ANTI-WORKPLACE HARASSMENT POLICY:

VOICES WANTING TO BE HEARD FOR A SAFE,

PRODUCTIVE AND PEACEFUL COMMUNITY

PSYCHOLOGY AND EDUCATION: A MULTIDISCIPLINARY JOURNAL

2023
Volume: 8
Issue: 3
Pages: 359-370
Document ID: 2023PEMJ656
DOI: 10.5281/zenodo.7857942
Manuscript Accepted: 2023-04-24 10:34:58
Psych Educ, 2023, 8(3): 359-370, Document ID: 2023PEMJ656, doi:10.5281/zenodo.7857942, ISSN 2822-4353
Research Article

Anti-Workplace Harassment Policy: Voices Wanting to Be Heard for a Safe, Productive

and Peaceful Community
Lydia Araneta*
For affiliations and correspondence, see the last page.

Abstract

Workplace harassment is such a deeply personal experience, only people who have gone through it can describe it in detail and
are therefore qualified to serve as an authority in their own right. Previous studies suggest that workplace harassment is such
devastating that participants resorted to the following coping styles to survive their workplace harassment-related experiences -
clearing the air, availing professional services, spirituality, self-encouragement, positive distraction and support system. With
all the things they went through, the participants gained the following learnings and insights – you don’t have to prove yourself
to anyone, stand up for one’s own right, be wary of trusting people and to look for a silver lining in every situation. Hence, the
participants recommended the following to be included in the anti-workplace harassment policy - the administration and the
creation of a grievance committee, conduct of workplace harassment assessment, workplace harassment rules and regulations,
conduct of annual anti-workplace harassment awareness, orientation and wellness activities. In view of these
recommendations, an anti-workplace harassment policy was crafted, which underwent a validation from various experts in the
field of human behavior, law and human resource management.

Keywords: Philippines, Intervention Program, Coping Strategies, Anti-workplace Harassment

Policy,, Safe Working Environment

Introduction medical industry, the media, and business process

A healthy work environment is crucial to the success
of a company or an institution. Contrarily, an
unfavorable work environment has a negative impact
on employees' health, productivity, and morale, which
in turn has a negative impact on the institution's
overall effectiveness as well as its relationships with
customers, stakeholders, and the local community
(Copeland, n.d.). In a workplace where routine
interactions such as competition are inevitable, work-
related harassment can always occur. According to
Santos (n.d.), in office bullying or harassment, the
aggression though obviously felt by the victim, is
carefully executed by the aggressor so as not to be
considered a violation of the company’s code of
conduct. This in turn makes workplace harassment
difficult to establish.
Workplace harassment encompasses a broad range of
issues. According to Australian Human Rights
Commission (n.d.), it is unlawful to treat a person less
favorably on the basis of particular protected attributes
such as a person’s sex, race, disability or age. Treating
a person less favorably can include harassing or
bullying a person.
This study's main objective is to investigate the
phenomenon of workplace harassment among
professionals employed by academic institutions
(including professors and staff), local governments, the
outsourcing (BPO) call centers. Moreover, this study
also wants to find out the coping mechanisms used by
those victimized which enabled them to survive their
situation.
As cited by Robinson (2019), 94% of 2018 employees
in a Monster.com survey claimed they were bullied
while at work. This is quite an alarming increase from
75% in the 2008 survey. Hence, there is a need to
create a holistic picture of this phenomenon. This
study will accelerate the creation of policies that
safeguard the well-being of employees on various
professions. It is in this light that this study was
conducted.
Research Questions
This study set out to investigate the phenomena of
workplace harassment and the coping mechanisms
employed by professionals working in local
government, the medical industry, the media, and call
centers. The following research queries were
specifically addressed:
1. What are the coping styles employed by the
participants in dealing with work-related harassment
experiences?
2. What are the learnings and insights gained by the
participants from their experiences of being harassed?
3. What policy may be formulated to prevent the
occurrence of work harassment for a safe, productive,

