Sexual harassment

SEXUAL
HARASSMENT
Reported by:
Aubrey Rose C. Sarsoza
III-9 BS Psychology

DEFINITION
1. Sexual Harassment - The Lack of a
Common Definition
2. Sexual Harassment is Conduct of a
Sexual Nature that Occurs Because of
the Person's Sex
3. Sexual Harassment is Unwelcome
Conduct
4. Sexual Harassment Detrimentally
Affects the Work Environment

Sexual Harassment - The
Lack of a Common
Definition
“Unwelcome sexual advances, requests for
sexual favors, and other verbal or physical
conduct of a sexual nature,”
- United States Equal
Employment Opportunity Commission (EEOC).

Sexual Harassment - The Lack
of a Common Definition
“Sexual harassment has a lack of
common definition.”
- Copyright © 2003
Minnesota Advocates for Human Rights.

Sexual Harassment - The
Lack of a Common Definition
“Generally, international instruments define
sexual harassment broadly as ‘a form of
violence against women’ and as
‘discriminatory treatment,’ while national
laws focus more closely on the ‘illegal
conduct.’”
- Copyright © 2003 Minnesota
Advocates for Human Rights.

Sexual Harassment is Conduct of a
Sexual Nature that Occurs Because
of the Person's Sex
Conduct of a sexual nature includes a
range of behaviors or actions, since
there is a very wide range of activities
which are expressions of sexuality or
have sexual connotations in our
society.
- Excerpted from: Shockwaves: The Global Impact of
Sexual Harassment, Susan L. Webb, New York 1994.

Sexual Harassment is Conduct of a
Sexual Nature that Occurs Because
of the Person's Sex
Conduct that is based on the
person’s sex means that the
behavior relates specifically to the
sex of the individuals involved in
the incident.

Sexual Harassment is
Unwelcome Conduct
Sex-based conduct in the workplace is
unwelcome when:
1. an employee does not solicit or initiate the
conduct; and
2. when the employee regards the conduct as
undesirable and offensive.

Sexual Harassment
Detrimentally Affects the Work
Environment
The boundaries of the work
environment are not determined by
location. Instead, the boundaries of the
work environment are defined by
whether or not the person is doing
something related to his or her job.

DEFINITION
“All definitions, however, are in
agreement that the prohibited behavior is
unwanted and causes harm to the victim.”
- - Copyright © 2003
Minnesota Advocates for Human Rights.

DEFINITION
“It is an act or a series of acts involving any
unwelcome sexual advance, request or demand
for a sexual favor, or other verbal or physical
behavior of a sexual nature, committed by a
government employee or official in a work-
related, training- or education- related
environment of person complained of .”
- Civil Service Commission
(CSC) Resolution no. 01-0941, effective May 21,
2001.

HOW COULD AN
ACTION BE
CONSIDERED SEXUAL
HARASSMENT?

For an action to be considered sexual
harassment it must meet these criteria:
1. [the action] is related to sex or sexual conduct;
2. [the conduct] is unwelcome, not returned, not
mutual; and
3. [the conduct] affects the terms or conditions of
employment, in some cases including the work
environment itself.
Excerpted from: Shockwaves: The Global Impact of
Sexual Harassment, Susan L. Webb, New York 1994.

Is Sexual
Harassment
about Sex or
Power?

Copyright © 2003 Minnesota Advocates for Human Rights.
Permission is granted to use this material for non-commercial purposes. Please use proper attribution.
According to a 1992 study conducted
by the International Labor
Organization (ILO), ”Sexual
harassment is inextricably linked with
power and takes place in societies
which often treat women as sex objects
and second-class citizens.”

Permission is granted to use this material for non-commercial purposes. Please use proper attribution.
Catharine MacKinnon,
one of the foremost writers
on the topic, describes
sexual harassment as an
“explosive combining of
unacceptable sexual
behavior and the abuse of
power.” A particular
incident of harassment
may or may not include
any explicitly sexual
behavior, but it always
involves some form of
abuse of power.

