Report on Sexual Harassment in the Workplace

East West University

Report on Sexual Harassment in the Workplace

Legal Environment of Business (BUS 361)

Sec: 02

Submitted to:

Fahmida Hasan

Senior Lecturer, Department of Business Administration

East West University

Submitted by: Mohammad Morshed 2012-2-10-128

Estiak Ahmed Onim 2012-2-10-109

Rayhanul Jannat Anny 2012-2-10-106

Md Mashfikul Haque 2012-2-10-112

Ummay Salma Mony 2012-2-10-111

Sadia Afrin Munny 2012-2-10-130

Date of Submission: 6th December, 2015

December 5, 2015

To,

Fahmida Hasan

Senior Lecturer,

Department of Business Administration

East West University.

SUB: SUBMISSION OF THE REPORT.

Dear Madam,

With due respect, we would like to submit the Report on Sexual Harassment in the Workplace.

We found the making of the very interesting which was assigned on me along with other group

members as a requirement for the Legal Environment Of Business (BUS 361) course. We are

pretty much optimistic that the preparation of this Report would enrich our practical knowledge.

We have devoted our best effort to make the report an informative one. We shall remain ever

grateful to you for rendering us the opportunity of working on such an interesting field. If you

need any clarification regarding this report, we shall be available for this.

Yours sincerely,

Mohammad Morshed

Sadia Afrin Munny

Ummay Salma Mony

Ryhanul Jannat Anny

Md Mashfikul Haque

Estiak Ahmed Onim

Department of Business Administration

East West University

Table of content:

Executive Summary:

Workplace sexual harassment is one of the most difficult and insidious issues now a days,

because victims are so often in a position of vulnerability, afraid of damaging their careers or

even losing their jobs altogether if they dare to rock the boat. Living in the 21st century, we have

witnessed different brutal cases regarding sexual harassment. The majority of incidents,

particularly egregious incidents, occur between a supervisor and his subordinate. Sexual

harassment in workplace is a gender-neutral offense, at least in theory: Men can sexually harass

women, and women can sexually harass men. However, statistics show that the overwhelming

majority of sexual harassment claims and charges are brought by women claiming that they were

sexually harassed by men. From the employer‟s point of view they have a responsibility to

maintain a workplace that is free of sexual harassment. This is their legal obligation, but it also

makes good business sense. If they allow sexual harassment to flourish in their workplace, they

will pay a high price in poor employee morale, low productivity, and lawsuits.

This report is on the sexual harassment in the workplace. In this report we tried to explore the

different types of sexual harassment, different employment sectors of Bangladesh, what is the

proportion of male and female participation in these sectors, who are more vulnerable to the

sexual harassment, after suffering from sexual harassment do the harassed persons seek legal

help, what are the main factors those affecting sexual harassment, what precautions are needed to

take by the employees, how affective they are, what is happening around the world in case of

precautions, how can we relieve from this problem, what are the employer‟s responsibility to

maintain a sound interpersonal relationship with the employees, why this sound relationship is

needed and how to prevent this kind of white collar crime. The report has been completed on the

basis of the current situation of Bangladesh (especially Dhaka city) through the interview of

students/faculties and employees J&J Fashions. We also try to focus on the perspective of the

innocent party and the judicial party as well. Moreover, we have also interviewed some

specialized person to acquire the knowledge on this prospect properly.

Objectives of the Study:

Sexual harassment in the workplace is the burning question of Bangladesh and the whole world

now-a-days. The objective of the study is to-

To raise the awareness of sexual harassment in the workplace among people

To find out the actual scenario of the condition of sexual harassment in the workplace

in Bangladesh.

To justify the sexual harassment in the workplace of other countries.

To find out the prevention procedure of sexual harassment in the workplace in

Bangladesh.

To give some recommendation for the prevention of sexual harassment in the

workplace in Bangladesh.

Methodology:

Basically there are two types of methods to collect information:

i) Primary process:

It refers to direct processes.

The interview of a employees, students & faculty member

The interview of the innocent party

We conduct survey on mass people

Other practical lessons experienced during our data analyzing.

Various help and suggestions about the related topic from the course instructor.

Discussion among group members.

ii) Secondary process:

It refers indirect analysis.

