4. Objectives
• to increase knowledge about sexual
harassment in work, education, or training
environment in order to stop its
occurrence.
• to define sexual harassment and promote
the understanding of what is/what is not
sexual harassment.
• to promote dialogue about sexual
harassment
5. Objectives
• to provide guidelines for addressing
sexual harassment.
• to provide support for victims of sexual
harassment.
• to explain legal and other consequences
of sexual harassment.
• to understand your role and responsibility
in ensuring a work, education, or training
environment free of sexual harassment.
6.
7. Why should you be concerned
about Sexual harassment?
• Sexual Harassment behaviour is contrary
to the norms and values of the society.
• Sexual harassment in work, education, or
training environment violates civil rights
law.
• Being able to identify what constitute
sexual harassment conduct and knowing
how to respond to it.
8. What is Sexual Harassment?
According to US EEOC
• Unwelcome sexual advances, request for
sexual favors, and other verbal or physical
conduct of a sexual nature.
•Sexual harassment happens when submission
to, or rejection of this conduct explicitly or
implicitly affects an individual’s employment,
unreasonably interferes with an individual’s
work performance or creates an intimidating,
hostile, or offensive work (academic)
environment.
9. Sexual Harassment can occur
in a variety of circumstances, including
but not limited to the following:
• The victim as well as the harasser may be a
woman or a man. The victim does not have to
be of the opposite sex;
• The harasser can be the victim’s supervisor,
a lecturer, an agent of the employer, a
supervisor in another area, a co-worker, or a
non-employee;
10. Sexual Harassment can occur
in a variety of circumstances, including
but not limited to the following:
• the victim does not have to be the person
harassed but could be anyone affected by
the offensive conduct;
• Unlawful sexual harassment may occur
without economic injury to or discharge of
the victim;
• The harasser’s conduct must be unwelcome.
12. Some Relationships in which Sexual
Harassment could occur:
BOSS
YOU
STRANGERS
CO-WORKERS
13.
14. RA 7877 – Anti-Sexual Harassment
Act of 1995
• An Act Declaring Sexual Harassment Unlawful in the
Employment, Education or Training Environment and
For Other Purposes.
• SECTION 2 - Declaration of Policy- The State shall
value:
• the dignity of every individual,
• enhance the development of its human
resources,
• guarantee full respect for human rights,
• uphold the dignity of: 1. workers; 2. employees;
3. applicants for employment; 4. students,;or
5. those undergoing: training, instruction or
education.
15. SEXUAL HARASSMENT
(RA 7877) Section 3
- is committed by an employer, employee,
manager, supervisor, agent of the employer,
teacher, instructor, professor, coach, trainer,
or any other person who, having authority,
influence or moral ascendancy over another
- in
a
work,
or
education/training
environment,
- demands, request or otherwise requires any
sexual favor from the other, regardless of
whether the demand, request or requirement
for the submission is accepted by the object
of the said Act.
16. In work-related or employment
environment:
1.The sexual favor is made as a condition in
the hiring or in the employment, reemployment or continued employment of
said individual, or in granting said
individual favorable compensation, terms,
conditions, promotions, or privileges, or
the refusal to grant the sexual favor
results in limiting, segregating or
classifying the employee which in any
way would discriminate, deprive or
diminish employment opportunities or
otherwise
adversely
affect
said
employee.
17. In work-related or employment
environment:
2. The
acts would impair the
employees rights or privileges under
existing labor laws; or
3. The
acts would result in an
intimidating, hostile, or offensive
environment for the employee
18. In education/training environment:
a) Against one who is under the care, custody
or supervision of the offender;
b) Against one whose education, training,
apprenticeship or tutorship is entrusted to
the offender;
c) When the sexual favor is made a condition
to the giving of a passing grade, or the
granting of honors and scholarships, or the
payment of a stipend, allowance r other
benefits, privileges, or considerations; or
d) When the sexual advance result in an
intimidating,
hostile
or
offensive
environment for the student, trainee or
apprentice.
19. Types of Sexual Harassment
• QUID PRO QOU SEXUAL HARASSMENT
Quid pro quo sexual harassment occurs
when an employee is offered to be retained
in his/her job or be promoted in exchange
for sexual favors. The person who commits
quid pro quo sexual harassment is a person
with power to influence the victim's
employment or educational situation like a
supervisor, manager or a teacher.
