RECOMMENDATION AND PREVENTION

Take action in accordance with existing regulations

Provide knowledge and create awareness about the sexual harassment
EMPLOYER in the workplace
Create and maintain a conducive workplace environment free of sexual
harassment in the workplace

TRADE UNION Form action committees that are gender balanced

AND EMPLOYEE Create self-improvement skills program

Add new amendments and guidelines

GOVERNMENT Create specialised sexual harassment tribunal to prevent and stop sexual
harassment

Sexual harassment could occur to men or women and is not restricted to the upper hand of
the officer or subordinate employees only. It is also not limited to gender differences, it might
even be done by men against men or women against women. Sexual harassment is an act
of immorality that violates an employee's communication, personal boundaries and creates
an atmosphere of discomfort in the workplace such as fear, hostility, misconduct, offending
or hurt.

Accordingly, the most effective ways against sexual harassment is prevention. It must be
noted that sexual harassment does not dissolve on its own. Any individual who is connected

to the employee's work environment can be accused of sexual harassment. In reality, it is

more expected that when the problem is not addressed, the harassment will worsen and
become more difficult to remedy as time goes on. There are some prevention and
recommendation that is crucial for employer, trade union and employee as well as the
government in order to lessening the sexual harassment cases.

Firstly, employer is the most responsible to take action of sexual harassment in accordance
with existing regulations. It is a must for the employer to quickly investigate and deal with all
complaints of harassment by properly discipline employees who harass other employees.
Besides, employer had better to provide protection and support for the employees who feel
they are being harassed. Then, knowledge and awareness about the sexual harassment in
the workplace need to be created promptly. For instance, employer can provide education
and information about harassment by informing to all employees the best technique of
managing with aggression through means of guidelines and employees development
programs of sexual harassment at workplace. In addition, employer must create and
maintain a conducive workplace environment free of sexual harassment in the workplace.
Specifically, employers are liable for providing their employees with a work atmosphere that
does not discriminate and is free from any harassment.

Next, employee should use the complaint system accordingly when experience the sexual
harassment. He or she as the victim is recommended to follow all procedures as spelled out
in the sexual harassment policy of their employer. Employee should also commit to be alert
and conscious of engaging in potential sexual-harassment behaviours or occurrences at
work. Essentially, employees must adopt an active role in the prevention of sexual
harassment. Meanwhile, trade union could form action committees that are gender
balanced. Trade union might develop an anti-harassment policy together with employees,
employers, and union representatives.

Subsequently, government have to take a legislative action to fight the widespread issues of
sexual harassment and assault. There was no specific law that allowed sexual harassment
victims to bring the case to court. Additionally, government must create specialised sexual
harassment tribunal to prevent and stop sexual harassment. Although the government
instituting new laws and policies, it is vital that more needs to be done to nurture a culture of
zero-tolerance for sexual harassment in the workplace.

In short, most effective preventive approaches and strategies on sexual harassment require
the involvement of all those concerned and a clear statement of intent. The statement of
intent should reflect a real commitment from all parties concerned to recognize the
importance of the fight against sexual harassment in the workplace.