Sexual harassment at workplace
Jun 06, 2010
JANE Atukui (not real name), a sales representative with a major bank in town, signed her first client one week after completing her university exams.<br>And for the next seven months that followed, Atukui was a top performers and always surpassed her targets. <br>
By Joshua Ondyer
JANE Atukui (not real name), a sales representative with a major bank in town, signed her first client one week after completing her university exams.
And for the next seven months that followed, Atukui was a top performers and always surpassed her targets.
She at times brought in more new clients than all her colleagues combined and was promoted in her first year of employment.
This new position brought her in the ‘direct path’ of John Mutabazi (not real name), a boss known for his appetite for beauties.
Several female employees had complained to management about Mutabazi’s behaviour to no avail.
He was a son of a big shot and his uncle was a board member at the bank.
Other employees, across the gender divide, that could not rise through the ranks, were left dejected and betrayed. Most of them resigned.
Those who stayed performed very poorly because they were always searching for jobs.
Those that gave in to his advances, quickly rose through the ranks. But such practices and behaviour are against the law because this is sexual harrassment.
What is considered sexual harassment, according to our laws?
Sexual harassment can be use of language, whether written or spoken, of a sexual nature, use visual material of a sexual nature or showing a physical behaviour of a sexual nature.
According to the Employment Act of 2006, Section 7(4), “Every employer with over 25 employees is required to have in place measures to prevent sexual harassment occurring at their workplace.â€
And indeed, the bank had a good policy. But the issue was that nobody dared fault Mutabazi.
Section 7(1) states: An employee shall be sexually harassed if his/her employer, or a representative of the employer directly or indirectly asks an employee for sexual intercourse, sexual contact or any other form of sexual activity.
This could be an implied or express promise of preferential treatment at work, a threat of bad treatment in employment and an implied or express threat about the present or future employment status of the employee.
However, if there is sexual contact with your boss or representative with your consent or voluntarily, this ceases to be sexual harassment.
Sexual harassment is about who wields power in an organisation. At the workplace, this might mean an employer or his representative.
In one-man/woman organisations, if it is the owner carrying out the offence, it almost invariably ends with the victim losing their jobs if they refuse to comply with the boss’ sexual demands.
In big firms, it can be a dsupervisor, the head of section or the overall boss. If sexual harassment is not addressed, it affects workers’ performance and reduces job satisfaction.
This leads to confusion, guilt, anger, loss of respect and dignity, hence need for revenge.
When Atukui rose through the ranks, other employees whispering among themselves: “See, she has finally given in to the ‘hit man’, as Mutabazi was secretly called by employees.
Merit, loyalty, commitment, trust and integrity were all sacrificed at the altar of one man’s misconduct.
At every workplace, or where power exists, there is need to put in place mechanisms to ensure that it is not abused, sometimes through sexual harassment.
Most organisations have policies that spells out how a cases of sexual harassment can be addressed.
This boosts performance and job satisfaction since employees know that there would be no short-cut to a high position than hard work. The would-be culprits also understand that their behaviour wouldn’t be tolerated.
Sexual harrassment can be solved by handling all complaints seriously. If someone complains about sexual harassment, investigate the complaints immediately. If they are valid, respond swiftly and effectively.
Monitor your workplace. Look around the workplace itself. Do you see any offensive posters or notes? Talk to your supervisors and managers about what is going on.
Conduct training sessions for employees, supervisors and managers at least once a year.
The writer is an HR professional
Email: ondyer@yahoo.com or 0782663218
And all this behaviour should directly or indirectly subject an employee to behaviour that is unwelcome or offensive and that, either by its nature or through repetition, has a detrimental effect on an employee’s employment, job performance, or job satisfaction.
If this happens, collect proof and then contact your nearest labour office!
The writer is an HR Professional and can be reached on ondyer@yahoo.com or 0782663218
JANE Atukui (not real name), a sales representative with a major bank in town, signed her first client one week after completing her university exams.
And for the next seven months that followed, Atukui was a top performers and always surpassed her targets.
She at times brought in more new clients than all her colleagues combined and was promoted in her first year of employment.
This new position brought her in the ‘direct path’ of John Mutabazi (not real name), a boss known for his appetite for beauties.
Several female employees had complained to management about Mutabazi’s behaviour to no avail.
He was a son of a big shot and his uncle was a board member at the bank.
Other employees, across the gender divide, that could not rise through the ranks, were left dejected and betrayed. Most of them resigned.
Those who stayed performed very poorly because they were always searching for jobs.
Those that gave in to his advances, quickly rose through the ranks. But such practices and behaviour are against the law because this is sexual harrassment.
What is considered sexual harassment, according to our laws?
Sexual harassment can be use of language, whether written or spoken, of a sexual nature, use visual material of a sexual nature or showing a physical behaviour of a sexual nature.
According to the Employment Act of 2006, Section 7(4), “Every employer with over 25 employees is required to have in place measures to prevent sexual harassment occurring at their workplace.â€
And indeed, the bank had a good policy. But the issue was that nobody dared fault Mutabazi.
Section 7(1) states: An employee shall be sexually harassed if his/her employer, or a representative of the employer directly or indirectly asks an employee for sexual intercourse, sexual contact or any other form of sexual activity.
This could be an implied or express promise of preferential treatment at work, a threat of bad treatment in employment and an implied or express threat about the present or future employment status of the employee.
However, if there is sexual contact with your boss or representative with your consent or voluntarily, this ceases to be sexual harassment.
Sexual harassment is about who wields power in an organisation. At the workplace, this might mean an employer or his representative.
In one-man/woman organisations, if it is the owner carrying out the offence, it almost invariably ends with the victim losing their jobs if they refuse to comply with the boss’ sexual demands.
In big firms, it can be a dsupervisor, the head of section or the overall boss. If sexual harassment is not addressed, it affects workers’ performance and reduces job satisfaction.
This leads to confusion, guilt, anger, loss of respect and dignity, hence need for revenge.
When Atukui rose through the ranks, other employees whispering among themselves: “See, she has finally given in to the ‘hit man’, as Mutabazi was secretly called by employees.
Merit, loyalty, commitment, trust and integrity were all sacrificed at the altar of one man’s misconduct.
At every workplace, or where power exists, there is need to put in place mechanisms to ensure that it is not abused, sometimes through sexual harassment.
Most organisations have policies that spells out how a cases of sexual harassment can be addressed.
This boosts performance and job satisfaction since employees know that there would be no short-cut to a high position than hard work. The would-be culprits also understand that their behaviour wouldn’t be tolerated.
Sexual harrassment can be solved by handling all complaints seriously. If someone complains about sexual harassment, investigate the complaints immediately. If they are valid, respond swiftly and effectively.
Monitor your workplace. Look around the workplace itself. Do you see any offensive posters or notes? Talk to your supervisors and managers about what is going on.
Conduct training sessions for employees, supervisors and managers at least once a year.
The writer is an HR professional
Email: ondyer@yahoo.com or 0782663218
And all this behaviour should directly or indirectly subject an employee to behaviour that is unwelcome or offensive and that, either by its nature or through repetition, has a detrimental effect on an employee’s employment, job performance, or job satisfaction.
If this happens, collect proof and then contact your nearest labour office!
The writer is an HR Professional and can be reached on ondyer@yahoo.com or 0782663218