Examine the difference between sexual
invitation and sexual harassment is
common.

MISCONCEPTIONS
Many men and women around the world
believe that sexual harassment is “a practice
based on simple sexual attraction”. It is
often seen as “an expression of male interest
and a form of flattering sexual attention for
women” – a sometimes vulgar but essentially
harmless romantic game, well within the
range of normal, acceptable behavior
between men and women.
Adapted from Back Off! How to Confront and Stop Sexual Harassment and
Harassersby Martha Langelan.

However, the difference between
invitation and harassment is the
use of power. Harassment is not a
form of courtship and it is not
meant to appeal to women. It is
designed to coerce women, not to
attract them.

WHAT IS THE
POLICY OF THE
STATE ON
SEXUAL

Source: Civil Service Commission (CSC), Administrative Disciplinary Rules on Sexual Harassment Cases.
Resolution No. 01-0940, May 21, 2001
Sexual harassment, which has been
declared unlawful in the workplace,
training and education environments,
will not be tolerated as it violates the
dignity and human rights of a person.

WHAT IS THE
PRESENT LAW
ON SEXUAL
HARASSMENT?

R.A. 7877, an “Act Declaring Sexual
Harassment Unlawful in the Employment,
Education or Training Environment, and
for other purposes” was approved on
February 14, 1995 and became effective on
March 5, 1995, fifteen (15) days after its
publication in the Malaya and Times
Journal on February 18, 1995. It is known
as “The Anti-Sexual Harassment Act of
1995.”

WHAT IS CIVIL
SERVICE
COMMISSION (CSC)
RESOLUTION NO. 01-
0940?

It is known as the
Administrative
Disciplinary
Rules on Sexual
Harassment
Cases.

WHERE CAN SEXUAL
HARASSMENT BE
COMMITTED UNDER THE
PROVISIONS OF CSC
RESOLUTION NO. 01-0940?

Sexual harassment may take place:
1. in the premises of the workplace or office or of the school
or training institution;
2. in any place where the parties were found, as a result of
work or education or training responsibilities or relations;
3. at work or education- or training-related social functions;
4. while on official business outside the office or school or
training institution or during work or school or training-
related travel;
5. at official conferences, fora, symposia or training sessions;
or
6. by telephone, cellular phone, fax machine or electronic
mail.

WHEN IS SEXUAL HARASSMENT
COMMITTED IN THE
EMPLOYMENT OR WORK-
RELATED ENVIRONMENT?

Work-related sexual harassment is
committed when:
1. the submission to or rejection of the act or series of acts is used as
basis for any employment decision (including but not limited to,
matters related to hiring, promotion, raises in salary, job security,
benefits and any other personnel action) affecting the
applicant/employee; or
2. the act or series of acts have the purpose or effect of interfering with
the complainant’s work performance, or creating an intimidating,
hostile or offensive work environment; or
3. the act or series of acts might reasonably be expected to cause
discrimination, insecurity, discomfort, offense or humiliation to a
complainant who may be a co-employee, applicant, customer, or
ward of the person complained of.

WHEN IS SEXUAL HARASSMENT
COMMITTED IN AN EDUCATION
OR TRAINING ENVIRONMENT?

Education or training related sexual
harassment is committed when:
1. the submission to or rejection of the act or series of acts is used as
a basis for any decision affecting the complainant, including, but
not limited to, the giving of a grade, the granting of honors or a
scholarship, the payment of a stipend or allowance, or the giving
of any benefit, privilege or consideration; or
2. the act or series of acts have the purpose or effect of interfering
with the performance, or creating an intimidating, hostile or
offensive academic environment of the complainant; or
3. the act or series of acts might reasonably be expected to cause
discrimination, insecurity, discomfort, offense or humiliation to a
complainant who may be a trainee, apprentice, intern, tutee or
ward of the person complained of.

