Sexual harassment in pakistan and how we stop this


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Sexual harassment in pakistan and how we stop this

  2. 2. HARASSMENT FREE WORK PLACEPresented by Mutahir Zaman khan
  3. 3. HARASSMENT FREE WORK PLACEContents Introduction Causes Facts Basic Types of Harassment Legality Responsibilities Questionares Statistics Benchmark Final comments
  4. 4. InroductionHarassment is the unwanted conduct of race, sexualorientation etc. it has the purpose to affect others andcreating effective environment for the others.
  5. 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. 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. 7. Types of Harassmenti. Bullyingii. Sexual harassment (main focus)iii. Racial harassmentiv. Harassment of religionv. Harassment of disability
  8. 8. Sexual HarassmentUnwelcome verbal, visual, or physical conduct of asexual nature that is severe or pervasive and affectsworking conditions or creates a hostile workenvironment
  9. 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. 10. What behavior may be Harassinga) Verbalb) Non-verbalc) Physical
  11. 11. “Of a Sexual Nature”Verbal/Written: Comments about clothing, personal behavior, or aperson’s body; sexual or sex-based jokes; requesting sexual favors orrepeatedly asking a person out; sexual innuendoes; telling rumorsabout 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; inappropriatetouching of a person or a person’s clothing; kissing, hugging,patting, stroking
  12. 12. “Of a Sexual Nature”Nonverbal: Looking up and down a person’s body; derogatorygestures or facial expressions of a sexual nature; following apersonVisual: Posters, drawings, pictures, screensavers, emails ortext of a sexual nature
  13. 13. Of a Non-Sexual NatureNon-sexual conduct may also be sexualharassment if you are harassed because youare female, rather than male, or because youare male, rather than female .
  14. 14. Quid Pro Quo (“This for that”)A person in a position of authority, typically asupervisor, demands sexual favors as acondition to getting or keeping a job benefit.
  15. 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. 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. 17. Examples of Sexual Harassment Transmitting or Posting emails texts or pictures of a sexual or other harassment-related nature.
  18. 18. Internal Trafficking3500300025002000 20101500 20111000 2012 500 0 Lahore Sheikhupura Islamabad Karachi
  19. 19. Do you think Harassment Cases reduce bymaking this panel code section act inPakistan Percentage 10% 40% YES 50% NO No comments
  20. 20. What do you think Courts give properjustice to harassment victim Percentage 30% YES 70% No
  21. 21. 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
  22. 22. 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.
  23. 23. Discriminatory harassment policy:It is the policy of “ fictitious company”, to maintain a workingenvironment free from discriminatory harassment. Any form ofunlawful discrimination, including harassment based on race, color,religion, gender, national origin, disability or any other characteristicprotected by applicable law, is strictly prohibited.
  24. 24. Steps to File a ComplaintLet the harasser know that his/her conduct is unwanted andunwelcome.Go to harasser’s supervisor and explain the circumstances. Be sure totake with you documented dates, times, and specific occurrences ifyou have them.
  25. 25. How harassed feels? Powerlessness Helplessness Guilt Anger Self – blame Depression Lowered self – esteem Concern Mentally well-being Physical well-being
  26. 26. 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.
  27. 27. 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
  28. 28. 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)
  29. 29. 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.
  30. 30. 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.
  31. 31. 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.
  32. 32. 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 .
  33. 33. Benchmark India"Most women faced incidents that were non-physical. 66of the 400 respondents faced a cumulative of 121incidents of sexual harassment. About 102 of the 121incidents were reported to be non-physical, whereas theremaining 19 incidents were physicalwomen are labourers (29%), domestic help (23%) andsmall-scale manufacturing (16%)."
  34. 34. Final Comments