Women Harassment, Types of Harassment.

1. HARASSMENT !!

2. HARASSMENT OF WOMEN AT
WORKPLACE

3. GROUP MEMBERS
Sana Maqsood
Fiza Badar
Marium Minhas
Noureen Karim
Sabica Sajid

4. DEFINITION OF
HARRASMENT
Harassment covers a wide
range of offensive behavior.
It is commonly understood as
behavior intended to disturb or
upset, and it is characteristically
repetitive.
In the legal sense, it is
intentional behaviour which is
found threatening or disturbing.

5. DEFINITION OF
WORKPLACE
HARRASMENT
Workplace harassment is
any type of unwelcome
action toward an
employee that leads to
difficulty in performing
assigned tasks or causes the
employee to feel he or she is
working in a hostile
environment.

6. FACTORS OF WORK PLACE
HARRASMENT
• The conduct must be unwelcome and offensive to
the employee.
• The employee must voice his or her objection to the
behavior.
• IT also take the form of prejudiced remarks or
tasteless jokes that have to do with an individual’s
personal beliefs, age, or sexual orientation.

7. workplace harrament is an
issue that involves
two worlds...
1) YOUR EXTERNAL WORLD
2) YOUR INTERNAL WORLD

8. when a women is being harassed at work place
she is faced with such following situations:
•Being ridiculed in front of your entire team at
staff meetings...
•Being lied about behind your back...
•Feeling like you're always on guard...
•Not being able to focus, and as a result your
work piles up...

9. TYPES:
• BULLYING
• STALKING
• SEXUAL HARASSMENT
• RELIGIOUS HARASSMENT
• DISABILITY HARASSMENT
• INTERNET HARASSMENT

10. BULLYING:

11. STALKING

12. SEXUAL HARASSMENT

13. RELIGIOUS HARASSMENT:

14. DISABILITY HARASSMENT:

15. INTERNET HARSSMENT:

16. CAUSES
• 1- violence and male self perception:
 The relationship between the sexes in many
countries around the world includes a
considerable amount of violence against
women.
 Sexual harassment is a form of violence
perceived as self-protection.

17. 2-The Economics of Women’s Work
 There has been a massive influx of women into
the labor force in the 1960s and 1970s, not only
in the U.S., but on a global scale .
 To exploit the presence of women .

18. 3- Discrimination as a Form Of
Workplace Control
Sexual harassment creates a climate of
intimidation and repression.
 Thus sexual harassment often accomplishes
informally what laws against sex-based
discrimination .


19. 4- DOMESTIC VIOLENCE
 It may start when one partner feels the need to
control and dominate the other.
 This domination can be in the form of
emotional, physical or sexual abuse.
 Violence is a reasonable way to resolve conflict
between people.

20. WOMEN HARASSMENT BILL 2010
1. The code provides the guideline of
behavior of all employs.
2. Harassment is not acceptable in work
premises or during any official activity
outside the organization.
3. An informal approach to resolve a
conflict of harassment.
4. A staff member may complain about
the incident to her supervisor or
member of inquiry committee

21. BILL 2010
5. If the harassment is of higher degree that complaint
might be proceed in formal manner.
6. The accused and complainant do not have to interact for
official purposes during investigation.
7. Harassment usually do not have strong evidence.

22. PUNISHMENT !!
MINOR PENALTIES:
•Censure
•Withholding for a specific period,
promotion or increment
MAJOR PENALTIES:
• Reduction to a lower post.
•Compulsory retirement.
•Remove from services.
•Dismissal from services.
•Fine.

23. EFFECTS
Discrimination ,workplace
harassment and sexual
harassment can cause:
Employees to be hurt
emotionally
Productivity to go down
Absenteeism to go up
Employees to be fearful
of others
Workplace morale to be
reduced.

24. COMPLAINT MECHANISM
• The complaints committee must be headed by a
woman and not less than half its members
should be women. The committee should include
an NGO/individual familiar with the issue of
sexual harassment.
• The complaint procedure must be time bound.
• Confidentiality must be maintained
• Complainants/witnesses should not experience
victimization/discrimination during the process.

25. PREVENTIVE STEPS
• Sexual harassment should be affirmatively
discussed
• Guidelines should be prominently displayed
• The employer should assist affected persons
• Names and contact numbers of members

26. “Freedom from sexual harassment is a condition
of work that an employee is entitled to expect.”

27. EMPLOYER’S RESPONSIBLITY

28. CONCLUSION

29. “Together
we must work to create and
maintain a work environment that is free
from discrimination, workplace harassment
and sexual harassment.”

32. Thank You! 