Who is an Harasser & Who
may be Harassed?

Subordinate Harassment of Supervisor

Men can be sexually harassed by
women

WHAT ARE THE
FORMS OF SEXUAL
HARASSMENT?

1. Physical
a. Malicious touching
b. Overt sexual advances
c. Gestures with lewd insinuation
2. Verbal, such as but not limited to, requests
or demands for sexual favors, and lurid
remarks
3. Use of objects, pictures or graphics, letters
or written notes with sexual underpinnings
4. Other forms analogous to the foregoing.

VERBAL
• Referring to an adult as a
girl, hunk, doll, babe, or
honey
• Whistling at someone, cat
calls
• Making sexual comments
about a person's body
• Making sexual comments or
innuendos
• Turning work discussions to
sexual topics
• Telling sexual jokes or
stories
• Asking about sexual fantasies,
preferences, or history
• Asking personal questions
about social or sexual life
• Making kissing sounds,
howling, and smacking lips
• Making sexual comments about
a person's clothing, anatomy, or
looks
• Repeatedly asking out a person
who is not interested
• Telling lies or spreading rumors
about a person's personal sex
life

NON-VERBAL
• Looking a person up
and down (Elevator
eyes)
• Staring at someone
• Blocking a person's
path
• Following the person
• Giving personal gifts
• Displaying sexually
suggestive visuals
• Making sexual gestures
with hands or through body
movements
• Making facial expressions
such as winking, throwing
kisses, or licking lips

PHYSICAL
• Giving a massage around the neck or shoulders
• Touching the person's clothing, hair, or body
• Hugging, kissing, patting, or stroking
• Touching or rubbing oneself sexually around
another person
• Standing close or brushing up against another
person

What are the Types of
Sexual Harassment?

U.S. law describes two different forms of
sexual harassment:
(1) quid pro quo, and
(2) hostile work environment

Quid pro quo sexual harassment
Quid pro quo is Latin for “this for that”
or “something for something” and
refers to an exchange. In this case, the
exchange is between employees, where
one provides sexual favors in exchange
for something else, such as favorable
treatment in work assignments, pay or
promotion.

Hostile Work Environment Sexual
Harassment
A hostile work environment is one in
which unwelcome conduct of a sexual
nature creates an uncomfortable work
environment for some
employees. Examples of this conduct
include sexually explicit talk, sexually
provocative photographs, foul or hostile
language or inappropriate touching.

WHAT IS THE
CLASSIFICATION
OF ACTS OF SEXUAL
HARASSMENT?

Sexual Harassment is classified
as:
1. Light Offenses
2. Less Grave
3. Grave Offenses

1. 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;
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.

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.

3. Grave Offenses
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.

WHAT ARE THE
PENALTIES FOR
OFFENSES OF
SEXUAL
HARASSMENT?

1. Light offenses
1 st offense - Reprimand
2 nd offense - Fine or suspension not
exceeding thirty (30) days
3 rd offense - Dismissal
2. Less grave offenses
1st offense - Fine or suspension for thirty
(30) days but not exceeding six (6) months
2nd offense - Dismissal
3. Grave offenses - Dismissal

WHAT ARE THE
CAUSES OF SEXUAL
HARASSMENT?

PROPOSITION:
Sexual harassment is, above all, a
manifestation of power relations
Permission is granted to use this material for non-commercial purposes.
Please use proper attribution.

UNDERLYING
CAUSES:
1. Violence and Male Self-Perception
2. The Economics of the Women’s
Work
3. Discrimination as a Form of
Workplace Control
Permission is granted to use this material for non-commercial purposes.
Please use proper attribution.

BRAINSTORMING
RESULTS:
Sexual harassment as a “natural” practice based
on simple sexual attraction
(i.e. “boys will be boys”)
 Sexual harassment as caused by the victim’s
provocative dress or behavior
(i.e. “she was asking for it”)
 Sexual harassment as justified because women
were working in jobs traditionally held by men
(i.e. “this is men’s work - women don’t belong
here”)
Source:
http://www.stopvaw.org/uploads/causes_and_theories_sex_harassmt__2009.pdf

WHAT ARE THE
EFFECTS OF
SEXUAL
HARASSMENT?