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Research Article
and peaceful community?
Literature Review
Coping Strategies and Preventive Measures on the
Occurrence of Workplace Harassment
Stress is a biological response of the body for human
beings to be up and alert. Low levels of stress can
actually be helpful to one’s well-being. However,
workplace harassment exposes employees to a very
hostile environment, which leads to the deterioration
of one’s health and damages the individual’s overall
well-being. Hence, to lessen the pain of this
unfortunate situation, people would tend to employ
different coping strategies.
In the survey conducted by the WBI (2013), they
highlighted the top five behavioral responses to
workplace bullying - withdrawing from family and
friends, overeating, drinking alcohol heavily; taking it
out on family and friends; and turning to religion or
spirituality. On the other hand, a study of part-time and
full-time instructors (Wilk et al., 2017) found that
targeted victims of bullying tended to employ
intrapsychological maladaptive techniques on their
own rather than psychosocial strategies at the
beginning of the bullying experience. However, as the
bullying experience progressed, victims tended to
employ positive interpersonal interactions or
psychosocial adaptive strategies, where targets started
to highlight their own or other people's strengths to
improve psychological and social conditions beneficial
in dealing with a threat.
In addition, Shannon et al. (2006) found that women
were more likely than men to report using any
professional service when they investigated the
relationship between workplace harassment (both
sexual and generalized harassment) and service
utilization (such as mental health, physical health,
legal, spiritual, and work-related services). Their
research also revealed that women were more likely to
have sought out expert support from self-focused
resources, such as programs that aid people in finding
relief linked to themselves. The study also revealed
that both types of harassment—sexual and
generalized—were linked to higher odds of utilizing
services, with generalized harassment being connected
to services for general mental health and spirituality
while sexual harassment was connected to services for
legal, spiritual, and employment-related programs.
From the definition, nature, and characteristics of
workplace harassment, it is evident that it is a
Lydia Araneta
negative, hostile and abusive environment that is
detrimental to the health of the targeted victim.
However, it does not just harm the victim but also
damages the organization because of the low morale of
the employees and poor work performance. For Becton
et al. (2017), workplace harassment is “a persistent
organizational problem” with serious consequences for
individuals and organizations. Harassment takes a toll
on victims (from emotional problems to physical
health issues) while the organization suffers “low job
satisfaction, low organizational commitment,
attendance issues, and turn-over.” Hence, they
commended any step an organization will do to
prevent its occurrence, cementing the important role of
the organization itself in the prevention of harassment.
As stipulated in the basic principles of UNESCO’s
Anti-Harassment Policy (2019).
Focus shall be placed on preventive action against
harassment. Prevention of harassment is a shared
individual/organizational responsibility. Each
UNESCO employee, at any level, and in particular at
supervisory level, is responsible for building a positive
work environment and a climate of trust and tolerance,
free of all forms of harassment.
Moreover, UNESCO (2019) advances that managers
and supervisors are responsible for fostering a pleasant
and harmonious work atmosphere free of intimidation,
hostility, or offense, as well as any type of harassment,
and they should respond quickly if they become aware
of such situations.
In addition, based on the review of the EEOC
guidelines, Becton et al. (2017) recommended the
following for a complete anti-harassment program: a
clear antiharassment policy; an explicit statement of
prohibited behaviors that can be considered
harassment; a complaint procedure that encourages
employees to come forward with harassment
complaints; protections for complainants and
witnesses against retaliation; an investigative strategy
that protects privacy interests of both the alleged
victim and the accused offender and ensures
confidentiality to the extent possible; periodic
management training and employee awareness
programs that continue to communicate the
organization’s position on this issue; and measures and
processes to ensure prompt corrective action to stop
ongoing harassment, and appropriate remedial and
disciplinary actions for offenders.
Currently, efforts had been made in the Philippine
Congress to come up with a law to protect not only the
victims but the organization as well. House Bill No.
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815, or the Anti-Office Bullying Act of 2016, directs
all private and government offices to adopt policies
against bullying and similar acts of harassment and
intimidation, and promotes the constitutional mandate
for respect for the dignity and rights of every person
(Pamis, 2017).
Methodology
This study falls under the category of
phenomenological research, a method of inquiry that
focuses on understanding phenomena from the
viewpoint of those who have experienced them
(Neubauer, Witkop & Varpio, 2019). The purpose of
this study is to define the significance of the
experience of workplace harassment – by empowering
the victims through coping strategies identification and
coming up with ways to minimize, if not eradicate, the
occurrence of workplace harassment.
This study used an in-depth interview to get the
identified participants' personal experiences with the
topic of workplace harassment. It concentrated on the
coping mechanisms utilized by the victims who were
specifically targeted, as well as the insights and
knowledge they obtained. Additionally, it looked at the
pertinent policies that would aid them in overcoming
the detrimental consequences of harassment as well as
in preventing it from happening.
Participants
Participants came from a variety of institutions or
organizations, both public and private, including the
academic institutions, local government units (LGUs),
the medical industry, the mainstream media, and call
centers in Iloilo. In order to perform the initial survey,
a minimum of 30 respondentss (five for each of the
fields indicated) were requested to answer the survey
questionnaire . As sources of information for the
interview stage, those who matched the inclusion
criteria and remained open to taking part in this study
were chosen. Six participants contributed significant
material to the complete qualitative inquiry for this
study.
L-9-25 (participant 1), is a 28-year old, female, single,
holding a permanent rank and file position;
A1-9-29 (participant 2), is a 54-year old, female,
married, holding a permanent rank and file position;
MP-10-6 (participant 3), is a 32-year-old, female,
single and a medical trainee;
M-10-11 (participant 4), is a 29-year old, single
female, holding a permanent position;
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C-10-13 (participant 5), is a 33-year old, female,
married, manager and holding a permanent position;
A2-10-1 (participant 6), is a 61-year-old female,
married, permanent and holding a managerial level
position.
Procedure
There were two phases to this investigation. The first
