Workplace Sexual Harassment and HRM Responsibility

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Workplace sexual harassment is a serious problem that affects employee well-being, company culture and productivity to date globally. according to the International Labour Organisation (2019), Sexual harassment at work place described as unwelcome sexual advances, requests for sexual favours, or other inappropriate verbal or physical behaviour that promotes negativity or harassment at work. Human resource management is important for keeping a safe and welcoming workplace, and organisations have a moral and legal responsibility to stop and deal with such misconduct.

"Sexual harassment is simply unwelcoming, frightening, and often involves the abuse of authority. This kind of behaviour is considered abusive in a workplace. Importantly, the idea of harassment can vary from person to person since different employees may have different ideas about what harassment is. also, it is not uncommon to define harassment of women by men. This is not to say that males are not and can be sexually harassed" (Bajema and Timmerman, 1999 p.3).

The Impact of Sexual Harassment

Sexual harassment at workplace damages employee trust and confidence at work and creates a toxic workplace. in Also, if complaints of harassment are not properly addressed, organisations risk harm to their reputation and possible legal penalties. For example, cultural norms in the Bahamas can worsen the problem by creating tolerance for unwanted touches and provoking comments. In order encourage a respectful workplace culture and guarantee compliance to legal requirements to protect workers from harassment, employers are therefore encouraged to put in place strong policies and training initiatives (Rolle, 2018) This calls for an aggressive HRM strategy for setting up safeguards and efficient reaction systems.

HRM's Responsibility in Prevention and Response

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The development and implementation of robust sexual harassment policies are mainly the responsibility of HRM departments. For example, new laws in Brazil require businesses to create clear internal policies around sexual harassment and distribute them widely to all staff members (L&E Global, 2023). This duty also includes developing easily accessible and confidential reporting systems that safeguard complainants and guarantee fair inquiry mechanisms.


Another essential HRM role is the establishment of effective communication channels. Companies must "implement procedures for receiving complaints that ensure the confidentiality of the employees, investigation of the facts, and application of consequences" according with Brazilian law (Industrial Relations News, 2023). These systems need to be made to remove difficulties to reporting, which often prevent victims from filing complaints.

Training and Educational Initiatives

A crucial part of efforts to prevent harassment is the implementation of regular training programs. Companies are required by Brazilian laws to "offer training on preventing workplace harassment on topics related to violence, harassment, equality, and diversity at work at least once every 12 months" (Industrial Relations News, 2023). These teaching programs should be initiated by HRM departments to reach all organisational levels, with specific content for managers who have extra duties in recognising and handling harassment cases.

Creating Supportive Organizational Culture

Organisational cultures that actively fight harassment must be developed by HRM professionals in addition to official policies and procedures. This involves promoting gender equality in positions of leadership, defining precise consequences for improper conduct, and making sure that issues are handled promptly. Companies who take supportive actions, such as "supporting female employees facing harassment, physical, psychological violence, or any other type of improper conduct at work" (Mattos Filho, 2022), are recognised by the Emprega+ Mulher seal in Brazil.

Workplace Harrasement in Sri Lanka 

In Sri Lanka sexual harassment is a significant barrier preventing women from entering the workforce, despite the country's need for increased female labor participation. Surveys conducted by the International Finance Corporation (IFC) and the International Labour Organisation (ILO) reveal alarming statistics, showing that a majority of women experience harassment in the workplace, leading to absenteeism and financial losses for businesses. Furthermore, a survey of workers at clothing factories reveals that nearly 80% of women experienced harassment at work. Three-fifths of women would be eager to work if they were guaranteed that they would not be at risk of sexual harassment at work, according to a 2016 International Labour Organisation (ILO) survey of 500 women, the majority of whom were jobless (Randeniya and Dassanayake 2023).

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While sexual harassment is criminalised under Section 345 of the Penal Code, legal proceedings are often lengthy and complex, discouraging victims from seeking justice. The Industrial Disputes Act provides a civil avenue for private-sector employees, while court rulings have recognised sexual harassment as a violation of fundamental rights in the public sector (Randeniya and Dassanayake 2023)

Conclusion

This shows that introducing new laws is insufficient. Instead, systemic changes are needed, including improved reporting mechanisms, better enforcement, and societal shifts in addressing harassment. protecting women from harassment is crucial for increasing workforce participation and ensuring economic progress in Sri Lanka.

Understanding Sexual Harassment in the Workplace 👇

Sexual Harassment at workplace in Sri Lanka 👇

References

• European Commission (2019). Directive 2006/54/EC on the implementation of the principle of equal opportunities and equal treatment of men and women in matters of employment and occupation. Available at: https://eur-lex.europa.eu/legal-content/EN/TXT/?uri=CELEX%3A32006L0054 [Accessed at 03/09/2025]

• Howald et al  (2016). Addressing Sexual Harassment in the Workplace, SIOP, p. 3 Available at: https://www.infocop.es/pdf/ACOSOSEXUALLABORAL.pdf [Accessed at 03/09/2025]

• Equal Employment Opportunity Commission (EEOC) (2021). Title VII of the Civil Rights Act of 1964. Available at: https://www.eeoc.gov/statutes/title-vii-civil-rights-act-1964 [Accessed at 03/09/2025]

• Fitzgerald, L. F., & Cortina, L. M. (2018). 'Sexual harassment in work organizations: A view from the twenty-first century', Annual Review of Organizational Psychology and Organizational Behavior, pp 219 -222 Available at https://sites.lsa.umich.edu/liliacortina-lab/wp-content/uploads/sites/970/2021/12/Fitzgerald-Cortina-2018-APA-Handbook.pdf [Accessed at 03/09/2025]

• International Labour Organization (2019). Violence and harassment in the world of work. Geneva: ILO. Available at: https://www.ilo.org/global/publications/books/WCMS_733135/lang--en/index.htm [Accessed on 03/09/2025]

• L&E Global. (2023). Brazil: Companies must implement measures to prevent and combat sexual harassment and other forms of violence by March 21, 2023. Available at: https://leglobal.law/2023/02/22/brazil-companies-must-implement-measures-to-prevent-and-combat-sexual-harassment-and-other-forms-of-violence-by-march-21-2023/ [Accessed on  03/09/2025]

• Industrial Relations News. (2023). Brazil: new provisions against violence in the workplace. Available at: https://industrialrelationsnews.ioe-emp.org/industrial-relations-and-labour-law-april-2023/news/article/brazil-new-provisions-against-violence-in-the-workplace [Accessed on 03/09/2025]

• Mattos Filho. (2022). New law establishes measures to combat sexual harassment at work. Available at: https://www.mattosfilho.com.br/en/unico/law-measures-combat-sexual-harassment/ [Accessed on 03/09/2025]

• Randeniya, A., and Dassanayake, C. (2023) Sexual harassment in the workplace: High time to address labour laws, Advovata. Available at: https://www.advocata.org/commentary-archives/2023/05/14/https/wwwthemorninglk/articles/hkuae7ivyueeg60ci458 [Accessed on 03/09/2025]