Internet

Different reference books

Limitation-Problems Faced while Completing the

Report:

We have faced many problems while completing the term paper, such as:

As we know the faculties members of a university & the lawyer are too busy with their works

and don‟t have much time to spend with the students of a course for their report analyzing so

it was quite difficult for us to get information from them at a time.

Some people didn‟t take the survey seriously.

The information in the websites were not helpful and to some extent not related with our

analysis.

Lack of coordination

Technical problems

We did not have so much experience for conducting research and preparing the report very

frequently, though we are in learning position

Understanding Sexual harassment:

Sexual harassment is a form of misconduct that can undermine the integrity of the employment

relationship. No employee – male or female – should be subjected to it. Whether it is committed

by supervisory or non-supervisory personnel, is specifically prohibited.

Each and every organization is responsible for taking action to effectively deal with all acts of

sexual harassment occurring in the workplace or as part of the employment relationship,

regardless of the manner in which it becomes aware of the conduct. This includes the acts of

supervisory or management personnel, non- management employees and third- parties

Sexual harassment can include unwelcome sexual advances, requests for sexual favors, or verbal

or physical harassment of a sexual nature. Sexual harassment can include offensive remarks

about a person‟s gender, such as about women in general.1 It is important to remember that the

victim and/or harasser may be a woman or a man and the victim and harasser do not need to be

of different gender from one another. Simple teasing and minor, isolated incidents are not

unlawful. However, sexual harassment becomes unlawful when it creates a hostile or offensive

work environment. For example, male employees making inappropriate sexual comments about

a female employee may rise to the level of unlawful behavior depending on the frequency,

severity and situation where the comments were made such as the female employee preparing to

enter a shower facility. For the wellbeing of employees and protection of your business, it is

better to err on the side of caution and strongly discourage comments and behaviors that could

form the basis to any harassment or sexual harassment claim.2

Sexual harassment may happen in different form. -

VERBAL · Whistling at someone, making sexual comments about a person's body, making

sexual comments, turning work discussions to sexual topics, telling sexual jokes or stories,

asking about sexual fantasies, preferences, or history, Asking personal questions about social or

sexual life, making kissing sounds, howling, and smacking lips etc.

NON-VERBAL · Looking a person up and down (Elevator eyes), staring at someone, blocking a

person's path · following the person, displaying sexually suggestive visuals, making sexual

gestures with hands or through body movements, making facial expressions such as winking,

throwing kisses, or licking lips etc.

1 (j.f.madura, 2013)

2 (Preventing Sexual Harassment (BNA Communications)

PHYSICAL · Giving a massage around the neck or shoulders, touching the person's clothing,

hair, or body, hugging, kissing, patting, or stroking etc.

So employers must need to be concerned about this issue within their organization. At first it is

good business for employers to foster a positive work environment. Again, employers have a

legal duty to provide a working environment that is free from sexual harassment.

Laws in Bangladesh Regarding Sexual

Harassment:

May 13, 2009 is one of the noteworthy days in the legal history of Bangladesh since the High

Court Division of the Supreme Court issued a set of guidelines defining sexual delinquency to

prevent any kind of physical, mental or sexual harassment of women, girls and children at their

workplaces, educational institutions and other public places including roads across the country.

The HC directed the government to make a law on the basis of the guidelines, and ruled that the

guidelines will be treated as a law until the law is made. The court directed the concerned

authorities to form a five-member harassment complaint committee headed by a woman at every

workplace and institution to investigate allegations of harassment of women. According to the

HC rule, majority of the committee members must be women. Lawyers concerned said quoting

the HC observations that the committee will examine complaints from girls or women if they are

subjected to any mental, physical or sexual harassment, and recommend to the authorities to take

action against the accused persons.

The HC prohibited the authorities concerned from disclosing the names and addresses of the

complainants and accused persons until the allegations are proved. The HC asked the law

secretary, women and children affairs secretary, education secretary, labor secretary, information

secretary, University Grants Commission (UGC), university authorities, Bangladesh Garment

Manufacturers and Exporters Association (BGMEA), Bangladesh Knitwear Manufacturers and

Exporters Association (BKMEA), Bangladesh police and Bangladesh Bar Council to comply

with the guidelines.

