By S. S. Suarez
Ana and Karen (not their real names) are customer service staff in a logistics company. As 3rd party service providers, they work closely with their major client, a food and beverage multinational company, for sales booking and other customer service functions. The 3rd party provider and the multinational client work under one roof and office. This is made so to enhance coordination and teamwork between the supplier and its client.
What supposed to be a harmonious professional relationship between the 3rd party provider and the multinational company was rocked by a scandal that involved an employee of the latter sexually harassing Ana and Karen.
Said employee frequented the work stations of Ana and Karen and told stories of his “sexcapades”. Joe (not his real name) narrated with gusto his ordeals in sleazy saunas, his sexual encounters with the housemaid and even the sex life with his wife.
Ana and Karen were offended by Joe’s stories with sexual undertones. Joe even tried to invite the two for a few drinks but the two knew where the invitation might lead to. Joe’s harassment continued for almost a month despite the fact that the two female staff started to avoid him.
Ana and Karen decided that enough was enough. The sexual bullying must stop. It took them a long time to report the incident for fear of reprisal by Joe. Joe was an employee of the multinational client while Ana and Karen were just mere employees of the service provider. How can their statement hold water against someone who holds a position in the multinational company?
Alas, the superiors of Ana and Karen did not take the complaint sitting down. Without hesitation, the company’s Committee on Decorum and Investigation (CODI) immediately convened and heard the complaint. The CODI then elevated the complaint with the multinational client which promptly convened its own CODI to hear the case. The case ended with Joe’s termination from the multinational company but the whole experience caused trauma to Ana and Karen.
How many times have we heard of the same stories on sexual harassment? Despite the passing of Republic Act No. 7877, the Philippine law on Anti-Sexual Harassment, many incidents of sexual harassment remain unreported and unsolved.
Sexual harassment is a form of bullying. It is an abuse of power and authority. Regardless of gender, the person who holds position violated the dignity of an individual by abusing his position. Sexual harassment may also involve teacher and student, boss and staff, customer and service provider. It is not only between male and female but also between same sex.
So when is sexual harassment committed? According to the law, it happens “when a sexual favor is made as a condition on the hiring or in the employment, re-employment or continued employment of said individual, or granting said individual favorable compensation, terms, conditions, promotions or privileges, or the refusal to grant the sexual favor resulting in discrimination, demotion or loss of opportunities.”
Forms of sexual harassment can be “catcalls, green jokes, obscene letters, sexual proposition, intentional touching, suggestive looks, leering, posting of explicitly sexual materials, persistent demands for dates or sex.”
The impact on the victim cannot be undermined. It can cause demoralization, emotional and physical stress, absenteeism, loss of job and lower productivity. Ana and Karen complained about sleepless nights and lack of appetite. Whenever Joe entered their room, they could not concentrate on their work and more prone to committing mistakes in their work.
The workplace is adversely affected as well. Workplace tension, labor turnover, poor image and loss of confidence in the company will hobble any organization rocked by a sexual harassment scandal.
That is why it would be best practice if company orientations on anti-sexual harassment policies will require the attendance of managers and executives as well. It would even up the playing the field where everyone, regardless of position, would be fully aware of the policy.
Based on a study of harassment complaints, 37% of the harasser is an immediate or higher level superior supervisor, 95% of the time is man, older than the victim (68%), and a co-worker (65%). The victims are usually women although men (usually gay) sometimes become victims of harassment. They are usually young woman between the ages of 16 and 19 (67%); those 55 years and older had a 22% incidence rate. Victimized also are trainees with no job security and women in non-traditional jobs working with male supervisors.
Sexual harassment is a clear violation of human rights. It is an abuse of power and trust. Is it worse than rape? Yes. It is a betrayal of trust. It hurts so deeply because how can somebody you trust and believe in so much can betray you with such act. The wounds may heal but the scars will remain.
