UNDERSTANDING

SEXUAL
HARASSMENT
TABLE OF CONTENTS

INTRODUCTIO THEORETICAL PERSPECTIVE

01 N
Sexual Harassment
02 OF SEXUAL HARASSMENT
Five Theories

RELEVANCE OF
PHILIPPINE LAWS ON

03 04
SEXUAL
SEXUAL HARASSMENT
HARASSMENT
THEORIES
TABLE OF CONTENTS

SEXUAL

05 06
HARASSMENT IN SUMMARY
THE CIVIL SERVICE

07 ASSESSMENT
WHAT IS
SEXUAL
HARASSMENT?
INTRODUCTIO
N
01
Sexual
Harassment
SEXUAL
HARASSMENT

Sexual harassment is not merely a problem

of safety and health and unacceptable working
conditions, but is also a form of violence primarily
against women. International Labor Organization (ILO)
defined sexual harassment as a sex-based behavior that
is unwelcome and offensive to the recipient.
Harassment and sexual harassment are recognized as a
form discrimination on the grounds of sex and contrary
to the principle of equal treatment between men and
women.
SEXUAL
HARASSMENT

In the Philippines, Republic Act No.

7877 or the "Anti-Sexual Harassment Act of 1995"
defines work-, education-, or training-related
sexual harassment. It applies to an employer,
employee, manager, supervisor, agent of the
employer, teacher, instructor, professor, coach,
trainor, or any other person having authority,
influence, or moral ascendancy over another in a
work or training environment..
02
THEORETICAL
PERSPECTIVES
OF SEXUAL
HARASSMENT
THEORETICAL PERSPECTIVES
OF SEXUAL HARASSMENT
Sexual harassment cannot be understood from the perspective of a
single theory, but it is always a combination of different predictors. However,
there have been five widely accepted theories that attempt to explain the
phenomenon from different angles and perspectives. These include
organizational approach, feminist theory, role theory, and attributional models of
sexual harassment.
THEORETICAL PERSPECTIVES
OF SEXUAL HARASSMENT
1. Natural/Biological Theory
According to this model, men have stronger sex derives, and are therefore,
biologically motivated to engage in sexual pursuit of women. Thus, the
harassing behavior is not meant to be offensive or discriminatory, but is merely
the result of biological urges. Its assumptions include a natural, mutual
attraction between men and women, a stronger male sex drive, and men in the
role of sexual initiators. A key strength of the natural/biological perspective is
that it acknowledges the innate human instincts potentially driving sexually
aggressive behavior (Tangri et al. 1982).
THEORETICAL PERSPECTIVES
OF SEXUAL HARASSMENT
2. Sex Role Spillover Theory
This theory is based on the proposition of irrelevant gender-based role
expectations that individuals bring to the workplace in guiding their interactions with
women. Men hold role perceptions of women based on their traditional role in our
culture.

When women take jobs outside of these traditional areas to work in the
male dominated workplace, men rely on these gender-based expectations when
interacting with women therefore, perceiving women in their gender role over and
above their work role. Therefore, men are more likely to sexualize their
experiences, including work experiences, and are therefore, more likely to make
sexual remarks or engage in sexualized behavior, thus accounting for the fact that
women experience more sexual harassment than men (Barbara Gutek 1982).
THEORETICAL PERSPECTIVES
OF SEXUAL HARASSMENT
3. Organizational Theory
Proponents of this theory propose that one of the central concepts that
help to explain sexual harassment is power (Cleveland and Kurst 1993). This theory
proposes that sexual harassment results from the opportunities presented by power
and authority relations which derive from hierarchical structures of organizations
(Gruber 1992).

This perspective emphasizes that the structure of organizational

hierarchy invests power in certain individuals over others that can lead to abuse.
Thus, sexual harassment is all about expression of male power over women that
sustain patriarchal relations.
THEORETICAL PERSPECTIVES
OF SEXUAL HARASSMENT
4. Socio-cultural Theory
Socio-Cultural theories examine the wider social and political context in
which sexual harassment is created and occurs. According to this perspective,
sexual harassment is a logical consequence of the gender inequality and sexism
that already exists in society （ Gutek 1985; Thomas and Kitzinger 1997).

This theory asserts that women's lesser status in the larger society is
reflected at the workplace structures and culture-thus, male dominance continues
to be the rule.