This move by High Court must remain as a landmark in the history of judiciary for protecting

women from sexual harassment.

Types of employment sectors:

In Bangladesh we see that there are different types of employment sectors. Among them agricultural,

manufacturing and service sector can be mentioned first.

Agriculture Sector:

Bangladesh is an agricultural country. This is one of the most important economic

employment sectors in Bangladesh and it comprises about 30% of the country's GDP .81.5% of

the total population of the country is directly and indirectly related with the agriculture. 71.6% of

the total male population and 65% of the total female population are related with the agriculture

through different way.3

Manufacturing Sector:

Many new jobs - both for men and women- have been created by the country's manufacturing

sector like apparels, pharmaceuticals, ship breaking and building, leather, food processing,

electronics etc.

The garment sector is the largest employer of women in Bangladesh. It also provides

employment to around 4.2 million Bangladeshis, mainly women from low income family from

the rural areas that previously did not have any opportunity to be part of the formal workforce.

Women are the main workforce of this sector. Almost 90 percent of this workforce is women.4

In pharmaceuticals industry more than 200 registered pharmaceutical sector in Bangladesh.

Around 35,000 people work in the industry i.e.50% are pharmacists, chemists, biochemists and

microbiologists. In different research and drug packaging work a numerous women are working.5

3 (Agriculture, 2013)

4 (Improving Working Conditions in the Ready-Made Garment Sector in Bangladesh (RMGP Programme), 2011)

5 (https://en.wikipedia.org/wiki/Economy_of_Bangladesh, 2013)

In the leather, ship building and breaking industry mainly men worker dominated because of

the labor intensity. But in food processing industry numerous women workers are working

from the production to manufacturing process. The number is increasing day by day.

In light industry currently about 40,000 firms are generating employment for 0.6 million

people. There are about 1200 light engineering industries presently enlisted with Bangladesh

Small & Cottage Industries Corporation (BSCIC).6

Service Sector:

Under service sector teaching, telecom, doctor and nurse, financial institutions, defense is most

common.

In teaching profession many educated women are entering from primary level to university. Due

to flexibility in this profession women are more interested and their performance is very good.

In the telecom sector the call center services are mainly female dominated. Women are also

working in different financial institutions like bank, insurance, investment organizations. Now

day‟s women are also found in different challenging jobs like defense, law enforcement

authority.

Who Are More Vulnerable

Men may be subjected to sexual harassment but majority of the victims are women. Women are

vulnerable to the harassment as they lack in power and self-confidence, and are socialized that

they are to suffer in silence. There is a straightforward relationship between sexual intimidation

or sexual harassment in the workplace and the general insecurity of women in the public sphere.

From different research and from our survey we have found the following people who are more

vulnerable to the sexual harassment in the workplace-

6 (BSCIC, 2014)

Young women and new entrants to the labor market

Divorced and separated women

Those who work with irregular or unwarranted employment contracts

Women working in male-dominated environments and industry

Women with disabilities

Women from racial minorities

Casual workers and informal sector workers

Women migrant workers face a higher risk of sexual harassment and violence due to

limited workspace, language barriers, and lack of job security

Women with little educational and professional knowledge both from rural and urban

area

Harassment of men in the workplace:

Although most victims of sexual harassment are women, there is a growing awareness that men

can be victimized in similar ways. Reports of men being subject to harassment, and the number

of complaints and legal actions brought by them, have increased in recent years. Again, it has

been suggested that the most vulnerable groups in the labor force are targeted: young men,

members of ethnic or racial minorities, men working in female-dominated work groups, men

with little educational and professional knowledge from urban area, male who work for female

supervisors etc.7

Age as a Factor in Case of Sexual Harassment

Although such a profile changes from one country to another, it can be said that women who are

between15 and 40 years of age and marital distribution, teenaged, single or divorced, with a

7 (Preventing Violence and Harassment at the Workplace )

lower level of Education is more likely to experience sexual harassment. Harassed employees are

usually women. Young, aged between 15 and 40, minority groups, single or divorced women are

more likely to be harassed than other women.8 Also, several studies suggest that women with a

lower education level and temporary workers are more exposed to sexual harassment. Further,

women in male-dominated jobs experience more sexual harassment than in other jobs.