stage involved conducting an initial survey using both
a conventional pen-and-paper survey and a digital
platform through Google. Based on recommendations
from the potential respondents' relatives, friends, or
coworkers, survey respondents were chosen.
Consequently, in the first stage of the study, the
purposive sampling method was used. The person who
recommended and was also the prospective
respondent's point of contact, initially obtained a
preliminary verbal consent prior to the actual conduct
of the survey. The contact person was requested to
obtain the respondent's email address and phone
number once the latter gave his/her approval. A
communication letter and informed consent (which
both covered the goal and objectives of the study as
well as their rights) were sent via email to the
respondents who were unable to meet the researcher in
person.
Additionally, if they consented to participate, they
were emailed a survey created by the researcher that
had undergone face and content validity checks to
guarantee its suitability, along with instructions on
how to read and sign the informed consent form. Email
or the contact person were used to obtain the
completed survey questionnaire and the informed
consent. Participants who returned their completed
questionnaires through the contact person were given
an envelope, and they were advised to insert it, seal it,
and attach their signature to the flap of the envelope in
order to assure confidentiality and honest feedback.
The second step of the study involved scheduling in-
depth one-on-one interviews, either in-person or
electronically, with those who had been chosen based
on the inclusion criteria and were still willing to
participate. These interviews focused on participants'
experiences with workplace harassment specifically
how they cope with it and what they could suggest to
prevent it. Participants were once more given a re-
orientation on the goals and purposes of the study as
well as their rights. They were notified that they had
agreed to take part in a taped interview before the real
interview began.
Data Analysis
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Research Article
To make the easy and systematic processing of data
possible, audio and virtual interviews were first
converted to edited transcriptions before data analysis
began. During transcribing and coding, a code was
given to each participant in order to further protect
their identity and privacy. Thematic analysis, which is
typically used to study a group of texts, such interview
transcripts, was then used to analyze the collected data.
To find recurring themes, the researcher carefully
studied the data. Triangulation was used to compare
the data from the first survey (questionnaires), the
researcher's initial notes from the interview, and the
edited transcripts to make sure the themes produced
accurately reflected the data. In order to explain some
of the participants' responses or concerns regarding the
study, follow-ups with them via messenger or text
messaging were also carried out when needed.
The six-step Caufield (2019) thematic analysis method
was used in this study, namely: (1) Familiarization,
which was made feasible by the researcher personally
and manually transcribing both the in-person and
virtual interviews, reading over the transcripts, making
initial comments, and repeatedly reviewing the data;
(2) Coding, in which initial codes were derived from
the interview guide questions that addressed specific
research questions. The words or sentences that the
informants used were given shorthand names or
"codes" to indicate their substance, and subsequent
codes were created from those; (3) The process of
creating themes involved reviewing the developed
codes, spotting patterns within them, and ultimately
coming up with themes; (4) Review the themes, which
the purpose was to ensure that they provide accurate
and usable representations of the data. This was
accomplished by comparing the themes to the
data—which included questionnaires, preliminary
notes, and edited transcripts—that was at hand.
Unsupportable themes were dropped; (5) After
creating a final list of topics, themes were defined and
given names. The process of defining themes involved
determining each theme's precise meaning in light of
how they were generated.; and The final step in
naming themes was to come up with a brief and clear
name for each topic; lastly (6) Write up, which
included composing an analysis of the information
obtained. Writing up a theme analysis requires an
introduction to state the research topic, goals, and
approach, just like any other academic document.
Ethical Considerations
Prior to actual conduct of this study, WVSU URERC
(WVSU Unified Research Ethics Review Committee)
clearance was obtained . The researcher's inclusion
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criteria were used to select the key participants. They
were explained the goals and methods of the study, as
well as its voluntary nature. Additionally, they were
informed of their rights to confidentiality and to
withdraw from the study at any time without cause.
They were also told that, except from the snacks, there
are no direct advantages or hazards to taking part in
the study. Further, even if there are no immediate
advantages to taking part in the study, generally
speaking, call centers, local governments, medical
facilities, and academic institutions will benefit from
assistance in tackling harassment- related issues in
their respective workplaces. Particularly, employees
that experience harassment from coworkers, bosses, or
clients would be empowered and assisted in
overcoming these harmful behaviors.
The participants received no compensation and made
no payment to participate in the study. They were also
told that they might refuse to answer any questions
with which they felt uncomfortable. They had the
same right to inquire and receive explanations. Before
the interview, they were asked for their verbal consent
in addition to their written informed consent, which
included written explanations of the study's objectives
and other ethical considerations. Additionally, they
received guarantees regarding the privacy of their
responses; however, anonymity could not be ensured
during the initial survey due to the fact that the
questionnaire had to collect data in order to help the
researcher select qualified participants for the
qualitative portion of the study. Each participant was
given an alpha-numerical code, though. With their
permission, the interview was either audio or virtually
recorded. None of the participants' answers to the
questionnaire or interview (in any way) affected their
employment or any review of how they worked, nor
were they utilized to personally identify them as study
participants.
The researcher was the only person who had access to
the surveys and transcripts, which were all kept in a
locked cabinet at home. All digital data and audio-
taped recordings were kept on the researcher's personal
laptop in password-protected files with regular, safe
backups. After a year or two of conducting the study,
all hard copies and digital files will be destroyed.
Computer files will be destroyed and paper papers will
be shred.
Due to the sensitivity of the topic, the following
medical/psychosocial provisions were taken into
consideration:
The place/venue and date of the interview were most
convenient to the participants;
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Establishing rapport – Rapport is considered as a

