and abuse

3.1.3 Policies prohibiting sexual harassment and abuse

Sixty-four per cent of respondents’ workplaces have policies in place against harassment. For 83% of the respondents, their institutions must have policies in place for equal opportunities (e.g., a gender policy), a code of conduct against harassment in the workplace and gender equality positions such as gender focal persons. The absence of gender policies can be a major barrier to creating inclusive organizations and institutions. As a victim of sexual harassment throughout my career (university, parttime jobs, first job), I would recommend providing trainings on this critical subject to explain what victims should do when they are subjected to sexual harassment and what their legal rights are. (Survey respondent).

Recommendation: Adopt sexual harassment policy that states the organization’s position of intolerance for harassment or inappropriate behaviour and that applies to all persons involved in the operations of the organization. The policy should have an accountability and reporting mechanism for investigating and protecting complainants.

Best practice: ILO has prepared a sample policy59 for organizations and companies that have still to adopt a policy on sexual harassment. The policy is available free of charge and includes explanatory notes for better understanding of the policy and what constitutes sexual harassment.

59 International Labour Organization (2015). Sample sexual harassment policy: https://www.ilo.org/ wcmsp5/groups/public/---asia/---ro-bangkok/---ilo-suva/documents/policy/wcms_407364.pdf