Harassment-prone occupations include police secretary, saleswoman or office worker/clerical

staff bus or taxi driver, waitress, nurse, and sales women. Poverty is not the only „push factor‟ in

women‟s entry into the industrial labor force. The promise of a better life acts as a significant

stimulus. Employees who had worked for a short time at a company or had a student status were

more frequently harassed. Men also harassed by men or women and it have also showed a

similar trend, the largest age groups were between the ages 20 and 30.9 The harassers were

usually married men between the ages of 35-40, in half of the cases with a higher hierarchical

position. Most of the complaints were solved in an informal way, even the more severe physical

forms; the harasser received a final warning and not an official sanction. More than 40% were

employees and 31% were managers.10

Precautions of Sexual Harassment in Workplace

by employees:

Most women themselves fail to recognize sexual harassment and treat it as trivial and routine.

Such has been the internal coping mechanism. Ignoring offensive behavior or denying its

existence is the most common ways women deal with sexual harassment. For the prevention of

the sexual harassment in workplace the government, employers and employees have some duty

and responsibility. The government should incorporate appropriate laws in relation to the

protection women workers from sexual harassment in workplace. The employers should take any 8 (Lancaster)

9 (Defense Manpower Data Center )

10 (State of Wisconsin)

single complain seriously and should take appropriate measure to investigation of such claim. If

there is a prima-facie case the employer should hand over the alleged person to commit sexual

harassment to the police. The employee should make complain if they face sexual harassment in

work place to the employer or to the police station. The duties of the employees to eradicate the

sexual harassment in work place are the following:

Don‟t maintain relationship with individual around who are uncomfortable and seem to

be preoccupied with thoughts, words and action of a sexual nature.

Weak individuals are often targeted as victims. By acting and speaking in strong ways,

individuals take themselves out of many situations where harassment may occur.

Let others know sexual harassment will not be tolerated. If a person makes a lewd

comment, ask them not to. Keep employees position on the matter clear.

Find friends that can be trusted and appreciated. Have things in common, such as senses

of humor and jobs.

Tell the harasser to stop; employees have to express their feelings about the situation and

making it clear that his or her behavior is unwelcome and unwanted. If done in privacy,

and the inappropriate behavior ceases, the relationship can continue positively.

If the harassment does not cease after employees have made a clear request for it to stop,

ensure that employees keep a written record of all incidents of harassment in detail,

including words, gestures, action, time and place, and witness (if any). This helps in

terms of remembering details for official investigations and reporting.

Make a report to the human resource department of employees organization – request for

an investigation, appropriate disciplinary action and preventive practices.

If employee‟s organization has no human resource department, report to a higher

authority that has the power to make decisions about what can be done (supervisor, head

of department, etc.).

Respond at the appropriate level. Use a combined verbal and physical response to

physical harassment and Speaking about sexual harassment is an effective tool in

combating it. It helps in changing attitudes of people towards this issue.

If employees are a member of a labor union, they have to talk to their union

representative. The Union can take to combat sexual harassment.

Being quiet about sexual harassment lets it continue. Employees have to talk to other co-

workers; they may not be the only one harassed by this person.

Employees have to Trust their own instincts about possible danger: In an uncomfortable

situation, be direct and honest, and remove them from the situation immediately.

Employees should be aware of the company‟s anti-sexual harassment policy.

Attend sexual harassment awareness training and gather more information about it.

Do The Sexually Harassed Employees seek Legal

Help?

Many sexually harassed individuals in the workplace put up with damaging physical and

psychological effects of sexual harassment because taking action can be daunting, especially in

environments that do not provide moral and practical support. From different research studies

and from our survey we have found the sexually harassed persons are not much interested and

felt not comfort while asking legal help. . There have been increasing efforts around the world

just to break the silence on sexual harassment but also to take pre-active steps.11

In Bangladesh the judicial system is faced with many challenges that have a negative

impact on ensuring equal access to justice. Limited resources, poor infrastructure and the

limited number of trained judges and lawyers, among others, have had a negative effect

on women‟s capacity to seek redress through the judicial system. The main challenges

relating to the investigation, prosecution and punishment of perpetrators for acts of

violence against women in the workplace are due to the lack of coordinated criminal

justice response, expertise and adequate mechanisms to conduct credible investigations

11

(Pradhan-Malla, 2009)

comprehensive redress mechanisms and understanding of the root causes and

consequences of violence against women in the workplace.12

While doing our survey we found that women‟s access to justice and protection is still

impeded by generalized impunity, limited access to services and shelters, lack of or

insufficient legal representation and limited awareness of their rights.

