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Sexual harassment in pakistan and how we stop this

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  • 1. HARASSMENT FREE WORK PLACE
  • 2. HARASSMENT FREE WORK PLACEPresented by Mutahir Zaman khan
  • 3. HARASSMENT FREE WORK PLACEContents Introduction Causes Facts Basic Types of Harassment Legality Responsibilities Questionares Statistics Benchmark Final comments
  • 4. InroductionHarassment is the unwanted conduct of race, sexualorientation etc. it has the purpose to affect others andcreating effective environment for the others.
  • 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. 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. Types of Harassmenti. Bullyingii. Sexual harassment (main focus)iii. Racial harassmentiv. Harassment of religionv. Harassment of disability
  • 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. 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. What behavior may be Harassinga) Verbalb) Non-verbalc) Physical
  • 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. “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. 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. 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. 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 unwanted flirting
  • 17. Examples of Sexual Harassment Transmitting or Posting emails texts or pictures of a sexual or other harassment-related nature.
  • 18. Internal Trafficking3500300025002000 20101500 20111000 2012 500 0 Lahore Sheikhupura Islamabad Karachi
  • 19. Do you think Harassment Cases reduce bymaking this panel code section act inPakistan Percentage 10% 40% YES 50% NO No comments
  • 20. What do you think Courts give properjustice to harassment victim Percentage 30% YES 70% No
  • 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. 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. 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. 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. How harassed feels? Powerlessness Helplessness Guilt Anger Self – blame Depression Lowered self – esteem Concern Mentally well-being Physical well-being
  • 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. 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. 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. 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. 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. 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. 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. 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. Final Comments