20.
21. Types of Sexual Harassment
• HOSTILE WORK ENVIRONMENT
Hostile
work
environment
sexual
harassment, on the other hand, occurs when
a co-worker, manager or supervisor in the
work place makes unwelcome sexual advances
which interferes with work performance or
creates an intimidating, hostile or offensive
work and/or learning environment.
23. How common is Sexual Harassment?
• Sexual harassment is common in the
workplace
and
in
academic/training
institutions, it is not limited to any particular
profession, age, race, or gender;
• While the most common case of reported
sexual harassment involves “males harassing
females”, it could be known that there are
“females harassing males”, and either male or
female harassing members of their own
gender.
24. Range of Behaviour on SH
SEVERE
SEXUAL ASSUALT
COERCION
BULLYING
ANNOYING
MILD
Could be
done by
anyone!
Verbal or written
Physical
Non-verbal
Visual
Even
YOU!!!
25. Unacceptable Behaviours that Signal SH:
• Physical contact that includes touching,
pinching, patting, kissing, rubbing up against,
fondling, groping, grabbing or assault.
• Interfering with or blocking movement;
• Verbal sexual advances or propositions;
• Suggestive or obscene letters, notes,
invitations, or emails received at work or at
home;
• repeated face-to-face, telephone or email
invitations after having refused.
26. Unacceptable Behaviours that Signal SH:
• Verbal abuse of a sexual nature, including a
graphic comments about and individual’s body,
sexually degrading words to describe an
individual;
• Unwanted sexual advances or attention;
• Obscene or suggestive sounds and/or gift;
•Frequent discussion of sexual acts;
• Leering, making sexual gestures, displaying
sexually suggestive objects or pictures,
cartoons or posters;
• Making or using derogatory comments,
epithets, slurs, and joke.
27. Is it really Sexual harassment?
• If you are not sure about being
harassed, just ask yourself this
question:
– “Does it feel good or bad?”
• Flirting feels good for both parties,
whereas harassment feels bad for
the harassed, making him/her
uncomfortable.
28. Has any of these ever happened
to you?
• I’ve been the target of sexual
comments, jokes, teasing, gestures, or
looks;
• I have had my clothing pulled in a
sexual way;
• I have had sexual rumors about me;
• I have had my way blocked in a sexual
way;
• I have been touched, grabbed, or
pinched in a sexual way;
29. Has any of these ever happened
to you?
• I have been shown or given sexual
pictures photographs, illustrations,
messages, or notes;
• I have been physically intimidated
by others and felt unsafe in school;
• I have been penalized, threatened,
or further harassed as a result of
complaining about, or reporting
sexual harassment.
30. If you answered YES to one or
more of the questions,
chances are that you have been
sexually harassed.
31. What is the duty of the employer or head
of office in a work or education/training
environment?
prevent or deter the commission of
acts of sexual harassment and
provide the procedures for the
resolution, settlement or prosecution
of acts of sexual harassment.
Note:
- Administrative sanctions shall not be
bar prosecution in the proper courts
for unlawful acts of sexual
harassment.
32. References for filing Administrative Case
a. Republic Act No. 7877;
b.Memo Circular No. 2006-019 Revised Implementing
Rules and Regulations of CSC Resolution No. 01-0940;
c.CSC Resolution No. 01-0940 dated May 21, 2001 that
promulgates the Rules and Regulations defining
administrative offense of sexual harassment and
prescribing the standard procedure for the
administrative investigation, prosecution and resolution
of sexual harassment cases in public sector; and
d. PNP Memorandum Circular No. 2010-001 Revised
Implementing Rules and Regulations of CSC
Resolution
No.
01-0940
Re-Administrative
Disciplinary Rules on Sexual Harassment Cases
33. What if the employer of head
of office did not undertake any action
despite his/her knowledge of SH?
• The employer of head of office,
educational or training institution
will be held liable for the damages
arising from acts of sexual
harassment if they are informed by
the offended party of the
occurrence of such acts, yet no
action has been undertaken.
34. Can an offended party seek redress
by taking independent action?
• an offended party may take
independent action for damages
incurred in the act of sexual
harassment. She/he may also avail
of relief.