A sense of economic and social deprivation is found in case of asking help for sexual

harassment in the workplace.

Fear of social stigma, cultural and family barriers inhibits women are abstain from

speaking out about their harassment in the workplace. However, if a person is asked why

the women harassed, then people might say “because she is bad.” In many cases they do

not complain for fear of losing their jobs.13

In case of taking help from law enforcement authority the female workers are facing

several problems like lack of female police all over, irrelevant questions, unfriendly

environment, asking for bribe etc.

How to reduce sexual harassment in workplace:

To protect organization from sexual harassment, organization should take sexual harassment

seriously and follow these steps.

1) Sexual Harassment Policy

Have a sexual harassment policy in place that defines sexual harassment and provides examples

of specific behaviors that constitute harassment. It should state that organization does not tolerate

harassment based on sex (and other protected characteristics). Include the policy in organization

handbook and communicate/review it with staff. Organization must discuss the policy with new

12

(Sexual Assault and Vulnerable Populations, 2011) 13

(women law center, 2008)

hires.

2) Provide sexual harassment training

Organization should provide periodic sexual harassment training to workforce and supervisors to

help them recognize and prevent sexual harassment, and to help managers understand their

responsibilities when dealing with issues of harassment. Organization should make sexual

harassment training a mandatory training part of a new hire's orientation.

3) Have a complaint procedure

Organization should establish a procedure for reporting a complaint of sexual harassment and

alternative methods of filing sexual harassment complaints. Also, more than one individual

should be able to take complaints, and they should be accessible. Organization should keep all

complaints confidential.

4) Investigate all complaints

An organization's liability for sexual harassment can be reduced or eliminated depending on how

quickly and effectively it responds to a complaint of harassment. Thorough investigations should

be conducted on all complaints immediately following receipt of the complaint. Accurate records

of the investigation need to be maintained.

5) Correct the issue and protect the victim from retaliation

Organization should take proper steps to correct the issue of harassment. If an employee is found

guilty of sexual harassment after investigation, discipline the employee according to the severity

of the offense and document the actions taken in writing. And, organization should make sure

that no employee who brings a sexual harassment claim faces retaliation.

What Employer can do to maintain a sound

interpersonal relationship:

At workplace, Interpersonal relationship refers to a strong association among individuals

working together in the same organization. Employees working together ought to share a special

bond for them to deliver their level best. It is essential for individuals to be honest with each

other for a healthy interpersonal relationship and eventually positive ambience at the

workplace.14

Why interpersonal relationship at workplace?

- An individual spends around eight to nine hours in his organization and it is practically not

possible for him to work all alone.

-A single brain alone can‟t take all decisions alone

-We need people around who can appreciate our hard work and motivate us from time to time

-It always pays to have individuals around who really care for us

-Make workers safe at workplace.

14

(Mnagement study guide)

How to improve interpersonal relationship

-Employees must communicate with each other effectively: For a healthy relationship

employers should communicate with each other. They should remember that “A problem shared

is a problem halved”

-An individual should not interfere in his colleague’s work: Superiors must formulate specific

routine for all the employees and make sure job responsibilities do not overlap. Overlapping of

job responsibility leads to employees interfering in each other‟s tasks and eventually fighting

over small issues

-Pass on correct information to others If someone has asked to share some information with

other co-workers, it must be shared in its desired form. Data tampering and playing with

information spoil relationships among colleagues and lead to confusions at the workplace.

Interact with your coworkers more often: Discussions must be on an open platform where

every individual has the liberty to express their views and opinions. Written mode of

communication is one of the effective ways of communicating at the workplace. Make sure your

emails are self-explanatory and do mark a cc to all related employees.

Survey Data Analysis:

Questions Yes No

answer

No

Do you know about legal help regarding sexual

harassment?

70% 0 30%

Is legal help available in your existing workplace? 35% 2% 63%

Have you ever sexually harassed in the workplace?