state of harmonious understanding with another
individual or group (“Building Rapport”, n.d.) thus
having a rapport with the key participants would
make them feel relaxed and gain their trust to open
up with their workplace harassment experiences;
Simple Relaxation Techniques – these are effective
ways to combat stress hence would be very helpful
once the key participants feel uncomfortable and
anxious reliving their workplace harassment
experiences. Simple relaxation techniques such as
deep breathing exercises, guided imagery, and
evoking happy memories and positive thoughts
could alleviate discomfort and anxiety;
If severe emotional distress or physical reactions
were manifested, key participants should be
encouraged to seek professional help;
If there was a risk of suicide, it was of utmost
importance that folks of the concerned participants
should be notified so that monitoring and Figure 1. .
appropriate actions or measures must be done
promptly.
“I became a fighter – defensive fighter, not offensive.
Lastly, as a precautionary measure for the safety of They eased up on me when I dropped hints at them
both the key participant, who opted for a face-to-face during a meeting. Although it was not directly but
interview, and the researcher they were accompanied rather indirectly. “But there was one that I directly
by their respective trusted persons who were stationed confronted. She just kept quiet when I made my point.
at a safe distance so as to provide privacy while the It felt good when I confronted them either directly or
interview was being conducted. indirectly. I felt victorious. I became brave to confront
during a meeting because everybody knew who I was
referring to.”
Result
Likewise, l-9-25 also took the courage to confront her
Coping Styles harassers in the presence of authority figure,

