CHAPTER 11

ISSUES ON SEXUAL
HARASSMENT
 Learning Objective

At the end of the chapter, the

students are expected to Define
what Sexual Harassment is;
Determine what constitutes to
sexual harassment
 Sexual Harassment
Sexual Harassment refers to any
unwelcome sexual behavior that is
offensive, humiliating or intimidating.
It can be written verbal or physical and
can happen in person or online.
The experience of being touched,
grabbed or fondled without the
person's consent is a common
harassment incident but serious
harassment also includes the
following:
 1. Making comments to you that contains sexual
undertones.
2. Asking you for sex or other sexual favor.
3. Leering and staring at you.
4. Displaying rude and offensive materials so that
you or others can see it.
5. Making sexual gestures or suggestive body
movements towards you.
6. Cracking sexual gestures and comments around or to
you.
7. Questioning you about your sex life.
8. Insulting you with sexual comments.
9. Committing a criminal offense against you, such as
making obscene phone call, indecently exposing
themselves, or sexually assaulting you.
Most victims, even the days, are afraid
of voicing out their experience of such
nature. But a study reveals that these
are what most women feel after the
incident:
1. The victim feels stressed, anxious and
depressed
2. She shoes away from any form of
socialization
3. She loves confidence and self-esteems
4. She experiences physical symptoms sleep
problems of stress, like headaches, backaches
5. She becomes less productive and always
lacks concentration
 Vulnerable to Sexual Harassment

1. Women who are household heads and need job

desperately;
2. Divorcees, widows or separated are psychologically
vulnerable due to loneliness or personal loss
3. Women who are timid of insecure about their abilities
and lack of self confidence, of with limited potential for
career advancement
4. Women who are eager to be accepted and liked.
5. Saleswomen who are pressured by male clients in
exchange for their business.
Sexual Harassment in School
 The first form the quid pro quo harassment occurs
when a school employee explicitly or implicitly
conditions a students participation in a school
program or activity or bases the academic grades on
the students admission to unwelcome sexual
advances requests for sexual favors or other verbal
non verbal or physical conduct of a sexual nature.
The second form is the hostile-environment
harassment. This includes unwelcome sexual
advances requests the sexual favors and other verbal
non verbal or physical conduct of a sexual nature by
an employee another student or a third party.
In a survey conducted by the American
Association of University Women in
1993 which covered 79 public schools
their findings reveal that:
1. 83% of the girls and 60% of the boys reported
experiencing sexual harassment in school.
2. 78% of students reported experiencing at least
one incident of sexual harassment since high
school.
3. The most frequently type of sexual harassment
experience in school was sexual comments jokes
gestures or looks 76%.
4. 81% of the students experienced sexual
harassment in the hall 66%.
5. 70% have been targeted by another student.
6. 75 of the people responsible for the upsetting
behavior were male.
Notice that the above report was conducted
in the most democratic country, USA. Let
us look at to local studies that concern
similar situation in a baseline study on
violence against children in public schools
in 9 provinces, the 2009 study had the
following findings:
1. Verbal harassment was experienced by 36.5% of
grade 4 to 6 and 42.9% of high school
respondents.
2. 12% of grade 126 students and 17.6% of high
school students were attached inappropriately.
3. Among the high school students 2.4% were
forced to have sex.
4. Majority of the perpetrators mention in the
study were peers.
In 2015, the council for the Welfare of
Children and the United Nations
International Children's Emergency
Fund conducted and national study on
Violence Against Children in the
Philippines. Here are their findings:
1. Three out of five filipino children were physically
abused 66 2.3% psychologically abuse 62.8% and
bullied 65%.
2. Almost one in five children experience being
sexually violated 21.5%.
3. Sexual violence was highest during dating 14.1%,
home 13.7% , and in the community 7.8%.
4. The perpetrators at homework family members
while those during dating were peers.
5. Among children and young people who
experienced any form of sexual abuse 11.9% is close
to someone.
6. The majority of the disclosures were made to
friends, while 10% - 20% of disclosures were made to
mothers. Very few less than 1% ever reported to
authorities.
7. Teachers and guidance counselors where the most
common professionals that children disclose to.
 Victims of such offense should not
keep it to themselves and tolerate
being abused. So here are suggestions
where you encounter similar incidents:
 AT THE WORKPLACE
1. Talk to the offender in explain to the person who is a
harassing you that their behavior is unwanted.
2. Be informed. Find out what the company policy and
procedures on sexual harassment.
3. Keep a diary where you record the incident (time,
date, place, offenders name, and narrative of the
incident)
 4. Save evidence (text message, social media,
comments, notes and emails). This is helpful when you
file a complaint.
5. Get external information and advice.
6. Tell someone to (HR manager beer or trusted friend).
 AT SCHOOL
1. Seek for a legal advice.
2. Check schools policies on sexual misconduct in the
complaint process.
3. Write down everything as soon as you can so you
don't forget any detail.
4. Report the sexual assault or harassment to a school
official.
5. Report it without telling the offender in
advance.
6. Check if you complaint is taken seriously
and investigated by the school.
7. If the school does nothing after you report
make a police report or sick other low full
action.
 Sexual Harassment in the
Workplace: A Global Challenge
 Over 122 countries prohibit sexual harassment in the
workplace and 116 extend this protection to both women
and men. In the aftermath of the hashtag me too movement
employees are more than ever acutely aware of the global
risk posed by sexual harassment. This include individual
and corporate reputational damage the risk of litigation
vicarious liability in some legal systems the criminal
proceedings as well as a negative impact on staff
productivity recruitment and retention.
 Managing Global Sexual
Harassment Investigation- Lessons
Learnt-Investigating sexual
harassment across different
jurisdictions needs careful handling
both legally and culturally.
 Legal Pitfalls
Some countries have four sideral requirements that
can wrong foot the unwary. This may mandate the
appointment of specific bodies or people to
investigate complaints such as an internal
compliance committee in india which you must be
constitute with a minimum number of female
members.
 Cultural Challenges
Workplace culture particularly where operations are
dispersed globally far from the head office location must also
be addressed if businesses are to change behavior. In our
experience the appetite to raise and address issues can vary
and unless the business is stablish a global standard of
behavior and that is universally applied in local contracts of
employment and workplace rules it can be difficult to ensure
consistency of approach.
 Recent Legal Developments in Sexual
Harassment
The fallout from #metoo has also galvanized legal
change. In 2019 the right of everyone to work free
from violence and harassment was agreed in an
international treaty and will be progressively ratified
by the 187 International Labor Organization member
states.
 Sexual Harassment has no place
during ECQ punishable under Safe
Spaces Act and other existing laws
 Women face fear, uncertainty, heavier, domestic care,
limited movements, and economic constraints during the
enhance community quarantine to prevent the spread of
Covid-19, but instead of eating their burden perpetrators of
sexual harassment double their suffering. With the
extension of the easy q in luzon and other local
government units in Visayas and Mindanao, the Philippine
Commission on women calls on everyone to contribute in
ending this perennial problem.
 Did you know that young mother Elizabeth
Candy Stanton from upstate New York and
Quacker abolitionist Lucretia mott attempted to
organize a national movement for women's
rights in July 1848? The two American women
attended the Seneca Falls Convention to outline
a direction for the women's rights movement,
the first of its kind.
Thank you!