65% 10% 25%

Would you seek legal help for sexual harassment in

workplace?

80% 0 20%

Do you feel safe or comfort while asking for legal help? 90% 0 10%

Do you think one stop service and separate panel in the

court and police station is needed for sexual harassment

issue to make the procedure easy?

95% 0 5%

1)

1. What do you understand by sexual harassment?

Interpretation: Out of 100 respondents of our survey, 60% have said that sexual harassment is

verbal or physical conduct, 15% have said that sexual harassment is request of sexual favours

and other remaining 25% have said that it is unwelcome sexual advances.

60%

25%

15%

Verbal or physical conduct

Unwelcome sexual advances

Request of sexual favors

2). How the sexual harassment committed?

Interpretation: Out of 100 respondents, about 40% mentioned that sexual harassment

committed through voluntarily, 35% mentioned that it is committed through verbal activities,

20% mentioned that it is committed through physical activities and other remaining 5%

mentioned that it is committed by using an electronic devices.

20%

35%

40%

5%

Physical (staring, whistling - pin-ups, suggestive gestures)

Verbal (sexual jokes, remarks aboutfigure, asking for sexualintercourse)

Voluntarily (unsolicited physicalcontact, touching body parts,kisses, hugs, rape)

Committed using an electronicdevice, such as mail, text, phonecall, social media.

3. In case of taking help from law enforcement authority what problems did you face?

Interpretation: Out of 100 respondents, about 43% mentioned that procedure for seeking legal

help is complicated, 30% mentioned that procedure is lengthy, 22% mentioned that procedure is

biased and other remaining 5% mentioned that procedure is favourable.

30%

43%

22%

5%

Lengthy

Complicated

Biased

Favorable

4. Why you do you feel safe or comfort while asking for legal help?

Interpretation:

Out of 100 respondents, about 65% mentioned that the reason will be job insecurity, 25%

mentioned that the reason will be shyness, 7% mentioned that the reason will be family barriers

and other remaining 3% mentioned that the reason will be social and cultural barrier.

25%

65%

3% 7%

Shyness

Job insecurity

Social and cultural barrier

Family barriers

5) In case of taking help from law enforcement authority what problems did you face?

Interpretation:

Interpretation: Total out of 100 survey people 35% said Lack of female police all over, 20%

Irrelevant questions, 10% Unfriendly environment, 30% asking for bribe and 5% said others.

That means when women are asking for help to the law enforcement authority they did not find

female police officers with whom they can talk freely. They also face irrelevant questions and

ask for illegal monetary facilities.

Lack of female police officers

Irrelevelent question

Unfriendly environment

Asking for bribe

Others

6) If there is a policy statement in your company on sexual harassment its content includes?

Interpretation:

Total out of 100 survey people 48% answer both taking Complaints formally and Sexual

harassment will not be tolerated, 16% answer taking Complaints informally solely, 28% answer

assuring complaining person will not be victimized or penalized and rest of the slays others.

Here we found that the organization does not so serious about confidentiality and prevention of

sexual harassment.

Complains formally and sexualharassment will not be tolerated

Complins informally

Assuring complains persons will notbe victimized or penalized

Assuring about confidentiality

7) What initiatives the organization should take to make the employee more comfortable regarding taking

legal help on sexual harassment according to you?

Interpretation:

Total out of 100 survey people 45% answer create friendly environment, 38% answer both

making a separate department and taking strong action, 12% answer provide punishment first

and 5% says others. From our survey we found that employees do not find the environment

friendly while taking help for sexual harassment and many of them also demand for separate

department for helping them regarding this problem.

friendly environment

making a separate department andtaking strong action

provide punishment first

others

8) How electronics and print, social media can play important role for making the present

situation more comfortable in case of asking help?

Interpretation:

Total out of 100 survey people 68% answer Social awareness ads, 25% says bill board, 5% says

drama and 2% says others. In 21st century people spend a lot of time in front of television, radio,

using social media. So, respondents mainly prefer ads in different media as a media of social

awareness for sexual harassment in the workplace. Some of the respondents think different

drama and movie would be more effective.

