Download
1 / 18
E N D
Creating a sexual harassment workplace! FREE
Know how to prevent sexual harassment in the workplace Understand the different forms of sexual harassment and how to recognise them Be able to report any forms of sexual harassment if encountered Know the correct channel to take to reporting harassment • 02 • 03 • 04 • 05 • 01 Understand what sexual harassment is At the end of the course you will : • Module Overview
SIMBISA BRANDS SEXUAL HARASSMENT POLICY • As Simbisa we care about the wellbeing of all our associates and so we take sexual harassment seriously. • Sexual harassment can have devastating effects on a person’s physical and psychological wellbeing. • Victims of sexual harassment often suffer from some debilitating stress reactions, including anxiety, depression, headaches, sleep disorders, weight loss or gain, nausea, lowered self-esteem, and sexual dysfunction. • At work, it also leads to low morale, declined productivity, absenteeism, high staff turnover, and even lawsuits.
SIMBISA BRANDS SEXUAL HARASSMENT POLICY. All Simbisa brands employees are not allowed to date or engage in sexual relations with each other or solicit same from potential employees.
What is sexual harassment? • This may be one or a series of incidents involving unsolicited and unwelcome sexual advances, requests for sexual favours or any other verbal or physical conduct of a sexual nature. • Every associate of Simbisa should know how to prevent sexual harassment, how to recognize it; and how to report it. • Our goal is to provide our associates with a working environment that ensures that they are treated with dignity and respect.
forms of sexual harassment • Sexual harassment mainly falls under three main forms, i.e verbal, physical and written
VERBAL • Verbal sexual harassment includes sexually oriented noises, remarks, jokes or comments about a person’s sexuality or appearance • This can be asking sexual questions, such as questions about someone's sexual history or their sexual orientation or making offensive comments about someone's sexual orientation or gender identity. Spreading rumors about a person’s personal or sex life is also considered harassment.
PHYSICAL • This includes making inappropriate sexual gestures, staring in a sexually suggestive or offensive manner, or whistling, making sexual comments about appearance, clothing, or body parts. • It can also be inappropriate touching, including pinching, patting, rubbing, or purposefully brushing up against another person
WRITTEN Pictorial or actual displays of obscenity, written, verbal and non verbal communication of a sexual nature which does not contribute to or advance the work. • This involves sharing sexually inappropriate images or videos, such as pornography, with associates or sending suggestive letters, notes, or e-mails. • Publications anywhere in the workplace of sexual images or posters, calendars, promotional material or reading material or even telling crude jokes, sharing sexual anecdotes, that is sexually demeaning or pornographic.
Examples of sexual harassment • Repeated requests for sexual favors with a subordinate from a person in authority. • This is when a manager uses quid pro quo where they demand or request sexual favors in exchange for employment or other job-related benefits such as promotions and preferred work stations or shifts.
Reporting procedure • Victims of sexual harassment often feel that there are many reasons not to report an incident. Simbisa Brands encourages all its associates to report all cases of sexual harassment. • All the above forms of sexual harassment are unacceptable and should be reported.
Say No Clearly • Tell the person that his/her behavior offends you. • Firmly refuse all invitations. • If the harassment doesn’t end promptly, ask the harasser to stop and put it in writing. Keep a copy of this written communication.
Write Down What Happened • As soon as you experience sexual harassment, start writing it down. • Write down dates, places, times, and possible witnesses to what happened. • If possible, ask your associates to write down what they saw or heard, especially if the same thing is happening to them. Keep pictures, messages, videos, or audio if you have any.
Report the harassment • If the harassment does not stop, approach the Industrial Relations Department for remediation of their grievances or refer to the Complaints Committee which Simbisa Brands has instituted for redressal of sexual harassment complaints and for ensuring time-bound treatment of such complaints. Make a formal complaint in writing to the Industrial Relations Department within 15 days from the date of occurrence • Simbisa Brands has instituted a Complaints Committee for the redressal of sexual harassment complaints and for ensuring time-bound treatment of such complaints. • Industrial Relations Department Contact Details • Northern Region - Benjamin Taruvinga0712 329 349 • Southern Region - Juta Tshuma0712 350 678
▸Simbisa Brands understands that it is difficult for the victim to come forward with a complaint of sexual harassment and recognizes the victim’s interest in keeping the matter confidential. ▸To protect the interests of the victim, the accused person and others who may report incidents of sexual harassment, confidentiality will be maintained throughout the investigatory process to the extent practicable and appropriate under the circumstances. ▸The Company is committed to ensuring that no associate who brings forward a harassment concern is subject to any form of retaliation. Any retaliation will be subject to disciplinary action. It will also ensure that the victim or witnesses are not victimized or discriminated against while dealing with complaints of sexual harassment.
Confidentiality • ▸However, anyone who abuses the procedure (for example, by maliciously putting an allegation knowing it to be untrue) will be subject to disciplinary action. • ▸The most efficient solution to the problem of sexual harassment is to prevent it in the first place. Simbisa Brands reiterates its commitment to providing its associates, a workplace free from harassment or discrimination and where every associate is treated with dignity, equity and respect.
