MYTH:

Sexual harassment is rare.

FACT:
Sexual harassment is
extremely widespread. It
touches the lives of 40 to 60 %
of working women, and similar
proportions of female students
in colleges and universities.
 MYTH:
Only women are harassed and
only men are sexual harassers;
and always occurs between a
man and a woman.

FACT:
Anyone, regardless of gender, can
be the victim of harassment or a
harasser; and can be between
people of the same gender or
different genders.
 MYTH:
The person who is directly
harassed is the only victim.

FACT:
Third parties who witness
harassment or are aware of it may
also be victims of harassment.
 MYTH:
Harassment requires
touching

FACT:
Sexual harassment does
not need to have a physical
component. It may involve
any other acts.
 MYTH:
It can't be harassment--
he was only joking or it’s
just a compliment

FACT:
Even though a person
intends their conduct to be
funny or flattering, it may
still be offensive to others.
 MYTH:
Harassment is motivated
by a desire for sex.

FACT:
Actually, sexual harassment
is often motivated by
dominance, power, and/or
bullying.
 MYTH:
The seriousness of sexual harassment has
been exaggerated. Most sexual harassment
is just harmless FLIRTING.

FACT:
Sexual harassment can be devastating. Studies indicate
that most harassment has nothing to do with "flirtation”
or sincere sexual or social interest. It is OFFENSIVE,
FRIGHTENING, and INSULTING to women. Research
shows that women are often forced to leave school or
jobs to avoid harassment; some individuals may
experience serious psychological and health-related
problems. `
 MYTH:
If the offensive conduct happens outside
workplace, office, school or training
institution there is no sexual harassment
committed.

FACT:
Sexual Harassment may also be committed
in any place where the parties were found, as
a result of work or education or training
responsibilities or relations or on official
conferences, fora, symposia or training
sessions
 MYTH:
“Talking about one’s sexual exploits at
work in a graphic way is not sexual
harassment.”

FACT:
Sharing one’s sexual exploits at work may
be offensive and unwelcome by co-workers,
and could constitute sexual harassment,
even though it may not be directed at a
particular individual.
 MYTH:
If I ignore harassment,
it will go away.

FACT:
Unfortunately, ignoring
harassment usually does not
make it go away. In fact, the
problem may get worse.
 MYTH:
“Some women ‘ask’ to be harassed by
dressing or acting provocatively.”

FACT:
This is an attempt to shift the blame to
the victim, which is neither acceptable
nor accurate. Whether dressed
PROVOCATIVELY or CONSERVATIVELY,
women are likely to be sexually
harassed.
 MYTH:
Sexual harassment occurs only when there
is a power difference between the parties
(person having authority, influence or
moral ascendancy  over another)

FACT:
Sexual harassment can occur between
peers, as well as between individuals in a
hierarchical relationship.
 MYTH:
“Successful and respected
men do not harass women.”

FACT:
It doesn’t mean that a man is
respectable or successful in his
career he can no longer commit
acts of sexual harassment.
 MYTH:
The behavior must be repeated
to be sexual harassment.

FACT:
Sexual harassment could consist of
repeated actions, or may arise from a
single incident, if it is sufficiently
egregious (very bad and easily noticed).
 MYTH:
Many women make up and report
stories of sexual harassment to get
back at their employers or others
who have angered them.

FACT:
Research shows that less than 1% of
complaints are false. Women rarely file
complaints that are false.
Philippine Situationer:
• Catcalling
• Joke only
• “Sexy, smile naman diyan”
• Staring is okey wala namang hawak.
• Usually ignored.
• Taken for granted.
• “That is not my intention” excuse
REPUBLIC ACT NO. 7877
Anti-Sexual Harassment Act of
1995

AN ACT DECLARING SEXUAL

HARASSMENT UNLAWFUL IN
EMPLOYMENT, EDUCATION OR
TRAINING ENVIRONMENT, AND
FOR OTHER PURPOSES
 Policy of the State:
• Value the dignity of every individual,
enhance the development of its human
resources, guarantee full respect for
human rights, and uphold the dignity of
workers, employees, applicants for
employment, students or those undergoing
training, instruction or education.
• ALL FORMS of sexual harassment are
hereby declared unlawful.
 Where may sexual
harassment be committed?

A. WORK-
RELATED
or
EMPLOYMEN
T
ENVIRONMEN
T
B. EDUCATION or
TRAINING
ENVIRONMENT
 WORK-RELATED OR
EMPLOYMENT ENVIRONMENT
Committed by whom?
1.Employer;
2.Employee;
3.Manager;
4.Supervisor;
5.Agent of the employer;
6.Any other person having
(AIM) Authority, Influence
or Moral ascendancy over
another
 Sexual harassment is committed in a work-related or
employment environment when:
(1) The sexual favor is:
a. made as a condition in the hiring or in the employment,
re-employment or continued employment of said
individual
b. A condition in granting said individual favorable
compensation, terms of conditions, promotions, or
privileges
c. the refusal to grant the sexual favor results in limiting,
segregating or classifying the employee which in any
way would discriminate, deprive or diminish
employment opportunities or otherwise adversely affect
said employee;
2.The above acts would impair the
employee's rights or privileges under
existing labor laws; or

3.The above acts would result in an

intimidating, hostile, or offensive
environment for the employee
 EDUCATION or
TRAINING ENVIRONMENT
Committed by whom?
1.Teacher
2.Instructor
3.Professor
4.Coach
5.Trainer
6.Any other person having
(AIM) authority, influence or
moral ascendancy over
another
Against whom?

