Workplace harassment is a form of discrimination that shows up in different ways, such as verbal, visual, and physical harassment as well as intimidation.
It has negative effects on the victim’s physical and mental health, and job performance. It can cause absenteeism, turnover, and decreased productivity. Workplace harassment is not limited to sexual harassment but it is any form of harassment that creates a hostile or offensive work environment.
The International Labour Organization (2020) defines violence and harassment in the workplace as a range of behaviors, from physical assault to verbal abuse. It can occur in any workplace, regardless of the size or sector and threatens workers’ health and safety. Workers have the right to a conducive working environment, and they should be able to report incidents of abusive behavior without fear of retaliation.
Salin et al. (2018) conducted a study on how Human Resource Professionals (HRPs) in different countries conceptualize and prevent workplace bullying. Findings demonstrated that HRPs see bullying as a productivity and cost issue, spurring their efforts to counter bullying and highlighting training and policies as the preferred means to prevent bullying across countries.
The Malaysia Anti-Sexual Harassment Act 2022 (Act 840) defines sexual harassment as “any unwanted conduct of a sexual nature that is either: (a) unwelcome; or (b) offensive or intimidating.”
The Act, which came into effect on March 2023, establishes a number of other mechanisms to prevent and address sexual harassment. These include the requirement for employers to have preventive and responsive measures against sexual harassment.
Convention C190 (2019) by the ILO provides a number of practical recommendations for providing a workplace free from intimidation and abuse:
◾ Developing and implementing clear policies and procedures
◾ Providing training to workers and managers
◾ Creating a culture of respect and dignity
◾ Ensuring that workers have access to effective complaint mechanisms
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LeadWomen’s Inclusive Playbook programme
Finding it difficult to talk about violence in the workplace? LeadWomen’s Inclusive Playbook: Creating Safe Workplaces workshop is designed to allow participants unpack the elements in a thoughtful and non-invasive manner. We will also delve into steps on creating a positive workplace culture, and expands on the relationship between power and harassment.
The Play Program is anchored on the Women’s Empowerment Principles (WEPs) Training, a guiding framework created by UN Women and UN Global Compact to facilitate gender inclusion in the private sector globally. The comprehensive set of principles spans across Leadership, Workplace, Marketplace, and Community. As the official Malaysia partner for UN Women, LeadWomen has adapted the content to create the Play Program, taking into account local context.
Speak to Shuen at shuen@lead-women.com to know more about LeadWomen’s Inclusive Playbook programme!
https://www.lead-women.com/inclusive-playbook
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Citations
1️⃣ C190 – violence and harassment convention, 2019 (no. 190). Convention C190 – Violence and Harassment Convention, 2019 (No. 190). (2019). https://www.ilo.org/dyn/normlex/en/f?p=NORMLEXPUB%3A12100%3A0%3A%3ANO%3A%3AP12100_ILO_CODE%3AC190
2️⃣ Kherk Ying Chew, E. C. (2023, April 4). Malaysia: Update to the anti-sexual harassment act 2022. Global Compliance News. https://www.globalcompliancenews.com/2023/04/04/https-insightplus-bakermckenzie-com-bm-dispute-resolution-malaysia-update-to-the-anti-sexual-harassment-act-2022_03312023/
3️⃣ Safe and healthy working environments free from violence and harassment. International Labour Organization. (2020). https://www.ilo.org/wcmsp5/groups/public/—ed_protect/—protrav/—safework/documents/publication/wcms_751832.pdf
4️⃣ Salin, D., Cowan, R. L., Adewumi, O., Apospori, E., Bochantin, J., D’Cruz, P., Djurkovic, N., Durniat, K., Escartín, J., Guo, J., Işik, I., Koeszegi, S. T., McCormack, D., Monserrat, S. I., Olivas-Luján, M. R., & Zedlacher, E. (2018). Prevention of and interventions in workplace bullying: A global study of human resource professionals’ reflections on preferred action. The International Journal of Human Resource Management, 31(20), 2622–2644. https://doi.org/10.1080/09585192.2018.1460857
