CRITICAL THINKING AND EFFECTIVE PRESENTATION SKILLS ( UDE1004 )

SEXUAL HARRASMENT AMONG COLLEAGUES AT WORKPLACE

NAME :     ID:

1. ATHIRAH BINTI JAMALUDIN UDE 190161

2. FARAH YASMEEN BINTI MOHD EMRAN UDE 190165

3. QISYA MIRZA BINTI HAMIZI UDE 190212

LECTURER’S NAME : DR. SHEIKHA MAJID

SUBMISSION DATE : WEEK 9

ACKNOWLEGEMENT

In the name of Allah, the most generous and the merciful, on whom we ultimately
depend for all the guidance and blessing upon us in the form of our holly Prophet,
Muhammad S.A.W. Alhamdulillah. Our sincere appreciation goes to our one and only
Critical Thinking and Effective Presentation Skills’ lecturer, Dr. Sheikha Majid who had
given us a lot of guidance and inspiration to complete this group assignment and report
successfully.

We also contributed this appreciation to our admirable parents who had gave us
full of support and had make a lot of sacrifices throughout our journey to accomplish this
report and the group assignment. Not to forget, our special thanks goes to our family
that had gave a bunch of encouragement in the moments of crisis. Our family bond had
given us full of astonishing experiences. We express our heartfelt gratefulness for our
family’s advices that we believe that we gain from the best.

Last but not least, we want to leave the remaining spaces in the memory of our
cooperation and unity throughout this assignment. All of the memories of distress,
hardship, pleasure, joy, up and down moments while we were doing this assignment will
remain in our heart, forever and always. We will take lessons and gain our knowledge in
the making of this report for our future. These experiences we faced will definitely make
us more ready and systematic whilst making a report in the future since this is the first
report that had been made by us currently.
 TABLE OF CONTENTS
1.0 Introduction 4
2.0 Causes Of Sexual Harassment Among Colleagues At Work 6
3.0 Solutions 8
4.0 Analysis 9
4.1 Implementation…………………………………………………………………………………..9
4.2 Cost Labor………………………………………………………………………………………10
4.3 Effect…………………………………………………………………………………………….11
4.3.1 Advantages of the employee handbook and CCTV…………………………………..11
4.3.2 Disadvantages of the employee handbook and CCTV………………………………12
4.4 Rationale………………………………………………………………………………………...13
5.0 Conclusion……………………………………………………………………………………........14
1.0 INTRODUCTION

An issue related to the workplace environment that we have chosen is sexual

harassment among colleagues at workplace. Sexual harassment is known as a non-
consensual interaction, flirtation or friendship that can make a person to feel humiliated,
offended and also intimidated in an unnecessarily hostile atmosphere. Sexual
harassment in the workplace refers to an verbal or physical act with a sexual nature,
performed in recruitment or in the workplace by a boss, manager, employee, client or
customer of a working unit, that is unwelcomed by the person receiving it and has
caused the person to feel violated, insulted, and being in an unbearable hostile
environment. It is also an act that could happen to both men and women. Men and
women can also both be perpetrators of sexual harassment as well.

Any incident relating to sexual harassments is against the law in Malaysia and an
action needs to be taken immediately. The harassments can be in a form of physical,
verbal or written. Some examples of sexual harassments are joking or teasing in a
sexual nature, request for sexual intercourse, spreading and displaying a nude or image
with apparent sexual contents and etc.