1. Against one who is

under the care, custody
or supervision of the
offender;

2. Against one whose

education, training,
apprenticeship or
tutorship is entrusted to
the offender.
For what purpose?
1. Sexual favor is made a
condition to the giving of a
passing grade, or the granting of
honors and scholarships, or the
payment of a stipend, allowance
or other benefits, privileges, or
consideration.

2. The sexual advances would result in an intimidating,

hostile or offensive environment for the student, trainee or
apprentice.
 It shall be PUNISHED regardless of whether the
demand, request or requirement for submission
is ACCEPTED OR NOT by the object of said act.
Any person who directs or
induces another to commit
any act of sexual
harassment as herein
defined, or who cooperates
in the commission thereof
by another without which it
would not have been
committed, shall also be
held LIABLE under this
Act.
 PENALTIES
• IMPRISONMENT of not less
than 1 month nor more than 6
months, OR

• FINE of not less than P10,000

nor more than P20,000, OR

• BOTH at the discretion of the

court.
Independent action for DAMAGES
• The victim of sexual harassment
at work, education or training-
related is NOT PRECLUDED
from instituting a separate and
independent action for damages
and other affirmative relief.

• Action prescribes in 3 years.

 Duty of the Employer or Head of Office in a
Work-related, Education or Training
Environment

• Prevent or deter the commission of acts of sexual

harassment; and
• Provide the procedures for the resolution,
settlement or prosecution of acts of sexual
harassment
 The employer or head of office
are required to :
1. Promulgate appropriate rules and regulations in
consultation with and jointly approved by the
employees or students or trainees, through their
duly designated representatives, prescribing the
procedure for the investigation of sexual
harassment cases and the administrative sanctions.
2. Create a Committee on Decorum and Investigation
(CODI) of cases on sexual harassment, composed of
at least 1 representative each from the management,
the union, if any, the employees from the
supervisory rank, and from the rank and file
employees.
3. Disseminate or post a copy of the law for the
information of all concerned.
 Liability of Employer or head
office in case of inaction:
They shall be SOLIDARILY LIABLE for
damages arising from the acts of sexual
harassment committed if the employer or
head of office, educational or training
institution if the offended party
complains of such acts but NO
IMMEDIATE ACTION is taken by them.
WHAT ARE THE FORMS OF
SEXUAL HARASSMENT?
CSC Resolution No. 01-0940)
1. Physical 2. Verbal, such as
but not limited to,
a. Malicious touching requests or demands
b. Overt sexual advances
c. Gestures with lewd
for sexual favors,
insinuation and lurid remarks

3. Use of objects, 4. Other forms

pictures or graphics, analogous to the
letters or written notes foregoing.
with sexual
underpinnings
 WHAT ARE THE
CLASSIFICATIONS OF ACTS OF
SEXUAL HARASSMENT?
 1. Grave Offenses
(Penalty:Dismissal)
a. unwanted touching of private parts of the body
(genitalia, buttocks, and breast);
b. sexual assault;
c. malicious touching;
d. requesting for sexual favor in exchange for
employment, promotion, local or foreign travels,
favorable working conditions or assignments, a passing
grade, the granting of honors or scholarship, or the grant
of benefits or payment of a stipend or allowance; and
e. other analogous cases.
 2. Less Grave Offenses
a. unwanted touching or brushing against a victim’s
body;
b. pinching not falling under grave offenses;
c. derogatory or degrading remarks or innuendoes
directed toward the members of one sex or one’s
sexual orientation or used to describe a person;
d. verbal abuse or threats with sexual overtones; and
e. other analogous cases.
 2. Less Grave Offenses

1st offense - Fine or suspension for thirty

(30) days but not exceeding six (6)
months

2nd offense - Dismissal

 3. Light Offenses
a. surreptitiously looking or stealing a look at a person’s
private part or worn undergarments;
b. telling sexist/smutty jokes or sending these through text,
electronic mail or other similar means, causing
embarrassment or offense and carried out after the
offender has been advised that they are offensive or
embarrassing or, even without such advise, when they
are by their nature clearly embarrassing, offensive or
vulgar;
c. malicious leering or ogling;
d. the display of sexually offensive pictures, materials or
graffiti;
e. unwelcome inquiries or comments about a person’s sex
life;
 3. Light Offenses
f. unwelcome sexual flirtation, advances, propositions;
g. making offensive hand or body gestures at an employee;
h. persistent unwanted attention with sexual overtones;
i. unwelcome phone calls with sexual overtones causing
discomfort, embarrassment, offense or insult to the
receiver; and
j. other analogous cases.
 3. Light Offenses
1st offense – Reprimand

2nd offense - Fine or suspension

not exceeding thirty (30) days

3rd offense - Dismissal