“I filed a complaint against them at the office

Interview guide question four addresses research
question one (RQ1): “What are the coping styles
employed by the participants in dealing with their
work-related harassment experiences?”
Clearing the Air. One of the proven ways for the
three participants to deal with harassment that helped
them cope with the situation was to clear the air, once
and for all, with their harassers by facing them off
whether directly or indirectly. The perpetrators, who
were considered bullies, thrived and are encouraged in
their behavior when no one was brave enough to call
them out of their undesirable behavior. Hence, when
the victims, themselves, could muster enough courage
to confront them, this might have taken them off-guard
as reflected in the sharing of A1-9-29
Table 1. Summary of the generated themes and their
respective meanings for RQ1.
concerned with women abused. I sat down with those
people who made comments on a facebook post which
pertained to me except for my name. Everything about
that post pointed to me.”
Whereas, M-10-11 also summoned up her courage to
tell her harasser right to his face,
“I told him, ‘This is the last time you will joke about
that to me because it is not a nice joke’. He just stared
at me. I told him again, ‘What came into you?’ I
confronted him right away. And until now, it’s good
that it didn’t happen again. Right now, we are okay.
We are still friends.”
Availing of Professional Services. This refers to all
the professional services such as legal, mental,
medical, spiritual guidance, and counseling services,
sought by the participants which helped them in their

