3. Sexual Harassment in the
Workplace
Employers Federation of Ceylon & ILO define
(quoted in the Haley’s Anti-Sexual Harassment
Policy)
Conduct which is unwelcome, unsolicited,
unacceptable, unreasonable and offensive to the
recipient of an overtly or covertly sexual nature,
affecting the dignity of women and men at work,
including the conduct of superiors, colleagues and
subordinates.
4. Therefore, irrespective of whether the conduct is
unintentional or deliberate, it is unwanted and
especially if it is repeated it can qualify as sexual
sexual harassment.
Some forms of sexual behavior are so offensive that
they are considered deliberate, inappropriate , and
even criminal acts even if they are performed once.
Other behaviors may have to be repeated for them to
considered harassment
(ILO & EFC)
5. It is important to note that
behaviour, considered
acceptable in one context,
context, may be
construed as harassment in
harassment in another.
6. Scenario I
(a) unwelcome sexual advances,
requests or demand for sexual
favors, either explicitly or implicitly,
in return for employment,
promotion or other benefits
7. (b) Material that is sexist, sexually
explicit, etc. displayed publicly,
circulated or distributed on a
computer, fax machine, mobile phone
or any other device
Scenario II
8. (c) Verbal abuse or comments
that put down or stereotype
people generally, or an
individual particularly,
because of their gender.
Scenario III
9. (d) Sexually suggestive or
explicit verbal abuse, gestures
or comments that would create
an uncomfortable atmosphere
for the individual.
Scenario IV
