code of Practice on the Prevention and Eradication of Sexual Harassment in the Workplace (1999) lists the sexual harassment are categorized in five types which are verbal harassment, sign/ non-verbal harassment, visual harassment, psychology harassment and physical harassment. The examples of verbal harassment are offensive or suggestive remarks through words, jokes, and jesting, vulgar sounds. The example for non-verbal sign harassment is leering or ogling with suggestive overtones. A lips licking, holding something as specific temptation, body language or sign language reflect sex with persistent flirting are consider as non-verbal sign harassment. Visual harassment is the kind of harassment by show up sexual material, picture, written material or showing sexual human body without any reasonable reason. Psychology harassment is continuously social invitation which refused to accept, repeating persuasion for romance and kissing. Physical harassment is inappropriate touching, patting, pinching, stroking, brushing up against the body, hugging, kissing, fondling and sexual assault.
According to Department of Labour Peninsular Malaysia, Ministry of Human Resources in the issues of sexual harassment in workplace being reported and accepted from year 1999 to 2010 totals is 297 cases. The highest cases are in year 2000, 61 cases. Follow by the year 2001, 46 cases and year 1999, 29 cases. The lowest is year 2007, 9 cases. Besides that, the year 2010 is the latest statistic record, 20 cases being reported and accepted. In year 2002 a study conducted by All Women’s Action Society (AWAM) and Women’s Development Collective (WDC) found that 35% of respondents in Malaysia had been experiences one or more forms of sexual harassment.Currently, Department of Labour Peninsular Malaysia, Ministry of Human Resources has established The Preventive and Eliminative Programs of Sexual Harassment at the workplace to defend the employee secure, especially the women worker. The objective is to establish the awareness in handling sexual harassment at workplace, encourage employers’ awareness through Internal Sexual Harassment Preventive mechanism and expose to the people about their right when the sexual harassment happen in the organization. The programs are implication for both female and male. Legal action can be taken under other provisions in the Penal Code, Employment Act 1955, and the Industrial Relations Act 1967.2.0 Theories/ Models of Sexual HarassmentAccording C.M. Hunt, M.J. Davidson, S.L. Fielden, H. Hoel, (2010) to understanding the causes and precursors of sexual harassment and sexually harassing behavior has been termed the Person X Situation Analysis. This model is build up by personal factor and situational factor, status and opportunity will lead to harassment behavior. While the leadership type in the organization will influence the attitude toward sexual harassment. From the research result, an authoritarian and a laissez faire style will lead to sexual harassment issue.