The negative consequences of harassment can be long-lasting and severe towards

the victims. This could also lead for them to have a trauma throughout their whole lives.
Furthermore, the cost for a business or a company can also be high. On the other hand,
a workplace covers any place under the employer's direct or indirect control that an
employee is required to be present or to go to perform work. It includes office and other
locations where job responsibilities are taken up, such as customer offices, business trip
destinations, business lunch / dinner venues, business branches, customer’s homes,
etc.
 Sexual harassment can be devastating. Studies indicate that most harassment has
nothing to do with "flirtation” or sincere sexual or social interest. Rather, it is offensive,
often frightening, and insulting to women. Victims of sexual harassment suffer from
psychological symptoms such as feeling weak, self-blaming, insomnia, anger, tension
and depression, as well as biological syndromes such as headache, backache,
vomiting, high blood pressure, change in weight and fatigue. What’s even worse is that
they are often forced to resign. When labor supply is in surplus, most of them couldn’t
be re-employed. Hence, sexual harassment in the workplace jeopardizes the victims’
right to living and it is also more than just lust. It is rush of adrenaline when you are in
control over something.
2.0 CAUSES OF SEXUAL HARRASSMENT AMONG COLLEAGUES AT WORK

There are many reasons on why sexual harassment could happen. Many cause of
sexual harassment could be interrelated to each other according to factors such as
culture and values in society and in and in companies, and to the roles, relative power
and status of the men and women are concerned. The following are the common factors
that cause sexual harassment:

2.0.1 Socialization

The way men and women were brought up to see each other and themselves
strongly influences their behavior. A climate that allows for sexual harassment could be
created from various perspectives. Some men were raised on the macho beliefs such
as “real men pinch bottoms” and that girls were just “made to be kissed and hugged”,
men who carry this mentality would often threat their other colleagues accordingly.
Sexual harassers also often have the thought that women take harassment as a
compliment. But these people who think so are undeniably wrong and are lacking in
moral values. Nonetheless we should not only blame men on why sexual harassment is
currently happening around us. Many women were brought up on the belief that a
woman’s highest calling is to please men, that being popular among men is equivalent
to success or that “real women look sexy”. This could leave an unintended impression
that women are giving men “sexual invitations” at work. As for some women who see
that their sexuality is their strength, they will play along. However based on research
women who behave like this are a minority, but their actions do encourage others to
continue harassing other women.
 2.0.2 Power Games

Some men feel threatened by the career advancement of women, or are

uncomfortable with women’s new-found independence and assertiveness whether at
home or at work. Some who have recently gained position of power may also harass
women subordinates just to prove that they are in power. Some men might also regard
it as a type of benefit to which their position, their power. Their sex entitles them. In
times of uncertainty, fear, limited promotion opportunities, retrenchments, personal
stress and performance pressure, there is a real danger that sexual harassment and
trading of sexual favors will form part of the power games played.

2.0.3 Aggressiveness or Bravado

Men in groups behave differently compared to when they are as individuals. This
can explain the “gang harassment that usually occurs when a woman walks past a
group of men during lunch breaks, after or during an office party, or when a group of
colleagues attend a conference. When men are alone they would probably be
“harmless” or less bold.

2.0.4 Rape culture

From what we have noticed local TV dramas has been putting a lot of scenes
related to rape culture. In my opinion rape culture should not be appropriated on TV
dramas that are rated as G (general) this rape culture can influence younger viewers. It
could also lead to more future sexual harassment cases.
3.0 SOLUTIONS

3.0.1 Employee Policy Handbook

An employee handbook is a compilation of the procedures, policies, working

conditions and behavioral expectations that guide employee actions in a particular
workplace. They also use handbooks to describe working conditions and the workplace
behavior and contributions they expect from employees. It is to believe that by putting
forth a shared approach to addressing workplace issues, they have the best potential to
create a harmonious, fair employee and employer supportive workplace.

Employers could also use the policies in an employee handbook to provide the
roadmap to the ethical and legal treatment of employees. They protect themselves from
lawsuits such as harassment claims, wrongful termination claims and discrimination
claims. Employee handbooks generally contain a code of conduct for employees that
set guidelines around appropriate behavior for the individual workplace.

3.0.2 Set up CCTVS in the workplace

This solution could be beneficial in many ways. Firstly, the superiors or any
security that is in charge could supervise the environment of the workplace at all times.
In this case, they could easily notice and witness any suspicious and irrelevant
behaviors at the workplace itself. Furthermore, the footage of the video surveillance will
show the exact live situation without filtering any footage that has been occurred. This
means that the person who is in charge are the only ones that could handle all the
things that are related to the CCTVs and no one else could involve in handling the
system.

