ANTI-SEXUAL HARASSMENT AT WORK
IN RELATION TO OTHER WORKPLACE PRACTICES (ASHW+)
In Vietnam, sexual harassment remains a pervasive issue across various workplaces. Research indicates that harassment is more prevalent in environments where men hold the majority of management positions and women are underrepresented.
Since 2015, Respect Vietnam has highlighted that sexual abuse and harassment at work are not merely isolated incidents of inappropriate advances or favors. Instead, they stem from unhealthy workplace dynamics and inadequate organizational interventions.
Victims often hesitate to report gender-based violence or sexual harassment due to a lack of trustworthy protections, such as job security, fair pay, and equal work opportunities. The absence of effective, organization-wide interventions—such as actionable policies, regulations, and systems—leaves many employers unaware of the true extent of these issues. This lack of awareness leads to incorrect assumptions and misguided decisions regarding gender equity and anti-harassment measures.
Relationship
between sexual
abuses & EMPLOYMMENT CONDITIONS
RELATIONSHIP
BETWEEN DECISION TAKERS & DECISION MAKERS
Many current anti-sexual harassment policies fail to hold top leadership accountable, leaving vulnerable employees to navigate the power imbalance between decision-makers and those affected by their decisions. To address this issue, it’s essential not only to transform male-dominated workplaces but also to involve decision-makers in creating effective organizational interventions against sexual abuse and harassment
Relationship
between RIGHT & WRONG DECISIONS
False accusations are just as harmful as tolerating sexual harassment at work. However, the biggest challenge for leaders and organizations of all sizes is finding evidence to determine right from wrong. Therefore, a reliable system for traceability, misconduct reporting, whistleblowing, and sanctioning must be central to organizational interventions in gender equity and anti-harassment
Zero tolerance for sexual harassment is only achievable when unfair labor practices are addressed
Ending sexual harassment requires addressing unfair labor and management practices and challenging abuses of power and authority.
RespectVN’s unique approach emphasizes the critical connection between Anti-Sexual Harassment policies (ASHW) and other relevant policies, such as Hiring, Firing, Onboarding, and Performance Evaluation (PLUS). This integrated approach, known as ASHWPLUS or ASHW+, is central to developing effective organizational interventions
ASHW+ is more than a policy.
It is a unanimous organisational 4P effort
Most workplaces have anti-sexual harassment policies, but without enforcement, they are just words on paper. Monitoring enforcement only once a year is merely window-dressing.
ASHW+ is effective only when the entire workforce makes a collective effort through the 4Ps: Problem-Solving, Procedure Improvement, People Engagement, and Policy Purpose Achievement. This approach ensures various levels of organizational interventions, including ASHW+ Recognition, Self-correction, Efficiency, and Sustainability
Overcome ASHW+ Challenges with
Unified Goals on the Business Model Canvas
While most businesses have established business models, many do not prioritize investments in gender equity, sexual abuse, or harassment on their Business Model Canvas.
Respect Vietnam has developed a template called the ASHW+ Goal Consensus on Business Model Canvas. This tool helps leaders, investors, and employers quickly and accurately understand the financial implications of ASHW+ on their business models, enabling them to make better and more impactful investment decisions
Innovative and user-friendly tools are essential for making ASHW+ actionable within an organization
The award-winning and extensively researched WE@WORK key toolsets are designed to be user-driven and user-friendly for daily routines. They utilize universally understood formats like charts, visuals, and even comics, incorporating a touch of humor to help mitigate the intensity of ASHW+
WHAT PEOPLE SAY
LAN, HOTEL
FRONTDESK OFFICER
HANOI
“I appreciate WE@WORK’s ASHW+ anonymous complaint handling system. It allows me to test if I can trust the person helping me, and later, I can speak to them in person. However, I prefer handling ASHW+ myself rather than through third parties. WE@WORK’s online challenges help me learn and build various relationships at work.”
2of5
THU, PRODUCTION
WORKER,
BAC GIANG
I never trusted any promises from managers about ASHW+ until we started using WE@WORK. Not only do we now have a comprehensive library of ASHW issues and responses, but we also understand how unfair labor practices like sexual harassment relate to our employment cycle. This knowledge helps us set realistic expectations for our managers based on our understanding of our own workplaces.
5of5
CHRIS, CHIEF
HUMAN RESOURCE OFFICER
HCMC
Can you believe I was accused of harassment while explaining to an employee why she was let go? Thankfully, I recorded the entire meeting as per WE@WORK’s traceability process. Imagine how bad it could have been if I hadn’t been prepared when she requested a private meeting