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struggles. Workplace harassment (or any form of
harassment), wherever it occurs for that matter, could
be very devastating that most of the time, targeted
victims have difficulty coping on their own. Hence,
victims would try to seek all kinds of professional help
they could avail of so that they would be guided on
what to do or alleviate the negative effects brought
about by harassment as shown in the sharing of
A1-9-29,
“I sought advice from a lawyer on what evidence I
could use if ever I decided to retaliate through legal
means. I wanted to give them a taste of their own
medicine.”
In the case of A2-10-1, she didn’t just seek one
professional help but rather sought two as reflected in
her story,
“I also sought legal remedies to redress my grievance.
My lawyer helped me regain my composure and taught
me to fight in order to overcome the effect of the my
traumatic experience. I was able to find a lawyer who
was sincere to help. He advised me that I shouldn’t
allow myself to be treated that way; and that I had to
fight back or else they would continue to bully or
harass me. In addition, because of too much anxiety
and sleepless nights, I consulted a psychiatrist. I was
prescribed a relaxant to calm my nerves and to be able
to sleep.”
M-10-11 suffered psychosomatic symptoms and
manifested as a form of allergic reaction, thus she
consulted a medical doctor,
“The doctor told me that I am aware that other than
medicines that trigger my allergies, stress can also
trigger them so I should have enough rest. That’s why,
now I am more aware of my body, whenever I am
tired, I would say – “Oops, I need to rest now or else I
would be visiting Doc again.”
And L-9-25 turned to spiritual help in order for her to
cope, and there she was able to find peace as shown in
her testimony,
“Until such time I went to Born Again church and it
was there that I found peace of mind through the help
of a pastor.”
MP-10-6 was counseled by a guidance designate who
helped her deal with the abusive behavior she was
forced to endure whenever she reported on duty,
Lydia Araneta
“Other than my peers, sleep, unwinding, and self-
encouragement, I also talked and sought counseling
from our guidance designate.”
C-10-13 also turned to spiritual help as what she had
shared,
“And other than that, I am close to our pastor and to
the youth (members). I also talked to them regarding
this.”
Spirituality. This refers to the Divine Intervention
experiences of the participants which also helped them
to cope with their struggles with workplace
harassment. When the suffering or abuse was just too
much to bear and the participants seemed cornered and
had nowhere to go or nobody to turn to, they asked for
guidance and strength from God as reflected in the
story of A1- 9-29,
“Then during Sunday service there were messages
which could comfort me then I would contemplate –
‘hmnn, this is just a small thing. God is mightier
because they are evil, meaning they don’t have God in
them.”
Likewise, L-9-25 found peace when she turned to
spirituality,
“However, when I was so down and I didn’t know
what to do that I had difficulty believing even my
friends. I attended born-again worship service. During
that time everything was so negative and I felt
hopeless and down. Until such time I went to born-
again church and it was there that I found peace of
mind.”
C-10-13 also took the time to go to church whenever
she suffered from anxiety attacks, “If I had anxiety
attacks or I felt suffocated, I went to church. I just kept
quiet and just sat down and listened to the sermon. It
was also a blessing sometimes that I could relate. It
seemed like when you are heartbroken,
you could relate to all love songs. It might be also the
same in church when you are facing a trial, you feel
that the sermon resonates with what you are going
through.”
Self-Encouragement. Workplace harassment could be
such a lonely experience as what most participants had
expressed so much so that they would not bother to
share the entire experience with their family for they
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would not want to burden them. Hence, they would
console themselves through self-talks such as
manifested in the testimony of A1-9-29,
“I would rather self-console myself like - they are evil
and they don’t even have good reputation.’ I just
thought – who are they, anyway? They are just
nobody. It’s one way to console myself.”
needed support as shared by A2-10-1,
“Through the help of my trusted friends, I gained
support. I ran to them for strength and seek advice
how to respond or deal with the situation.”
Likewise, L-9-25 also recognized the help extended by
people who love her,

L-9-25, also found solace in comforting her own self,
“I encouraged myself like – Get up!. Will you just let
yourself be like this until when? They don’t care about
you. Your life does not depend on them. They are not
the ones feeding you. You better get up! I really just
motivated myself.”
So as MP-10-6,
“I just told myself there’s eventually an end to this.”
Positive Distraction. This coping style refers to
unwinding or taking a rest to be able to recharge. The
feelings and emotions associated with workplace
harassment were quite distressing some of the
participants looked for some positive ways to be
distracted as shown in the sharing of MP-10-6,
“I was able to overcome it because there are a lot of
people who love me, my family and friends didn’t
believe the rumor and they gave me advice.”
MP-10-6 had this to share in terms of support provided
to her,
“I would tell my peers ‘I was reprimanded again’ then
they would tell me, ‘it’s just okay’. I looked for the
support system and they would encourage me.”
C-10-13, on the other hand, would rather talk to people
to be able to vent,
“I talked to a lot of people. If I was that kind of person
who would just keep it to myself, I might have gone
crazy. I just vented to other people and also to other
managers and colleagues at work.”