Herein, sexual harassment is only one manifestation of a much larger

patriarchal system in which men are the dominant group reflecting the larger
society's differential distribution of power and status between the sexes. The
perpetrators of sexual harassment have no regard for women as an equal human
being. Therefore, molesting women is a part and parcel of male idea of fun in the
society.
THEORETICAL PERSPECTIVES
OF SEXUAL HARASSMENT
5. Feminist Theory
According to the feminist perspective, sexual harassment is linked to
the sexist male ideology of male dominance and male superiority in the society.
Therefore, feminists' theories view sexual harassment as the product of a gender
system maintained by a dominant, normative form of masculinity. Thus, sexual
harassment exists because of the views on women as the inferior sex, but also
sexual harassment serves to maintain the already existing gender stratification by
emphasizing sex role expectations (Gutek 1985).
03
RELEVANCE OF
SEXUAL
HARASSMENT
THEORIES
RELEVANCE OF SEXUAL HARASSMENT
THEORIES
Men have always occupied a dominant position over women in
societies, of which the workplaces are only a part. Harassment is widespread in
both the public and private sectors and it has significant consequences for
employees' health and psychological well-being. The vulnerability of women as a
weaker sex has traveled towards workplaces and academe, where it is considered
natural and normal for men to respond sexually towards women.
04
PHILIPPINE
LAWS ON SEXUAL
HARASSMENT
 PHILIPPINE LAWS ON SEXUAL
HARASSMENT
Republic Act No.7877, or the Anti-Sexual Harassment Act of 1995 (RA 7877), is the
governing law for work-, education-, or training-related sexual harassment.
Specifically, in a work-related or employment environment, sexual harassment is
committed when:
1. The sexual favor is made as a condition in the hiring or in the employment, re-employment
or continued employment of said individual, or in granting said individual favorable
compensation, terms of conditions, promotions, or privileges; or the refusal to grant the sexual
favor results in limiting, segregating, or classifying the employee which in any way would
discriminate, deprive, or diminish employment opportunities or otherwise, adversely affect said
employee;

2. The above acts would impair the employee's rights or privileges under existing labor laws; or

3. The above acts would result in an intimidating, hostile, or offensive environment for the
employee.
 PHILIPPINE LAWS ON SEXUAL
HARASSMENT
On the other hand, in an education or training environment, sexual harassment is
committed:
1. against one who is under the care, custody, or supervision of the offender;
2. against one whose education, training, apprenticeship, or tutorship is entrusted to the
offender;
3. when the sexual favor is made a condition to the giving of a passing grade, granting of
honors and scholarships, or the payment of a stipend, allowance or other benefits, privileges,
or consideration; or
4. when the sexual advances result in an intimidating, hostile, or offensive environment for the
student, trainee, or apprentice.
05
SEXUAL
HARASSMENT IN
THE CIVIL
SERVICE
PHILIPPINE LAWS ON SEXUAL
HARASSMENT
Sexual Harassment in the Civil Service is punishable by
Civil Service Commission No.OI-0940, also known as Administrative
Disciplinary Rules on Sexual Harassment Cases.
Here,sexual harassment can be committed at the following places:
1. in the premises of the workplace or office or of the
school or training institution;.
2. in any place where the parties were found, as a result
of work or education or training responsibilities or relations;
3. at work-, education-, or training-related social functions;
4. while on official business outside the office or school or
training institution or during work-, school-, or training-related travel;
5. at official conferences, fora, symposia, or training
sessions; or
6. by telephone, cellular phone, fax machine, or electronic
mail.
PHILIPPINE LAWS ON SEXUAL
HARASSMENT
The following forms of sexual harassment are committed
thru:(I) Physical, (a) Malicious touching; (b) Overt sexual advances;
(c) Gestures with lewd insinuation; (2) Verbal, such as but not limited
to, (a) requests or demands for sexual favors and (b) lurid remarks;
(3) Use of objects, pictures or graphics, letters, or written notes with
sexual underpinnings; (4) Other forms analogous to the foregoing.
06
SUMMARY
SUMARRY
Sexual harassment constitutes an
extremely important kind of violence which has been
existing and rampant in the Philippines and
worldwide. These complex concepts consist of
several theories and are punished by Philippine laws.

The Philippine law on sexual harassment

punishes work-related, training, and education
environment sexual harassment. It can happen
everywhere. The acts of sexual harassment are also
punishable by law.
07
ASSESSMENT
ASSESSMENT
1. Why is there a need to relate the
theories of sexual harassment to the actual
cases?

2. How can you utilize this new

knowledge on sexual harassment for the
betterment of yourself, family, community, and
society?
THANK
YOU !
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