35. Penalties – RA 7877
• SECTION 7
imprisonment of not less than 1 month
nor more than 6 months, or
a fine of not less than ten thousand
pesos (P10,000.00) nor more than twenty
thousand pesos (P20,000.00), or both
such fine and imprisonment at the
discretion of the court.
Prescriptive period for actions arising
from this Act- three (3) years.
37. Case Scenario 1…
Alexander frequently tells offcolor jokes during team meetings. Lilia
is very offended. She doesn't think
Alexander's jokes are so funny.
Alexander's behavior is not sexual
harassment because his jokes are all
in fun, and he does not intend to
sexually harass anyone.
38. Case Scenario 1 –
• "all in fun" doesn't make it okay.
• This is Sexual Harassment and the
type is: "Hostile Work Environment:
When a co-worker or supervisor,
engaging
in
unwelcome
and
inappropriate sexually based behavior,
renders the workplace atmosphere
intimidating, hostile, or offensive.“
• Why? Because Alexander rendered
the
workplace
atmosphere
intimidating, hostile, or offensive for
Lila.
39. Case Scenario 2…
Suzanna and Haik enjoy a great
working relationship and just recently
have started dating. They can't seem to
get enough of each other. They take
breaks and lunch together and are often
seen flirting at the copy machine. They
are clearly infatuated with each other.
Romance has no place at work. This
couple's behavior is clearly sexual
harassment.
40. Case Scenario 2 –
• it is also Sexual Harassment and the type
is: “Hostile Work Environment: When a coworker
or
supervisor,
engaging
in
unwelcome and inappropriate sexually
based behavior, renders the workplace
atmosphere intimidating,
hostile,
or
offensive.“
• Why? Because Suzanna and Haik's public
displays of affection for one another in
the workplace rendered the workplace
atmosphere intimidating,
hostile,
or
offensive for possibly every other worker
in the office.
41. Case Scenario 3…
Anton is a Vice President of
Marketing at EZ Interactive Company and
he has hired Rosa, just out of graduate
school, as his assistant. Sometime after
Rosa started working at the company,
Anton tells her that the only way she can
keep her job at EZ Interactive is by
having sex with him. Rosa refuses and is
fired a few months later for poor job
performance. Rosa is the target of sexual
harassment.
42. Case Scenario 3 –
• This too is Sexual Harassment but
the type is: “Quid Pro Quo: a
person in authority, usually a
supervisor, demands sexual favors
of a subordinate as a condition of
getting or keeping a job benefit."
• Why? Because having sex with her
boss became a condition of her
employment and was fired when she
refused. This is CLEARLY illegal.
44. TRUE or FALSE of Sexual Harassment
• Quid pro quo is a form of sexual
harassment that includes offensive
verbal, visual and/or physical
contact that creates a hostile work
environment.
• TRUE or FALSE?
45. FALSE
• Requesting or demanding sexual
favor in exchange for promotion/
grade benefits, or threatening
reprisals if the favors are not given
is an illegal type of sexual
harassment known as QUID PRO
QUO Harassment.
46. TRUE or FALSE of Sexual Harassment
• The best way to stop sexual
harassment is to ignore it and it
will go away.
• TRUE or FALSE?
47. FALSE
• Sexual harassment includes staring
or leering that makes another
person feel uncomfortable and
intimidated, and if it is ignored, it
will not go away.
48. TRUE or FALSE of Sexual Harassment
• Sexual harassment is realy just a
form of teasing and it is not
against the law
• TRUE or FALSE?
49. FALSE
• Sexual harassment can be very
hurtful
and
have
long-lasting
effects on people. It is also against
the law.
50. TRUE or FALSE of Sexual Harassment
• People who sexually harass others
are
usually
motivated
by
attractions and desire.
• TRUE or FALSE?
51. FALSE
• Sexual harassment is about power,
not sex. A harasser’s action are
often meant to humiliate or
intimidate the victim.
52. TRUE or FALSE of Sexual Harassment
• If a girl wears revealing clothing
she cannot then complain about
being sexually harassed.
• TRUE or FALSE?
53. FALSE
• The responsibility to avoid sexual
harassment is on the person doing
the harassing. You cannot use the
way a person dresses as an excuse
for harassing them.
