Sexual harassment in the workplace takes various forms, ranging from unwanted sexual advances to requests for sexual favours, amongst others. Worthy of note, is the fact that sexual harassment is not the same as a mutually-agreed relationship but an action which is unwelcome, causes offence and distress and is physically and emotionally dangerous. Sexual harassment in the workplace could distort and disorientate the victims with very lasting consequences and impact on performance and their entire social well-being.
Examples of sexual harassment
Sharing sexually inappropriate and suggestive text, images or videos such as pornography with co-workers (especially of opposite sex)
Displaying inappropriate sexual images or posters in the workplace
Making inappropriate sexual gestures
Looking or staring at a person’s body
Making sexual comments about appearance, clothing or body parts
Inappropriate touching, patting, rubbing or purposefully brushing up against another person
Asking sexual questions, such as enquiries about someone’s sexual history or their sexual orientation.
It is pertinent to note that any actions or words with a sexual undertone that interferes with an employee’s ability to work or create an uncomfortable atmosphere for an employee are considered as sexual harassment. Victims of sexual harassment may not just be the target of the offence, but anyone who is affected by the inappropriate behaviour.
Handling sexual harassment in the workplace
Step I: Prompt challenge of the situation
It is necessary to address the issue firmly and directly by informing the person(s) whose actions or words are offensive to stop, and that if the act continues, you will have no choice but to report it. If the harassment does not stop, then you have at least put the person on notice. Victims of physical abuse should however report immediately.
Step 2: Document the occurrence
After confronting the person and he/she refuses to stop, then you can start building a case by gathering evidences. Ensure you back up any allegations you make with evidences. Collect as much detailed evidence as possible about the harassment including any offensive texts, photographs, cards or notes you receive. Keep details about incidents of harassment, you should also include the names of everyone involved (both those that saw or heard about the harassment), what happened, where and when it took place. Apart from documenting the actions, you also need to document the effect it had on you, on your psyche, your job performance, your health, and so on.
In some unfortunate cases when people make allegations of sexual harassment, they are being victimized by their supervisors/employers and a common allegation they use to cover this victimization is “incompetence”. It is important you begin to make copies of any work performance evaluations or letters of commendation you received from your supervisors. You need to be able to prove that you are a competent worker, and any victimization you are faced with which may include transfer, demotion or even dismissal on the excuse of poor performance is actually as a result of your complaints.
Step 3: Make a formal report
In any well-structured organisation, there is an employee handbook that lays out the procedures to follow in order to make a complaint. It is important you follow such laid out process. Ensure you inform your supervisor and the Human Resources Department and if your supervisor is the person you are complaining about, then report to your supervisor’s supervisor. Make available all the information you have gathered and wait for them to address the issue. What reporting does is that it starts the disciplinary process where the harasser will be given an opportunity to defend him/herself.
Step 4: Explore escalation options
Most harassments that have continued beyond the first occurrence have resulted from perpetrators believing that the issues end with the victims who they generally have advantage or power over, while many have succumbed to such situations imagining being helpless, others have quit in fright without challenging the situation or seeking help beyond the perpetrator. Opportunities to escalate the occurrence to higher authorities or individuals with powers above the perpetrator most times are very strong deterrent that keep the actors in permanent check.
Step 5: Reconsider continuing on the role
Many one-man businesses in Nigeria do not have proper HR system for making complaints. So, in a situation where the alleged harasser is actually the owner of the business, the best advice is to think through the decision to continue on the role. There is no point reporting someone who is the person you are complaining about. Even if you had followed all the steps mentioned above, it is unlikely you will get a favourable outcome. The victim should weigh different options (including resignation) before final decision.
Step 6: Monitor
Monitor to check if there are changes in the harasser, whether positive or negative. You need to ascertain whether the person is still harassing you or the harassment has
This will determine what further step you should take:
If the person has stopped harassing you, then that is great news. You can stop here.
If the person has stopped harassing you, but then starts to victimize you, you should report the situation to HR, this time not as harassment but as victimization.
If HR has refused to take any action against the person or has decided that you have no case, then you should either quit or seek legal redress.
Conclusively, workplace harassment impacts both the individual and organisation’s performance.
CIPM NIGERIA
