STOP WORKPLACE SEXUAL HARASSMENT WITH 10 STEPS.

After familiarising oneself with the legal stipulations of sexual harassment according to Malaysian laws, can also refer back to the article Sexual Harassment at Workplace according Employment Act of 1955. Here are 10 ways how companies can guide the conducts of both employees and employers in decisively ending sexual harassment at the workplace.

1. Understand the definition of sexual harassment.

This is to ensure all staff understand what constitutes workplace sexual harassment and the accompanying ramifications. The definitions can be found in the previous section.

2. Integrate anti-harassment training and discriminatory treatment in your workplace.

Assign regular and ongoing mandatory training for employees and supervisors. Refresher training sessions are to be provided on an annual or as-needed basis.

3. Ensure your workplace has a sexual harassment policy in place.

It is highly recommended for businesses or organisations to have a published work policy on sexual harassment and ensure that it is well acquainted within the workforce. Provisions should include clear whistleblowing and reporting procedures.

4. Raise awareness of sexual awareness in the workplace.

By raising awareness, this acts as the most effective form of prevention as those who are aware that their behaviours can be interpreted as harassment are less likely to act in such a manner. This might also lead to an inherent change of their behaviours into adapting one that is more professional and suitable in an inclusive working environment.

5. Have clear harassment reporting procedures in place.

All staff, both men and women, must feel safe and comfortable in reporting behaviours that make them or other employees feel apprehensive, uneasy, or anxious.

6. Incorporate staff welfare into review meetings and appraisals.

Rather than treating these meetings as just another performance review exercise, initiatives can be taken to treat this as an opportunity for staffs to voice out or report on individuals that had conducted themselves in an improper manner.

7. Deal with any allegations and concerns immediately.

Do not delay or postpone in the mitigation of concerns raised by fellow staff members or employees especially when it involves sexual harassment in the workplace. Clear procedures that are in place must also reflect in the prompt address and management of these concerns efficiently.

8. Have a dedicated person in place to review any allegations.

For small or medium sized businesses, the individual holding this responsibility is often an HR person whereas in larger organisations it will often be managed by a dedicated staff member.

9. Zero tolerance policy for sexual harassment in the workplace.

It is axiomatic and imperative for a company or organisation to have in place a clear and definite zero tolerance policy towards sexual harassment. Enforcement of the rules must not be arbitrary and all employees regardless of stature within the organisation must be held equally accountable to the rules and regulations that are set. A police report should be filed if the situation deems it to be necessary.

10. Report any concerns immediately.

Inappropriate conducts, encountered either through first-hand experience or through the third person, need to be raised or reported immediately. Companies or organisations should highlight the importance of confidentiality so that concerns or reports can be confidently filed without fear of reprisals and retributions.