{"id":5554,"date":"2024-03-31T14:56:10","date_gmt":"2024-03-31T14:56:10","guid":{"rendered":"https:\/\/daboagyeconsult.com\/site\/?p=5554"},"modified":"2024-03-31T15:12:01","modified_gmt":"2024-03-31T15:12:01","slug":"dealing-with-sexual-harassment-at-the-workplace","status":"publish","type":"post","link":"https:\/\/daboagyeconsult.com\/site\/2024\/03\/31\/dealing-with-sexual-harassment-at-the-workplace\/","title":{"rendered":"Dealing with Sexual Harassment at the workplace."},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-post\" data-elementor-id=\"5554\" class=\"elementor elementor-5554\">\n\t\t\t\t<div class=\"elementor-element elementor-element-61bd3e83 e-flex e-con-boxed e-con e-parent\" data-id=\"61bd3e83\" data-element_type=\"container\" data-core-v316-plus=\"true\">\n\t\t\t\t\t<div class=\"e-con-inner\">\n\t\t\t\t<div class=\"elementor-element elementor-element-7dcb8bf2 elementor-widget elementor-widget-text-editor\" data-id=\"7dcb8bf2\" data-element_type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t<style>\/*! elementor - v3.20.0 - 11-03-2024 *\/\n.elementor-widget-text-editor.elementor-drop-cap-view-stacked .elementor-drop-cap{background-color:#69727d;color:#fff}.elementor-widget-text-editor.elementor-drop-cap-view-framed .elementor-drop-cap{color:#69727d;border:3px solid;background-color:transparent}.elementor-widget-text-editor:not(.elementor-drop-cap-view-default) .elementor-drop-cap{margin-top:8px}.elementor-widget-text-editor:not(.elementor-drop-cap-view-default) .elementor-drop-cap-letter{width:1em;height:1em}.elementor-widget-text-editor .elementor-drop-cap{float:left;text-align:center;line-height:1;font-size:50px}.elementor-widget-text-editor .elementor-drop-cap-letter{display:inline-block}<\/style>\t\t\t\t<p>\u00a0<b>What is Sexual Harassment?<\/b><\/p><p>\u00a0This is any type of behaviour which is unwelcome, totally unwanted and of a sexual nature. When this behaviour is not addressed and continues especially at the workplace, it creates a hostile and very uncomfortable workplace or environment. Examples of such behaviour are suggestive comments, unwelcome sexual comments, jokes etc.<\/p><p><b>Dealing with sexual harassment at the workplace<\/b><\/p><p><b>FACTS OF SEXUAL HARASSMENT<\/b><\/p><ul><li>The victim as well as the perpetrator of sexual harassment may be a woman or a man. The victim does not have to be of the opposite sex.<\/li><li>The harasser can be the victim&#8217;s supervisor, an agent of the employer, a supervisor in another area, a co-worker, or a non-employee.<\/li><li>The victim does not have to be the person harassed but could be anyone affected by the offensive conduct.<\/li><li>The harasser&#8217;s conduct must be unwelcome.<\/li><\/ul><p><strong>Dealing with sexual harassment at the workplace<\/strong><\/p><p><b>The three (3) types of Sexual Harassment<\/b><\/p><ul><li>\u00a0Physical<\/li><li>\u00a0Sexual<\/li><li>\u00a0Visual<\/li><\/ul><p><b>Physical<\/b><\/p><ul><li>Lustful hand gestures to convey suggestive messages<\/li><li>Unwanted touching of a person, clothing, hair<\/li><li>Frequently following or standing too close to a person<\/li><li>Playing offensive music\u00a0\u00a0<b>\u00a0<\/b><\/li><\/ul><p><b>Sexual <\/b><\/p><ul><li>Verbal\/Written<\/li><li>Sending offensive jokes or graphics via email, text, social media<\/li><li>Repeatedly requesting dates of sexual favors in person or through text messages<\/li><li>Cyberbullying<\/li><\/ul><p><b>Visual <\/b><\/p><ul><li>It is the most difficult one to detect as well as the physical<\/li><li>Wearing clothes with offensive or vulgar language<\/li><li>Display posters or pictures of a sexual nature<\/li><li>Requesting for naked photos from another<\/li><li>Watching pornographic or violent videos<\/li><li>Sending other people sexually suggestive messages<\/li><\/ul><p><b>Addressing <\/b><b>Sexual Harassment at the workplace<\/b><b><br \/><\/b><\/p><ul><li>Awareness creation: including pop email messages, postures and flyers<\/li><li>Adopt a strong policy on anti-sexual harassment<\/li><li>Provide budgetary support for training staff<\/li><li>Provide workable procedures and sanctions<\/li><li>Establish a committee to handle complaints<\/li><li>Provide support, such as counselling for the victims and the perpetrator<\/li><li>Prevent victimization and retaliation<\/li><li>Increase security cameras e.g. CCTV at the office<\/li><li>Promote a respectful workplace<\/li><\/ul><p><b>Addressing Sexual Harassment <\/b><b>(External mechanisms)<\/b><b><br \/><\/b><\/p><ol><li>Reporting to the Commission on Human Rights and Administration for investigation and adjudication<\/li><li>Reporting to the National Labour Commission<\/li><li>Reporting to the Police for investigation and criminal action if the behaviour can be classified under the offence of indecent assault in the Criminal Offenses Act of 1960, Act 29<\/li><li>Taking up a civil suit under the Law of Tort for damages and\u00a0 compensation and other reliefs against the perpetrator and or the institution where it occurred. Class Actions are also possible.<\/li><\/ol><p><strong>The Cost of sexual harassment to organisations<\/strong><\/p><ul><li>Possible legal suits<\/li><li>Monetary payments for damages or compensations usually large<\/li><li>Public shame and embarrassment<\/li><li>Withdrawal of patronage<\/li><li>Possible shut down<\/li><\/ul>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"<p>This is any type of behaviour which is unwelcome, totally unwanted and of a sexual nature. When this behaviour is not addressed and continues especially at the workplace, it creates a hostile and very uncomfortable workplace or environment.<\/p>\n","protected":false},"author":1,"featured_media":5560,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_siteseo_robots_primary_cat":"none","footnotes":""},"categories":[3],"tags":[],"class_list":["post-5554","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-dal-blog"],"_links":{"self":[{"href":"https:\/\/daboagyeconsult.com\/site\/wp-json\/wp\/v2\/posts\/5554","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/daboagyeconsult.com\/site\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/daboagyeconsult.com\/site\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/daboagyeconsult.com\/site\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/daboagyeconsult.com\/site\/wp-json\/wp\/v2\/comments?post=5554"}],"version-history":[{"count":5,"href":"https:\/\/daboagyeconsult.com\/site\/wp-json\/wp\/v2\/posts\/5554\/revisions"}],"predecessor-version":[{"id":5564,"href":"https:\/\/daboagyeconsult.com\/site\/wp-json\/wp\/v2\/posts\/5554\/revisions\/5564"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/daboagyeconsult.com\/site\/wp-json\/wp\/v2\/media\/5560"}],"wp:attachment":[{"href":"https:\/\/daboagyeconsult.com\/site\/wp-json\/wp\/v2\/media?parent=5554"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/daboagyeconsult.com\/site\/wp-json\/wp\/v2\/categories?post=5554"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/daboagyeconsult.com\/site\/wp-json\/wp\/v2\/tags?post=5554"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}