55. Strategies on how to prevent
Sexual Harassment
• If someone harasses you, tell
him/her to stop. Say you do not
like what she/he is doing to you.
• Keep
a
journal
of
your
experiences of SH. If the person
harassing you send you notes or
e-mail, keep them.
56. Strategies on how to prevent
Sexual Harassment
• Interrupt any harassment you
observe. Don’t be a bystander!
• Remind yourself that SH is
wrong, is illegal, and should stop!
Remember, it is not your fault.
Don’t ignore what is happening to
you, and hoping it will stop on its
own.
57. How can you help in preventing
Sexual Harassment?
• Share the information you gained
from this workshop to others;
• Be supportive of people you know
who are facing this problem.
Encourage them to resist and take
action;
58. How can you help in preventing
Sexual Harassment?
• If you observe SH, be courageous enough to
offer to be a witness. Put yourself in the
victim’s place and remember that you would
need encouragement and support if this ever
happened to you;
• Talk with you colleagues about things like
appropriate dress, joking around with sex,
personal relationship with co-workers or boss
and other things that people may try to use
against you if ever you are a victim of SH ;
There is a lot of confusion when things cross the line from flirting/joking to harassment.
There is a lot of confusion when things cross the line from flirting/joking to harassment.
All forms of sexual harassment in the employment, education or training environment are declared unlawful.
An example would be if a manager suggests that an employee goes out with him on a date or asks for a neck or back rub every so often in exchange for retaining her post or be promoted.In this type of sexual harassment, it is not important if the victim gave in or agrees to the offer. It is enough that the harasser floats or makes the offer and the victim is not barred from filing a claim if he or she later on changes his or her mind.
An example would be if a manager suggests that an employee goes out with him on a date or asks for a neck or back rub every so often in exchange for retaining her post or be promoted.In this type of sexual harassment, it is not important if the victim gave in or agrees to the offer. It is enough that the harasser floats or makes the offer and the victim is not barred from filing a claim if he or she later on changes his or her mind.
Example of a verbal harassing conduct is when one makes a sexual comment about a person's clothing, anatomy or looks. In cases of non-verbal sexually harassing conduct an example would be leering, staring or glaring at someone. Visual sexually harassing conduct on the other hand could be displaying sexually suggestive calendars, photographs, posters or cartoons in the workplace. Physically harassing conduct is when someone gives a massage around the neck or shoulders and the victim did not ask for it and regards it as offensive.In this type of sexual harassment, even the employer is liable if he has knowledge or should have knowledge of the sexual harassment perpetrated on one of the employees and the employer either does nothing about it or even faulted the victim for the happening of the sexually harassing conduct.In both cases, it would be to the best interest of the victim to secure the services of a lawyer immediately to protect the victim's legal rights.
There is a lot of confusion when things cross the line from flirting/joking to harassment.
There is a lot of confusion when things cross the line from flirting/joking to harassment.
Case Scenario 1 - "all in fun" doesn't make it okay. This IS Sexual Harassment and the type is: "2. Hostile Work Environment: When a co-worker or supervisor, engaging in unwelcome and inappropriate sexually based behavior, renders the workplace atmosphere intimidating, hostile, or offensive." Why? Because Alexander rendered the workplace atmosphere intimidating, hostile, or offensive for Lila.
Case Scenario 2 - This one is tricky, but it is also Sexual Harassment and the type is: "2. Hostile Work Environment: When a co-worker or supervisor, engaging in unwelcome and inappropriate sexually based behavior, renders the workplace atmosphere intimidating, hostile, or offensive." Why? Because Suzanna and Haik's public displays of affection for one another in the workplace rendered the workplace atmosphere intimidating, hostile, or offensive for possibly every other worker in the office.
Case Scenario 3 - This too is Sexual Harassment but the type is: "1. Quid Pro Quo: a person in authority, usually a supervisor, demands sexual favors of a subordinate as a condition of getting or keeping a job benefit." Why? Because having sex with her boss became a condition of her employment and was fired when she refused. This is CLEARLY illegal.
Of you are uncomfortable confronting the person directly, do it in writing.This will help you if you ever need to remember particular details. Getting your feelings on paper also might make you feel better…… your records might later help prove the harassment.
2. Don’t tell yourself (or believe if anyone else tells you) its your fault…..