Social awareness ads

bill board

drama

Others

We also take an interview of the additional registrar MR. Msfiqure Rahman of EAST WEST

UNIVERSITY regarding the sexual harassment related legal procedure of this university. The

conversation is mention below accordingly-

Student: Good morning. Sir.

Sir: Good morning.

Student: Sir, we are here to know some information regarding the sexual harassment policy in

our varsity for preparing a report of bus law (bus 361). Our instructor is Fhamida Hasan ,

Barrister-at-law.

Sir: ok...But I am in hurry. So come to the direct point.

Student: Of course sir. Is there any policy statement on the sexual harassment in our varsity?

Sir: There was a policy to provide legal help to the victim, but that was expired for several years

before. We have a plan to prepare a new policy on it. But you know it is very long procedures

like need to take permission hire a lawyer, make a separate office etc. so it will take time.

Student: Sir if anyone become sexually harassed how will you do handle it?

Sir: There wasn‟t happen this type of incident for last ten years. An incident was happened but

not very serious .we dealt the situation in other way.

Student: ok sir. Thanks for your cooperation.

Sir: you are most welcome.

Suggestion:

The most effective weapon against sexual harassment is prevention. Harassment does not

disappear on its own. In fact, it is more likely that when the problem is not addressed, the

harassment will worsen and become more difficult to remedy as time goes on. In a country like

Bangladesh where large scale starvation, mass illiteracy and ignorance affect the life of the

people very adversely to change the current situation we may do the following things:

1. People should have clear knowledge about sexual harassment for their own safety.

2. There are numerous act and policy the government and organization have. It‟s the duty of

people to know their own rights

3. The government in collaboration with women‟s and labor rights should draw up a code of

conduct that would be applicable and appropriate for the industrial sector. All factories should

put in place a clear and simple complaints procedure.

4. It also be considered that the policy regarding sexual harassment should be equal for everyone

both for man and women otherwise anyone can take personal and wrong advantage using the

policy.

5. Workers must be assured of full confidentiality.

6. All personnel in positions of authority should have mandatory gender sensitivity training,

especially on the topic of sexual harassment in the workplace. Workers should be provided with

the appropriate documentation upon hiring.

7. The language of the law against sexual harassment should be amended to reflect a less

aggressive toward women.

8. People should to speak up. State clearly and firmly that what type of particular behavior

they seek to cease.

9. From our questionnaire we see that people seek legal help but not feel comfortable because

of complex procedure. So the authority should make the legal procedures faster, easy and

confidential.

10. Victim should not blame her/himself. Sexual harassment is not something one brings on

oneself.

11. Waiting to act in cases of sexual harassment only increases the probability that the

harassing behavior will continue.

12. Being quiet about sexual harassment enables it to continue. Chances are very good that you

are not the only one who has been harassed. Speaking up may prevent others from being

harmed.

13. The organization should take some initiatives to make the employee more comfortable

regarding to take legal help on sexual harassment like:

Create friendly environment

Making a separate department

Taking strong action

Provide punishment fast

policy should be clearer

Talking more about this issue to create awareness

14. Employees should obtain and become familiar with the organization‟s policy on sexual

harassment, examine one‟s feelings, attitudes, and behaviors in relation to sexual harassment.

15. Electronics and print media, social media can play important role for making the present

situation more comfortable to talk about sexual harassment by social awareness ads, campaign,

drama, talk show.

16. One stop service and separate panel in the court and police station in needed for sexual

harassment issue to make the procedure easy.

17. To prevent the problem and create awareness this topic can be included in the text book to

aware the students who are the future employees.

18. All the people should take training about how they can protect themselves and fight against

sexual harassment.

Bangladeshi women are facing different kinds of violence. They are not even aware about their

rights and legal provisions against violence. Sometimes they need to share these with confident

one. In response, National Helpline Centre for Violence against Women and Children, a helpline

center for the Bangladeshi women and children victim was founded in 19th June, 2012 to

provide the immediate service to victims and links up to relevant agencies.

The helpline number is 10921. It is a toll free number and available 24 hours a day, seven days a

week. It is accessible from all parts of Bangladesh and all beneficiaries can make call from both

fixed phone and mobile phone. It‟s a confidential service that offers legal advice, police

assistance, telephone counseling, referrals to other organizations service, information regarding

violence issues.