Since CCTVs are generally can be seen from everyone’s perspective, it is better
when the company picks and invests more on CCTVs that are small and hidden. To
enhance this statement, let’s say someone in the workplace had bad intentions in the
workplace and didn’t want to be seen. If they were slick and intelligent, they would cut
the wires off the CCTVs. This way, by choosing the smaller and hidden CCTVs, they
wouldn’t know where it is placed as it is very hard to find it.
4.0 ANALYSIS

4.1 IMPLEMENTATION

4.1.1 How do employers use an employee handbook?

Employers use handbooks to provide a consistent set of policies and procedures.

They also use handbooks to describe working conditions and the workplace behavior
and contributions they expect from employees. They believe that by putting forth a
shared approach to addressing workplace issues, they have the best potential to create
a harmonious, fair, employee and employer supportive workplace.

Progressive discipline and procedures for making a complaint are also in most
employee handbooks. It allows the employer to know that employees are informed
about actions and behaviors that will warrant disciplinary action up to and including
employment termination in their workplace.

By having the employee handbook, the subordinates know how their employer
will address problems and complaints. They have a reasonable expectation that
employees with similar issues will receive similar treatment. They share a knowledge
base with the rest of the employees, too, and know what is important for the business.

4.1.2 How does CCTV Camera contribute to a safer work environment?

Video surveillance in the workplace protects both the company and its
employees. By Installing a CCTV Camera at various areas in the offices, it will capture
video and sound evidence of any wrongdoing and also cut out wrong accusations.
Installing CCTV Cameras inside the official chambers and office rooms of all the officers
will prevent unjustified allegations or complaints against the higher officials and
safeguard the interest of women officers and women employees from the offences of
sexual harassment.

Moreover, Without a CCTV system, someone who should not have access to an
office could get access. Though occupants may eventually notice intruders inside the
buildings, the access control system itself wouldn’t detect anything wrong.
4.2 COST LABOR

4.2.2 Employee Handbook Project

Based on our research, a certain price is needed to pay by the company to

realize this employee handbook project. The cost could vary from prices of RM50 to
RM100 to run software or books. Then you have to do the job yourself or assign it to an
administrator who may not know what the material is or is not. You probably know the
basic policies that you want the current and future workers to obey.

4.2.3 Installation of business security system

Our company will invest some money to ensure the safety of our employees, so
we decided to install some security systems such as CCTV to prevent sexual
harassment from happening. Even if sexual harassment still happens after we have
installed the security system, at least we have caught the proof on tape so that we can
bring the offender to justice. The total cost of a security system for a small or medium
sized business can be broken down to three factors such as security hardware costing
approximately from RM1000 to RM2500 on an average, installation and activation cost
around RM300 to RM500 and alarm monitoring at RM40 to RM120 on average. That’s a
grand total of roughly RM2000 of upfront costs and about RM60 maintenance every
month.
4.3 EFFECTS

4.3.1 ADVANTAGES OF HAVING EMPLOYEE HANDBOOK AND CCTV IN

THE WORK PLACE

4.3.1.1 Employee handbooks protect the employer and employees from such
issues as favoritism and discrimination charges. Employees feel that they are treated
equally when the procedure is written in the handbook, and the procedure is followed
and fairly applied to all employees.

4.3.1.2 Employee handbook also promotes open communication and

transparency. Open communication is the key to a positive work environment. By giving
new hires the handbook, they will know the mission, purpose, and core values. This
sets the stage for a positive business relationship and lets team members know who
they can go to with questions about their rights, and work environment.

4.3.1.3 CCTV Camera in the workplace improves employee attitude. Apart from
serving security purposes, surveillance helps to straighten employee attitude and to
keep them upright. Some of the pertinent issues that plague many workplace settings
are workplace harassment and violence.

