STEP 3: NARRATIVE ESSAY

    Nowadays, the problem of sexual harassment is increasingly "coming out of the closet". Companies are starting to realize that the problem is real, some managers are admitting that it could affect their staff, and more victims are starting to gather the courage to complain. And in terms of recent labour legislation, victims do have legal recourse. Yet most people do not fully understand the problem, its causes, its consequences, or its extent. Even more difficult is the question: How does one deal with such behaviour? Before considering the causes and consequences of, and possible cures for, this deep-rooted problem, we shall have to define it. Every man and woman who becomes aware of the implications of this issue can help both companies and individuals to address this insidious and destructive problem. Day by day, the cases reported has increased drastically. However, 98% of the cases reported in a survey conducted in South Africa in the early 1990s among members of the IPM and the Institute of Directors, related to men harassing women at work or in work-associated situations. On Dec,15 Wanita MCA chief, Datuk Heng Seat Kie said that the Anti-Sexual Harassment Act will empower authorities to protect women in the workplace, at home, and in public spaces and she also reported that the Women, Family and Community Development Ministry successfully tabled the Anti-Sexual Harassment Bill for the first reading that had received unanimous support.

     According to the news reported by the above-mentioned celebrities, we can know that the Malaysian government or non-government departments have tried to protect women and raise public awareness of anti-sexual harassment. Statistics in Malaysia prove that 36% of Malaysian women have experienced sexual harassment. Compared with 17% of men. Therefore, from our group discussion, we will share some effective ways to overcome sexual harassment. First, we should let everyone clearly understand the definition of sexual harassment. Most people do not know that certain behaviours or sports are considered sexual harassment, such as whistling, offensive remarks on clothing, or unwelcome comments on social media are all considered sexual harassment. Therefore, I suggest that all companies should conduct comprehensive training on workplace harassment and discriminatory treatment. The company should regularly train employees and supervisors. Provide annual or on-demand basis.

       Next, we should ensure that our work has a sexual harassment policy in place. Before we are hired by a company we should go through the rule and regulations of the company that had hired us. A successful organization or company should publish the sexual harassment at work policy and ensure that all staff are familiar with it. The policy should include clear whistleblowing and reporting procedures. If we have any enquiry about the policy or are unaware about the policy in our workplace, we should ask or speak out to the outline manager about having one put in place to protect all the staff. Many South African companies lack company policy, they don’t have clear policies and complaints and disciplinary procedures to deal with harassment or if they have them, they do not implement them. In research for an MBL thesis,76% of the women respondents said they had been harassed at work, while few of their companies had relevant policies. Women often resign rather than complain, since they do not know where to go, or if they do complain, it is either treated as a joke, or no action is taken by management. If management condones such behaviour or if victims end up being blamed, the perpetrator is encouraged to continue the pattern of harassment, affecting more and more women.

    In addition, NGOs or governments should raise awareness of sexual harassment. Public awareness is the most effective form of prevention. Those who are aware of behaviour that can be explained as harassment are less likely to behave in this way and are more likely to notice any form of harassment. This brief assessment will help employees gauge their perceptions of sexual harassment in the workplace.

    Finally, if you feel any uncomfortable situation occurs, we should report any concerns immediately. If you feel that the owner of the company or workplace has acted inappropriately towards you, or you have concerns about colleagues, please raise your concerns immediately. Your company policy should emphasize the importance of confidentiality so that you can raise your concerns without worrying about any negative consequences, such as suspension of pay or being fired. Complaint and disciplinary procedures, There must be clear guidelines on reporting and disciplinary procedures. Harassment must be communicated to all staff. Appropriate staff can be selected, appointed and trained as complaints directors. The right to take disciplinary measures when necessary. In large companies, counsellors can be appointed and trained to provide support and to give advice to staff who are sexually harassed or to counsel harassers if required. These may be the same people as the complaints officers and could possibly also sensitize and train managers and supervisors in the implementation of the policy.