Conclusion:

Sexual harassment in the workplace has very bad impact on both psychological and physical for

men and women. We should know the guideline regarding the scope of protection, liabilities,

and remedies for sexual harassment. Irrespective of the details of the law, all individuals desire

and deserve a workplace where they are treated with appropriate respect in a comfortable

environment conducive to effective teamwork and optimal productivity. As such, leaders and

employers must set the pace in affirmatively combating sexual harassment in the workplace

including educational settings.

Bibliography:

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4. Clarke, R. V. (1997). situational crime prevention: sucessful case studies. harrow and heston.

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julianhermida: http://www.julianhermida.com/contcorporate.htm

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judiciary-tib

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publsihing.

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MANY GET AWAY WITH IT" provisonal solution. journal of human justice , 5-21.

10. Haury, A. C. (2012). "Prevneting violence and sexual harassment in the workplace"

11. khan, w. i. (2015).Workplace Health and Safety Bulletin.

12. MOHAMMAD ASHRAFUL. (2013). Retrieved NOVEMBER 2015, from https://en.wikipedia.org:

https://en.wikipedia.org/wiki/Mohammad_Ashraful

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(2007). rajshahi university law review vol.

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http://www.theindependentbd.com/printversion/details/4570

16. Sutherland, E. H. (1949). Measuring Gender-based violence: Results of the Violence Against

Women (VAW) Survey new york: holt,rinehart and winson.

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18. types ofsexual harassment in the workplace. (2009). Retrieved november 27, 2015, from

ckfraud.org: http://www.ckfraud.org/whitecollar.html

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http://thelawdictionary.org/: http://thelawdictionary.org/organized-crime/

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Appendix:

The survey is required to understand the scenario of sexual harassment in workplace. Further in

depth the survey is conducted to analyze the picture whether people seeking legal help for sexual

harassment or not. We are focusing educated people who are working in different organization.

The sample size of the survey is 100 and the result will be showed in the report.

Questionnaire: Name: Date:

Age: Gender:

Occupation: Designation:

Note: You can select multiple options if you want.

1. What do you understand by sexual harassment?

Unwelcome sexual advances

Request of sexual favors

Verbal or physical conduct

Others if any __________________

2. Do you know about legal help regarding sexual harassment?

Yes

No

3. Why would you seek legal help?

Justice

Compensation

dignity

Punishment

Others if any _______________________

4. How the sexual harassment committed?

Physical (staring, whistling - pin-ups, suggestive gestures

Verbal (sexual jokes, remarks about figure, asking for sexual intercourse)

Voluntarily (unsolicited physical contact, touching body parts, kisses, hugs, rape)

Committed using an electronic device, such as mail, text, phone call, social media.

5. Is legal help available in your existing workplace?

Yes

No

6. Have you ever sexually harassed in the workplace?

Yes

No

7. Would you seek legal help for sexual harassment in workplace?

Yes

No

8. How is the procedure for seeking legal help?

lengthy

complicated

biased

favorable

Others if any_______________________.

9) Do you feel safe or comfort while asking for legal help?

Yes

No

10. If no why?

Shyness

job insecurity

social and cultural barrier

family barriers

Others if any_________________________

11. In case of taking help from law enforcement authority what problems did you face?

Lack of female police all over

Irrelevant questions.

Unfriendly environment

Asking for bribe

Others if any _______________________

12. If there is a policy statement in your company on sexual harassment its content includes –

Committed to prevent sexual harassment.

Sexual harassment will not be tolerated.

Taking complaints formally.

Taking Complaints informally.

Assuring about confidentiality

Assuring complaining person will not be victimized or penalized

Others if any _____________________________________.

13. What initiatives the organization should take to make the employee more comfortable

regarding taking legal help on sexual harassment according to you?

Create friendly environment

Making a separate department

Taking strong action

Provide punishment fast

Policy should be more clear

Talking more about these issue to create awareness

Others if any _____________________________________.

14. How electronics and print, social media can play important role for making the present

situation more comfortable in case of asking help?

Social awareness ads

Campaign

Bill Board

Drama

Talk show

Others if any _____________________.

15. Do you think one stop service and separate panel in the court and police station is needed for

sexual harassment issue to make the procedure easy?

Yes

No