ORGANISATION :F & F GROUP

DEPARTMENT :F & F SDH BHD

DATE
: 1 APRIL 2016

SEXUAL HARASSMENT

The prevention/
elimination of harassment is
EVERYONES
responsibility.

Everyone
Everyone should
should be
be familiar
familiar with
with th
th
legal
consequences
of
legal consequences of
harassment.
harassment.
If
If you
you are
are not
not
PLEASE--seek
PLEASE--seek assistance
assistance from
from
your
agency
your agency
in
in reviewing
reviewing the
the laws.
laws.

AGENCY POLICIES
REGARDING TYPES OF
HARASSMENT MUST INCLUDE:
Departmental philosophy
Responsibilities
Types of harassment
Reporting procedures
Consequences

 LEARN what to do.

Dont become the next news story

Or worse

The next COURT

case.

INTRODUCTION
Sexual harassment on the job is a form of
sex discrimination. Although it is illegal and
costly to the employer and the employee, it
persists as a problem for Malaysian
workers. Women workers, in particular,
may
lose
jobs,
promotions,
and
opportunities because of sexual harassment.

WHAT IS SEXUAL HARASSMENT

Sexual harassment is a form of sex
discrimination. It is unwanted sexual conduct
that affects employment decisions such as
whether to hire, fire, or promote a worker, or
the determination of wages and other work
conditions.

Just WHAT type

behavior is
unacceptable?

There is no clear answer to

this question!

What is the
most common
type of
harassment in
todays
SEXUAL
workplace?

HARASSMENT

2 categories of sexual harassment

Quid Pro Quo/sexual coercion

Hostile Work Environment/sexual
annoyance.

QUID PRO QUO/sexual coercion HARASSMENT

is a type of harassment which has direct
results in some consequence to the victim's
employment. It is an employment
discrimination.

xample:

supervisor demands sexual favors in

turn for better treatment of a subordina
threatens the subordinate with firing,
emotion, or transfer unless sexual favors
e given.

HOSTILE ENVIRONMEN HARASSMENT

Less obvious, but often the
foundation for charges of sexual
harassment.
It is also known as Sexual annoyance,
Sexual annoyance is a demeaning and
unwelcome sexually related behavior that is
offensive, hostile or intimidating to the
victim, but has no direct connection to any
job benefits.

OSTILE ENVIRONMENT HARASSMENT

Example:
If behavior of a sexual nature creates
an offending, intimidating, or hostile
work environment for another
employee, it is
sexual harassment.

HOSTILE ENVIRONMENT HARASSMEN

Courts are likely to find an illegal
hostile work environment where there
is:
Pornography
Degrading
Comments
Vulgar
Language

Embarrassing
Questions
Sexual Jokes

Sexual
Touching
Sexual Propositions

THIRD-PARTY HARASSMENT
Behavior not found offensive by some
employees can facilitate an offensive
environment for other employees.
Example:
A group of employees talking
about each
others sex lives in the presence of
another person who feels very
uncomfortable about such

NON-EMPLOYEE HARASSMENT
Sexual harassment by a nonemployee, e.g. Vendors,
Customers or Visitors is NOT
excusable behavior.
Harassment by a non-employee
CAN lead to sexual harassment
charges, just as sexual harassment
by an employee would.

SAME-SEX HARASSMENT

le harassment on another male, or fema

rassment on another female.
In 1998 the Supreme Court
stated that same-sex
harassment is illegal and will
not be tolerated.

OTHER TYPES OF HARASSMENT

Other types of harassment are equally

unacceptable with equally serious
consequences:
Religion
Race
Religion
National
Race
National Origin
Origin
Age
Age

Disability
Disability

Sexual
Sexual Orientation
Orientation

Pregnancy
Pregnancy
Political
Political Affiliation
Affiliation
Physical
Physical Appearance
Appearance

workplace should be a respectful pla

spend a significant amount of time in

R workplace.
Many of our jobs are already stressful
without
the added stress of harassment.

A
Respectful
Workplace

Why Respectful Behavior?

o one wants to work in an environment

here he or she feels harassed and
ncomfortable.

Respectful behavior facilitates more

productive employees.

isrespectful, harassing behavior can cos

he perpetrator their job.

Why Respectful Behavior?

- Studies found 50% of sexual harassment
cases co-workers or peers were the alleged
harassers.
- Only 26 % involved the immediate supervisor.
- Harassment lawsuits usually have personal legal & financial
consequences for the harasser.

The best thing would be:

Stop
harassm
ent
before it
starts.

The Building Blocks

THE
RESPECTFUL
WORKPLACE
APPRECIATING
DIVERSITY
ACCEPTING
DIFFERENCES
EQUALITY

How do

WE
stop
disrespectful
behavior?

S
T
O
P

Source
T
O
P

The source of the disrespectful

behavior has the responsibility
to stop behaving in such a manne
What about US. Are we
part of
the problem? Have we
added to
the disrespectful behavior?

S
Target
O
P

The target must help

confront the
Harassment/harasser!
If we are offended by others
actions or words, we need to
let
them know and ask them to
stop.

Consider this:

S
Target
O
P

The source of the disrespectful

behavior may not even know tha
his or her behavior is offensive
to us.

How can this person correct

his or
her behavior if he or she is
unaware of its impact?

Those who observe

disrespectful or harassing
behavior have a responsibility
to stop it when it occurs; and
one who
notices such is NEVER an
innocent
bystander!
bserver

S
T
O
P

It
It is
is simply
simply the
the right
right thing
thing to
to do
d

S
T
O
Person in authority

Every person in authority has

a duty
to keep the workplace free
from
offensive
and harassing
Each person
in authority is
behavior.
crucial to
creating a respectful
workplace.

Sourc
e
Target
Observer
Person in authority

Law that define Sexual

Harassment
There is only one law in existence that comes
close to dealing with the issue of sexual
harassment in Malaysia - Penal Code, section
509.
The Penal Code, section 509 provides that :
"WHOEVER, INTENDING TO INSULT THE MODESTY OF
ANY WOMEN, UTTERS ANY WORDS, MAKES ANY
SOUND OR GESTURE OR EXHIBIT ANY OBJECT,
INTENDING THAT SUCH WORD OR SOUND SHALL BE
HEARD, OR SUCH GESTURE OR OBJECT SHALL BE SEEN
BY SUCH WOMAN, SHALL BE PUNISHED WITH
IMPRISONMENT FOR A TERM WHICH MAY EXTEND TO 5
YEARS OR WITH FINE, OR WITH BOTH".

Cont
In the meantime, the Ministry of Human
Resources is using its influence to encourage
employers to adopt the Code of Practice
against sexual harassment and an internal
mechanism to prevent sexual harassment at the
workplace. This code was introduced in 1999.

conclusion
Sexual harassment will continue to evolve and
become more difficult to eliminate, so organization
must act sexual harassment is a behavior that is
difficult to eliminate, but there are effective paths
that organizations can take to prevent incidents from
occurring or becoming a larger issue. I hope that all
your organization take this data into consideration
and on occasion utilize the option of terminations as
the tools to develop a healthy harassment free
environment.

are about WHAT you say

HOW you say it--

Before you say it!

The End