4.3.1.4 CCTV systems are able to keep track of what is happening at the
premises where they are installed. By monitoring the activity of workers and visitors at
business’ site, the footage cannot be filtered as it shows live situation.
 4.3.2 DISADVANTAGES OF HAVING EMPLOYEE HANDBOOK AND CCTV IN

THE WORK PLACE

4.3.2.1 A primary disadvantage of a CCTV camera is the issue of intrusion of

privacy. Your employees and customers may object to being filmed under constant
surveillance. It may cause employees to feel like you don’t trust them, which is never a
good dynamic. Another disadvantage of CCTV cameras is the cost. It is expensive to
purchase cameras and other equipment needed for a CCTV system. It can also be
expensive to keep the technology upgraded.

4.3.2.2 Employee Handbook requires proper regular updating of the policies and
the new schemes. If the handbook is not updated, it tends to create the wrong
impression among the employees and also among the outsiders. The employee
handbook requires time to time updating so that the employees and everyone working
in the company knows the changes bought by the higher authorities.
4.4 RATIONALE

With a well-written, comprehensive handbook, employees always know what is

expected of them at work. They know how their employer will address and apply the
policies and procedures of the business and what they, as employees can expect from
the employer. In conclusion, employees can always refer and use this handbook in
handy when an incident relating to sexual harassment tend to happen.

Furthermore, it has been stated that the employee policy handbook has as code
of conduct. A code of conduct is a written collection of the rules, principles, values and
employee expectations, behavior and relationships that an organization considers
significant and believes are fundamental to their successful operation. Next, a code of
conduct also enumerates those standards and values that make an organization
remarkable and that enable it to stand out from similar organizations. The code of
conduct is name by an organization to reflect the culture that is present in the
organization and to make a statement that all employees and other stakeholders hear.

Next, by setting up the CCTV, it could be somewhat of a proof when any incident
happens regarding to this sexual harassment issue. For example, an employee has
been sexually assaulted in her workplace by one of her colleagues. She decided to file
up a lawsuit but there weren’t any witnesses to be used as evidence when filing up a
lawsuit. In this case, by having a CCTV set up at the workplace, the footage that has
been recorded could be used as proof when filing up the lawsuit as it shows clear
evidence that the employee has been clearly sexually assaulted by one of her
colleagues and did not accuse anyone nor made up a fake accusation.
 5.0 CONCLUSION

EMPLOYEE POLICY HANDBOOK CCTVS IN THE WORKPLACE

 Employers could also use the policies in  The superiors or any security that is
an employee handbook to provide the in charge could supervise the
roadmap to the ethical and legal environment of the workplace at all
treatment of employees. They protect times. In this case, they could easily
themselves from lawsuits such as notice and witness any suspicious
harassment claims, wrongful termination and irrelevant behaviors at the
claims and discrimination claims. workplace itself.
Employee handbooks generally contain a
code of conduct for employees that set
guidelines around appropriate behavior
for the individual workplace.
 Progressive discipline and procedures for  By Installing a CCTV Camera at
making a complaint are also in most various areas in the offices, it will
employee handbooks. It allows the capture video and sound evidence of
employer to know that employees are any wrongdoing and also cut out
informed about actions and behaviors wrong accusations.
that will warrant disciplinary action up to
and including employment termination in
their workplace.
 By having the employee handbook, the  Better when the company picks and
subordinates know how their employer invests more on CCTVs that are
will address problems and complaints. small and hidden since CCTVs are
generally can be seen from
everyone’s perspective so any
irresponsible individuals would not
know where it is placed as it is very
hard to find it.
 Thus, the best solution to prevent the sexual harassment among colleagues at
the workplace is the Employee Policy Handbook. This is because Employee
handbooks protect the employer and employees from such issues as favoritism and
discrimination charges. Employees feel that they are treated equally when the
procedure is written in the handbook, and the procedure is followed and fairly
applied to all employees. In addition to this, Employee handbook also promotes
open communication and transparency. Open communication is the key to a positive
work environment. By giving new hires the handbook, they will know the mission,
purpose, and core values. This sets the stage for a positive business relationship
and lets team members know who they can go to with questions about their rights,
and work environment.