Anti-Sexual Harassment

&
Gender Equality
23 March 2024

Everest Ethiopia HR
00
Outline
1. I will learn…after training 6. Case Study– MeToo
2. Preface 7. Impact of Sexual
3. Stereotype, Myths Harassment on Companies
4. Scope and Remedial Measures
5. Illegal Behaviors 8. Review
9. Online Exam
01
I will learn…after training

1. Knowledge about sexual crimes.

2. Reasonable and equal interaction between genders.

3. How to recognize, identify, and become aware of the severity, actively

taking measures to prevent, protect, and address them.

02
Preface
➢ Wow! You look so beautiful; I really want to kiss you! 02
➢ I accidentally broke a plate while working, and the supervisor

said if I did it again, they'd strip me naked.

➢ Whenever a colleague asks a question, they lean in

uncomfortably close to my shoulder.

1. The individuals exhibit a lack of awareness, and society's

education system has long neglected the importance of
gender relations.
2. People often fail to understand their own rights and are
unaware when they're being violated.
3. They are influenced by the cultural norms of the society
they inhabit.
03
Stereotype, Myths

1. He/she must have done
something (wore something,
said something) to provoke
sexual harassment.
Severe prejudice, unfairly
judging before examining
the facts.
03
2. She/he didn't verbally
refuse on the spot, so it
doesn't count as sexual
harassment.
Complete disregard for the
perspective of others and is
indicative of arrogance.

3. She/he only complained after

several days, so the situation
might not be straightforward.
victim-blaming and gaslighting

4. She/he is usually a good
person, a good supervisor,
so how could they possibly
harass someone.
Serious bias
03
5. Accusation might be false,
motivated by revenge or
power struggles
Divert attention and shift
blame from the accused

6. Will men be harassed? Will sexual

harassment occur between individuals of the
same gender?
Gender discrimination, severe bias
 1. I was just joking. 2. I was just trying to
03
lighten the mood.

8. I consider myself very 3. I thought the other

close friends with the person was not
other person. opposed to it.

7. They're dressed so 4. Since the other person

provocatively, that's didn't refuse on the
why I said it. Not an excuse for spot, it means they
sexual harassment accepted.

6. With the way they're 5. It's just a touch, no

dressed, they must have harm done, why make
an open mind. a big deal out of it?
04
Scope
Stalking 04
behavior
Sexual
harassment
behavior

Sexual assault behavior

05
Illegal Behaviors
 05
1. Hostile Environment Sexual Harassment

When any individual, while the employee is performing their duties, engages in

verbal or behavioral conduct with sexual connotations, sexual requests, or gender

discrimination, resulting in a hostile, coercive, or offensive work environment,

thereby infringing upon or interfering with the employee's dignity, personal

freedom, or affecting their job performance.

 05
2. Quid Pro Quo Sexual Harassment

When an employer makes explicit or implicit sexual requests, engages in verbal or

behavioral conduct with sexual connotations, or exhibits gender discrimination

towards an employee or job applicant as conditions for the establishment,

continuation, modification, or distribution of labor contracts, as well as

assignments, rewards, evaluations, promotions, demotions, transfers, rewards, or

punishments.
 05
3. Aggravated Offenders

Power-based Sexual Harassment - Refers to the use of power or opportunities for

sexual harassment against individuals under one's command, supervision, or

employment relationship. Highest Authority Sexual Harassment - Behaviors

outside of working hours are also included within the regulations.

06

Case Study
Background: 06
Originating in 2017, American Hollywood producer Harvey Weinstein was
accused of multiple counts of sexual harassment, sexual assault, and rape. This
incident sparked the eruption of the Me Too movement, with thousands of
women sharing their experiences of sexual harassment and assault in Hollywood
and other industries.

The prevalence and severity of

sexual harassment and sexual
assault issues

The impact of the Me Too

movement across various industries
and sectors
06
 06
Your Fashion, Behind It Lies Their Daily Suffering.

For more cases of sexual harassment/abuse in garment factories,

please refer to: https://globallaborjustice.org/garment-me-too/
 06

For a deeper understanding of prominent brand

incidents, click on the file to the right - - - > > H&M Case GAP Case
07
Impact of Sexual Harassment on
Companies and Remedial Measures
 07
Grievances Channels
Damaged Brand Investigation
Image Procedures
Structural
Barriers
Employee Lack Of Awareness Of Sexual
Turnover Societal Harassment Issues

Disregard Distrust Towards Victims, Or

Normalization And Trivialization
Legal Lawsuits Of Sexual Harassment Behaviors
 07
Grievances Channels:
Ways to submit grievances: Verbal, Written or Email
Channels：
(1)Everest Ethiopia HR email: everestcareeret@gmail.com
(2)Suggestion Box
(3)HR-Employee Relation Team @ HR office 2F Shed 50
 07
Training:

● Quarterly sexual harassment and gender

equality education training sessions.
● Offering real case studies for reference.
● Periodically sharing relevant knowledge with
the group.
08
Review
1. Stereotypes, discrimination, myths.
08
2. Not an excuse for sexual harassment.

3. Scope of harassment.

4. Illegal behaviors (hostile environment, quid pro quo).

5. MeToo movement, prominent brand/garment factory

harassment cases.

6. Impact on the company.

7. Internal complaint channels, education training.

09
Online Exam
1. Pick Up Your Phone -> Connect To The Internet -> Scan The
QR Code/Enter The Code (To Be Provided Later).

2. No Talking During The Test.

3. After The Test, Sign The Training Form.

4. The Training Material Will Be Provided After Exam Completed.