ANTI-SEXUAL HARASSMENT AT WORK
IN RELATION TO OTHER WORKPLACE PRACTICES (ASHW+)
In Vietnam, sexual harassment continues to be a significant problem in all workplaces. Research shows that harassment blossoms in careers and organizations where men dominate the majority of all management positions and women have such limited representation within the organization.
Respect Vietnam elaborates that sexual abuse and harassment at work are not simple sexual advances or favors that happen for no reason. It results from unhealthy work relationships and poor organizational interventions.
Victims hesitate to speak out about gender-based violence or sexual harassment as they see no trustworthy source of protection in place for them in terms of job security, fair pay, equal work opportunities, etc. While no or poor organization-wide interventions in the forms of actionable policies, regulations & systems exit, plenty of employers are even not aware of their own situations, resulting in incorrect assumptions & wrong follow-up decisions on gender equity or anti-harassment
abuses & EMPLOYMMENT CONDITIONS
BETWEEN DECISION TAKERS & DECISION MAKERS
Most of the existing anti-sexual harassment policies hold everyone accountable except the highest level of leadership. Vulnerable employees have to fear the unbalance of powers between decision-makers & decision takers. Therefore, the solution is not only to change the male-dominating workplaces but also to engage the decision-makers in the process of developing organizational interventions in sexual abuse & harassment
between RIGHT & WRONG DECISIONS
False accusation is as equally bad as toleration for sexual harassment at work. However, traces or evidence to prove what behaviors are right or wrong remain the biggest challenge to any leaders & organizations of all sizes. Therefore a reliable traceability & misconduct reporting/whistleblowing/sanctioning system must be a center of organizational interventions in gender equity & anti-harassment
Sexual harassment can only be zero-tolerated
when unfair labor practices are challenged
Sexual harassment can only be ended when unfair labor/management practices are conquered & abuses of power or authority are challenged.
RespectVN's unique approach highlights the genuine relationship between Anti Sexual Harassment policies (ASHW) and other relevant policies, namely, Hiring, Firing, Boarding, Performance Evaluation, etc. (PLUS) in the key agenda of developing sound organizational interventions (the so-called ASHWPLUS or ASHW+)
ASHW+ is more than a policy.
It is a unanimous organisational 4P effort
Most of the workplaces in the world have anti-sexual harassment policies. But if you don't enforce them, they are only papers. And if you only monitor the enforcement once a year, they are just window-dressing.
ASHW+ only works when the whole workforce makes a unanimous effort made of 4P (Problem Solving - Procedure Improvement - People Engagement - Policy Purpose Achievement) to achieve the various level of organisational interventions in the forms of ASHW+ Recognition - Self-correcting - Efficiency & Sustainability
Conquer ASHW+ challenges
with Goal Consensus on Business Model Canvas
Most of the businesses have Business Models. However, not all of them put Investment in Gender Equity, Sexual Abuse or Harassment on Business Model Canas.
Respect Vietnam creates a template called ASHW+ Goal Consensus on Business Model Canvas to help leaders, investors, employers quickly & correctly understand ASHW+ financial implications on their Business Models, then making better & greater decisions in investing in the right things
Innovative & user-friendly tools
are key to make ASHW+ actionable in an organisation
The award-winning & well-studied WE@WORK key toolsets are user-driven & user-friendly for the daily working routines. They speak the common shared languages such as charts, visuals, and even comics, a touch of humor sense, to accommodate or lessen the intensity of ASHW+
WHAT PEOPLE SAY
I appreciate WE@WORK ASHW+ anonymous complaint handling systems. I can test whether I should trust the person is helping me. After a while I can talk to her/his in person. However I love to ASHW+ myself, not via 3th parties. as WE@WORK online challenges help me learn & win various relationship at work
I never trust anything managers promise about ASHW+ until we approach WE@WORK. Not just we have a full library of ASHW issues and how to respond to them. We also got to connect the relationship between such unfair labor practices as sexual harassment with our own employment cycle. And we know how to expect from our managers based on how much we understand our own workplaces
HUMAN RESOURCE OFFICER
Can you believe I got trapped & accused of being a harasser when I was trying to explain to one of my staff why she was let go? Thank God I recorded the whole meeting as guided by WE@WORK's traceability process. How bad it might have turned into if I am not prepared when she said she wanted to meet me alone?