“Right after duty or if there is no duty, I went out with Insights and Learnings
friends to unwind. We would just have chit-chat like,
‘I’ve been reprimanded again.’ They would then utter, Interview guide question five addresses research
question two (RQ2): “What are the learnings and
‘You know, I’ve been reprimanded too.’ “And then
insights gained by the participants from their
sleep. It was always sleep to help you get-through
experiences of being harassed?”
physically. At least, you would not think of what is
happening to you because you are asleep.”
Table 2. Summary of the generated themes and their
respective meanings for RQ2.
Same as with M-10-11 who also opted to look for
some ways to get distracted,

“I joined my colleague, who is assigned at the field

and my best buddy, in doing patrol. Everytime I went
out, I could see new environment. Thus, I wouldn’t be
imprisoned in the newsroom. In 2016, I really
struggled. In 2017, biking had been a great help. April
or May 2017, I started biking. During that time, that
was my outlet. Everytime I went on biking, I forgot my
problems. I felt light. All my stresses would be gone.
Vlogging is also my outlet. It is just recently. I enjoyed
it. It is a sort of documentation of my activities. Just so
Figure 2. .
I would enjoy for a moment.”

Support System. This refers to family, friends and You Don’t Have to Prove Yourself to Anyone. This
other people who provided the participants the much- pertains to being yourself and the importance of

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refocusing one’s energy. Being subjected to
harassment, the victim would have doubts about
himself/herself and hi/her capabilities. However, the
participants realized that this should not be. As long as
they are doing the right thing, they do not have to
prove themselves to others as pointed out by A1-9-29,
“You don’t need to prove yourself to anybody. If you
are right, you are right in the eyes of God and people.
For those people who believe them, that’s their own
accountability. It’s their loss. Better to ignore them
and focus on their family.”
C-10-13 had this to say,
So as C-10-13, which was evident in her words,
“You could not trust everyone. That’s all I can say.”
Look for a Silver Lining in Every Situation. This
pertains to always looking at the bright side of life.
Despite being the recipient of the abusive behavior and
the negative impact of which on their life, the
participants chose to learn from such experience and
be positive about it as verbalized by L-9-25,
“There is a purpose in everything that happens to our
life. The more pain and hindrances the stronger we
become.”

“Never doubt yourself. Do not mind other people. If
what you are doing is right, there’s nothing to be
ashamed of.”
Stand up for One’s Own Right. This refers to
participants’ realization that they should not allow
other people to walk all over them as reflected in
A2-10-1’s own words,
“One lesson is that this time I need to show to other
people that I am strong and they cannot harass or
bully me.”
The same sentiment was also shared by C-10-13,
“When you feel you are at the bottom, there’s no place
else going but up. People will go there and crash you;
take your wit away. They will drain you. Do not give
them the liberty to do that to you. Just fight on.”
Be Wary of Trusting People. Being exposed to an
abusive and unhealthy working environment that is
filled with negativities and hostilities, the targeted
victim tends to develop trust issues. This was quite
true for some of the participants who learned to be
cautious and careful about whom to trust as
highlighted in the experience shared by A2-10-1,
C-10-13 had this to say,
“At the end of the day, you will see your efforts and
you will be very happy of the outcome.”
Anti-Workplace Harassment Policy
Interview guide question six addresses research
question three (RQ3): “What policy may be formulated
to prevent the occurrence of workplace harassment for
a safe, productive and peaceful community?”
The Administration and Creation of a Grievance
Committee. This refers to the head of the agency
being competent, well-informed, having the initiative,
and able to create a grievance committee that is
composed of people of integrity and credibility. Being
in authority, the administration has a vital role in
preventing and putting a stop to situations leading to
workplace harassment. Thus, most of the participants
acknowledged the importance of a specific committee
that would address work harassment-related issues.
This was manifested in the verbalization of A1-9-29,
Table 3. Summary of the generated themes and their
respective meanings for RQ3.

“But the greatest lesson was that I should put a limit

in my dealings with my subordinates. I should have
preempted untoward events if I have been clear with
my limitations among my subordinates.”

Likewise, L-9-25 also learned not to trust other people,

“I was not aware that there are people who are not
happy with your achievments or there are also who
seem to be nice yet they are envious or have hatred
towards you. I’ve learned never to trust people.”