Physical and psychological health
effects:
Victims of sexual harassment “suffer physical and
psychological effects such as serious forms of stress,
anxiety, fatigue and depression which directly affect
productivity and quality.”
Other potential health effects:
- weight loss/gain
- loss of appetite
- sleep disturbance
- headaches
- post-traumatic stress disorder
Source: ILO Guidelines.

FINANCIAL EFFECTS:
- decreased work performance as victim must focus on
dealing with harassment and resulting dynamics, or due to
psychological effects
- increased absenteeism to avoid harassment, or due to illness
from the stress,
resulting in sick leave without pay
- termination due to retaliation from harasser or due to
decreased work
performance resulting from harassment
- cost to relocate to another city or job
- loss of job references/recommendations
- loss of career
Source: Coomaraswamy, Radhika, Report of the Special Rapporteur on
violence against women, its causes and consequences

Social effects:
The health and financial effects of sexual harassment listed above are
often exacerbated by the social dynamics that can evolve as a result of
the sexual
harassment:
- retaliation from the harasser, or colleagues/friends of the harasser,
should the
victim complain or file a grievance
- having one’s personal life offered up for public scrutiny – the victim
becomes the
“accused,” and her dress, lifestyle, and private life will often come
under attack
Source: What is sexual harassment and why is it so difficult to confront?, Sexual
Harassment Support (last accessed 2 March 2009).

SOCIAL EFFECTS
(continued):
- being objectified and humiliated by scrutiny and gossip
- becoming publicly sexualized
- defamation of character and reputation
- loss of trust in environments similar to where the harassment
occurred or in the
types of people occupying similar positions as the harasser
- extreme stress upon relationships with significant others,
peers, colleagues
- weakening of support network – colleagues, friends, and
even family may
distance themselves from the victim
Source: What is sexual harassment and why is it so difficult to confront?, Sexual
Harassment Support (last accessed 2 March 2009).

What to do in case of
sexual harassment?

Say ‘No’ or ‘Stop it’ firmly
and loud enough for someone
to hear.

Inform someone about what happened

STATISTICS
• According to the Civil
Service Commission, a
total of 150 cases of
sexual harassment have
been recorded, from 1994
to 2012, of which 101
cases were resolved,
while 20 were referred to
the agencies involved.
• Data on Compliance of
Higher Educational
Institutions with RA 7877
show that in 2011, 42
complaints from State
Universities and Colleges
(SUCs) and 49 complaints
from Private Higher
Education Institutions
(HEIs) were reported to
CHED.
© Copyright 2009 - Philippine Commission on Women

STATISTICS (continued)
Reported cases of sexual
harassment, acts of
lasciviousness, unjust
vexation, seduction also
increased from 928 in 2012 to
1,489 in 2013.
- By BENJIE OLIVEROS
Bulatlat perspective
Between 74 percent and 75
percent of women
professionals or in top
management jobs had
experienced sexual harassment
in their lifetime, and one in
four of these women have been
confronted with sexual
harassment in the 12 months
prior to the survey.
- By BENJIE
OLIVEROS Bulatlat
perspective

STATISTICS (continued)
From January 2000 to
August 2011, there were
757 recorded cases of
sexual harassment or five
(5) cases per month. In the
meantime, the PNP-
WCPC also said that one
child becomes a victim of
sexual harassment every
seven hours.
– INAALLECO R.
SILVERIO
• Five out of 10 women
living in Metro Manila
have experienced sexual
harassment but many of
them do not consider it a
violation of their rights.
This is the result of a
recent survey conducted
by the Center for Women’s
Resources (CWR), a
research and education
institution for women.
- BY BULATLAT.COM

Sexual harassment

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