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Figure 3. .
“People in the position should be people of integrity
and credibility. People who would be assigned to
address these problems should undergo professional
ethics trainings. The administration should have the
initiative and should not wait for people to file a
complaint. They should take the time to go around and
prohibit gathering-up of employees who are being
rascals and mean.”
Whereas, C-10-13 shared that,
“My fear before was that when I talk to HR, they are
friends. It would boomerang to me. The issue would
escalate, yet it wasn’t resolved.”
While A2-10-1 said that,
Lydia Araneta
“Most of all, the fair treatment of the head of agency
upon the employees is a model among the subordinates
or signals respect or disrespect upon a person. The
head of agency must be equipped with the civil service
rules, procedures and regulations on how to handle
grievance issues. In my point of view, great power and
influence are upon the head of agency to address
judiciously the issues or conflicts among employees.
Management should have always to intervene when
this (harassment) happens. There are a lot of people
who are affected. Management, actually, has a very
vital role to mediate.”
L-9-25 also acknowledged the importance of the
administration,
“On the part of the administration, they should take
action immediately to call the people who are involved
to put a stop to it.”
Conduct of Workplace Harassment Assessment.
This refers to problem identification by conducting an
assessment as regards workplace harassment. Before
coming up with any anti- harassment activities
program or policy in the workplace, it is important to
establish the existence of harassment within the
organization so proper measures could be
conceptualized as shown in the sharing of A1-9-29,
“The management should identify the specific
malpractices then it should be written in a memo to
remind the employees so that they would be ashamed
because there’s a memo. Problems that trigger
harassment or bullying-related incidents should be
identified then there must be an advisory from the
administration to stop those practices.”
Workplace Harassment Rules and Regulations.
This refers to warnings and sanctions (among other
things) that may be formulated to address issues of
workplace harassment, which some participants
believed to be necessary in the prevention of
workplace harassment occurrences as verbalized by
A1-9-29,
“And based on their observation, he/she should
confront the harassers/bullies why they behave that
way. But despite the talks and memo yet they still
continue, sanctions should be given.”
As well as by L-9-25,
“Personnel who are guilty should be given a warning.
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If they still continue, they should be called for a
conference. However, if they still don’t stop, they
should be given sanctions.”
C-10-13 also espoused the importance of rules and
regulations more specifically on the implementation of
such,
“There should be a strict implementation of laws on
anti-bullying or harassment at work.”
Conduct of Annual Anti-Workplace Harassment
Awareness and Orientation Activities. This refers to
the yearly conduct of anti-harassment awareness and
orientation programs in the workplace through an
information drive, a series of seminars, and lectures
about workplace harassment as a criminal act. The
participants acknowledged the importance of raising
awareness on workplace harassment as an offense so
the employees would be guided and thus stop the
culture of harassment as shared by A1-9-29,
“There should be an orientation. Time should be spent
to inform the employees about this policy to put a stop
to bullying culture. That’s it, orientation for them to be
aware. And a follow-up should be done.”
On the other hand, A2-10-1 believed that it should be
emphasized to the employees that harassment is a
criminal act,
“I suggest that the agency may conduct a series of
seminars and lectures for employees like values
formation and information drive that
bullying/harassment is a criminal offense.”
While MP-10-6 thought of using social media in the
awareness campaign,
“It’s really in the culture, quotes like ‘be kind’ should
be imparted to the residents. It should be inculcated to
the seniors that ‘don’t’ judge your juniors…Then
social media should also be used. Probably, program
or convention or seminars on bullying so they get to
know that – ‘Oh, I am a bully! This is not right!’. Thus,
they would be reminded also as awareness for them.”
Wellness Activities. This includes support and
counseling programs, suggestion boxes, feedbacking,
and other activities. Some participants believed that
wellness activities could also contribute to the
prevention of workplace harassment as shared by
M-10-11,
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“I just looked for an outlet, like biking, so I could
forget or to lighten up how I felt. I vlogged to keep
myself busy and entertain myself and do away with the
negative thoughts negative things around me. Before
we had team building, sharing of what we didn’t like
about each other and what needed to be improved. We
have a yearly physical health check up. Everything is
free. However, when it comes to mental health and
caring act like ‘How are you?’, nothing of that sort.
That is what is lacking – the mental, emotional and
psychological health. You should have a support
group whom you can share some of your stresses.
Then they can say words to you though it can’t solve
your problem yet could ease up your feelings. Lighten
you up.”
Further, C-10-13 shared that,
“It’s really different if you were placed with a group
of people who understand you. People who had
harassment, how people overcome harassment, that
you are on a safe zone. That’s the most important -
fora, support group. The best program for harassment
is, number one you have to have counseling for people
who had been harassed. They have to have a medium.
Whereas, there should be a drop-box where other
people could not scrutinize you.”
Discussion
Data revealed that participants employed numerous
coping styles and strategies to deal with and survive
the harassment and hostilities they were subjected to in
their respective workplaces. All six of them availed
professional services such as legal counsel (to know
their rights); mental and medical services (for
treatment of their psychosomatic symptoms); spiritual
guidance (for spiritual wisdom); and counseling
services (for much needed listening ears). In a way,
this is aligned with the findings of Shannon et al.
(2006) that women would tend to seek professional
help more than men considering that all the
participants in the study are women. This result is also
in consonance with the findings of WBI (2013) that
victims would resort to positive behavior specifically
turning to spirituality, faith, religion (spirituality);
being mindful of one’s fitness through exercise
(positive distraction); and increased time with family
and friends (support system). However, it contradicts
another finding of the same study that victims
withdrew from family and friends or they opted for
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self-destructive behavior. Furthermore, the findings
were consistent with those of Wilk et al. (2017) in
regards to the later stages of bullying experiences,
where victims would typically use affirmative
interpersonal relations as a psychosocial adaptive
strategy, where targets started to emphasize their own
or others' qualities to improve psychological and social
conditions allowing the victims to cope with the threat.
In this study, three participants utilized self
encouragement using self-talk to boost themselves in
order for them to deflect the harmful effects of
workplace harassment and thus shield themselves from
the pain. Lastly, a striking finding in this study is that
three participants resorted to having a “face-off”,
either directly or indirectly, with their harassers to
clear the air and break the cycle of abuse. There was a
sense of empowerment and triumph on the part of the
informants as The Defensive Fighter put it – “It felt
good when I confronted them either directly or
indirectly. I felt victorious.”
In terms of learnings and insights, data revealed that
the participants learned from their workplace
harassment experiences. Three participants learned to
be wary of trusting people, which is in accordance
with UFV’s (n.d.) findings that people generally react
to harassment by exhibiting distress symptoms such as
isolation, withdrawal and among other symptoms.
Finally, as regards participants’ suggestions and
recommendations to put a stop to workplace
harassment, four participants recognized the vital role
of the administration in the prevention of workplace
harassment. Hence, they verbalized that the head of the
agency should be competent, well-informed, and have
initiatives and the people seated on the grievance
committee should be people of integrity and
credibility. This is in line with what UNESCO (2019)
is trying to advance—that managers and supervisors
are responsible for creating a positive and harmonious
working environment, free of intimidation, hostility,
offense, and any form of harassment and they should
take immediate action once they are aware of
harassment situations. Moreover, this is also in
consonance with the mandate stipulated in House Bill
No. 0815, or the Anti-Office Bullying Act of 2016,
which directs all private and government offices to
adopt policies against bullying and similar acts of
harassment and intimidation (Pamis, 2017). Other
suggestions of the participants to be incorporated in
the anti-workplace harassment policy are wellness
activities, annual orientation and awareness activities,
rules and regulations which are also incorporated in
UNESCO’s anti-harassment policy on supporting
affected individuals (2019) and the EEOC guidelines
Lydia Araneta
for a complete antiharassment program (in Becton et
al., 2017) through a grievance committee that protects
privacy interests of both the alleged victim and the
accused offender and ensures confidentiality to the
extent possible; the conduct of orientation and
awareness programs through periodic management
training and employee awareness programs that
continue to communicate the organization’s position
on this issue; and the workplace harassment rules and
regulations in the form of measures and processes to
ensure prompt corrective action to stop ongoing
harassment, and appropriate remedial and disciplinary
actions for offenders.
In view of the participants’ suggestions and review of
literature, an antiworkplace harassment policy, which
also includes an intervention program, was formulated.
Conclusion
Indeed, being at the receiving end of harassing
behavior is very damaging and detrimental to one’s
personhood – physically, emotionally, mentally, and
psychologically. Thus, targeted victims resort to
different coping mechanisms to survive the ordeal. A
policy against workplace harassment that includes an
intervention program would be able to shield the
victim from more harm and such should focus on self-
empowerment and rehabilitation. A committee that
deals with workplace harassment-related issues, such
as how to file complaints and what the sanctions are,
should also be included in the policy/program. Most
importantly, it should specify the obligation of the
administration and the employees to ensure the
creation of a positive work environment. A safe,
productive, and peaceful work environment can only
be attained through the collaborative efforts of all
persons.
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