Research on

Sexual Harassment at Workplace

Submitted by

Poshnath Aryal

Prajjwal Guragain

MBA-GLM 6th Batch

Submitted to

Prof. Dr. Ramesh Chitrakar

Global Business Ethics

In partial fulfillment for the degree of MBA Global Leadership and Management

School of Management, Tribhuvan University

Kritipur, Kathmandu

September 2020
 Acknowledgement

We would like to express our special thanks of gratitude to Prof. Dr. Ramesh Chitrakar
who gave us the golden opportunity to do this wonderful project on the topic “Sexual
Harassment at Workplace”, which also helped us in doing a lot of Research and we came
to know about so many new things we really thankful to him.

……………….
Sincerely
Poshnath Aryal
Prajjwal Guragain

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 Table of Contents

Acknowledgement...............................................................................................................ii

Table of Contents................................................................................................................iii

List of Figures......................................................................................................................v

List of Table.........................................................................................................................v

CHAPTER I.........................................................................................................................1

INTRODUCTION................................................................................................................1

1.1 Background of the study............................................................................................1

1.2. Problem Statement....................................................................................................2

1.3. Research question......................................................................................................2

1.4. Purpose of the study..................................................................................................3

1.5. Limitation of the Study.............................................................................................3

1.6 Organization of the study...........................................................................................3

CHAPTER II........................................................................................................................4

LITERATURE REVIEW.....................................................................................................4

How is sexual harassment perceived in Nepal?...............................................................4

Sexual harassment at workplace......................................................................................4

CHAPTER III.......................................................................................................................8

RESEARCH METHODOLOGY.........................................................................................8

3.1. Research Design........................................................................................................8

3.2. Nature and sources of data........................................................................................8

3.3. Target population and sample...................................................................................8

3.4. Data Analysis............................................................................................................8

CHAPTER IV......................................................................................................................9

DATA ANALYSIS AND PRESENTATION.....................................................................9

4.1. Demographic of the respondents...............................................................................9

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 Gender of the respondents............................................................................................9

Age category of the respondents................................................................................10

4.2. Work sector.............................................................................................................10

4.3. Work Position..........................................................................................................11

4.4. How the employees in Nepal interpret the meaning of sexual harassment?...........12

4.5. Type of sexual harassment experienced..................................................................12

4.6. Who sexually harassed employee?..........................................................................13

4.7. What employee does when they were sexually harassed at work?.........................14

4.8. If employee witnessed workplace sexual harassment, what they do?.....................15

4.9. If employee were sexually harassed at workplace or witnessed workplace

harassment what will be the impact of it on employee work at that office?..................16

4.10. Organization Effort to Address the Sexual Harassment.......................................17

4.11. Mental Stability of the Employees Who Faces Sexual Harassment.....................18

CHAPTER V......................................................................................................................20

FINDINGS AND CONCLUSION.....................................................................................20

5.1. Findings...................................................................................................................20

5.2. Conclusion...............................................................................................................20

Bibliography........................................................................................................................vi

iv
 List of Figures
Figure 1 Complaint mechanism for sexual harassment at workplace as per different laws
..............................................................................................................................................7
Figure 2 Gender of the respondents.....................................................................................9
Figure 3 Age category of the respondents.........................................................................10
Figure 4 Respondents According to Work Sector..............................................................10
Figure 5 Job Position.........................................................................................................11
Figure 6 Type of Sexual Harassment Experienced............................................................13
Figure 7 who sexually harassed employees.......................................................................14
Figure 8 what employee does when they were sexually harassed at work........................15
Figure 9 if employee witnessed workplace sexual harassment, what they do...................16
Figure 10 if employee were sexually harassed at workplace or witnessed workplace
harassment what will be the impact of it on employee work at that office........................17
Figure 11 organization effort to Address the Sexual Harassment.....................................18

List of Table
Table 1 Key contents of the Sexual Harassment Act, 2071 (2014)......................................5

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 CHAPTER I

INTRODUCTION

1.1 Background of the study

Ethics are the moral ideology that direct a person’s behavior. Ethics may be referred to as
doing what is morally and legally right. They are actually norms for conduct that
distinguish between right and wrong, and acceptable and unacceptable behavior.

Sexual harassment, which constitutes gender-based violence and harassment, is a hazard

encountered in public and the world of work. It is not about friendly and mutual behavior
but it is an unwanted, unwelcome and unacceptable act based on the abuse of power. It
deprives people of their dignity, jeopardizes the well-being of those targeted, results in
unacceptable working conditions and poses occupational safety and health risks, hence it
is both a human rights and worker’s rights issue. The negative consequences on
individuals, enterprises and society at large are well identified. While both women and
men can be targeted, women as well as those from marginalized communities are
disproportionately affected due to unequal gender based power relations and multiple and
intersecting forms of discrimination.[ CITATION Int04 \l 1033 ]

According to Section 4 of the Sexual Harassment Prevention Act of Nepal any of the
following unsolicited acts committed by, or caused to be committed by, any person in
abuse of his/her position, power or by imposition of any type of coercion, undue
influence, or enticement would constitute sexual harassment:

a) Physical contact and advances;

b) Showing or displaying of pornographic material,
c) Expressing sexual motives by way of written, verbal, or non-verbal means,
d) Demand or proposal for sexual favors; and
e) Flirting or harassing with sexual motive.

The said Section clarifies that in the event any of the above acts are done for educational
purpose or in the course of treatment or providing protection to the employees, then such
acts should not be regarded as sexual harassment. Therefore, as an example, if any

1
pictures are displayed in the course of raising awareness of reproductive health, the mere
display of such pictures should not constitute sexual harassment for the purpose of the
Act[ CITATION Pio16 \l 1033 ]

Thus, Sexual harassment at the workplace not only affects the individual in question but
also the organization. Efforts have to be made in eliminating this persisting problem
[ CITATION Int04 \l 1033 ]

1.2. Problem Statement

Problem of sexual harassment at workplace is increasing day by day in Nepal. Nepalese

women are coming out of their homes and using public utilities such as the transport
system, and moving into the workplace which may have resulted in a rise in sexual
harassment [ CITATION Tha94 \l 1033 ]. Additionally, it is emotionally stressful to the
employees to report the issues of sexual harassment. It creates an uncomfortable
environment to the employees and impacts their performance as there is a psychological
barrier that hinders their emotional well-being. Sexual harassment victims might suffer
the same effects as rape victims in psychological ways.

Through this research, have interview-based finding to explore employees’ perspective on

sexual harassment at workplace. This research aims to explore the understanding of the
sexual harassment among employees and also investigate the practices of sexual
harassment and counter measures.

1.3. Research question

• How do the employees in Nepal interpret the meaning of sexual harassment?

• Has the employee faced any kind of sexual harassment in the organization?
• Which level of staff has to face Harassment in Workplace?
• What are the impacts of Harassment in employees’ performance?
• What are the practices among organization regarding the cases of sexual harassment?
• Does the organization train its employees about the ethical codes related to sexual
harassment in workplace?

2
1.4. Purpose of the study

• To determines how the employees in Nepal interpret the meaning of sexual

harassment.
• To know about mental stability of the employees who faces sexual harassment.
• To know about which job level employees have faced more sexual harassment case.
• To know about organizational practice to minimize harassment.
• To know about employee work performance before and after harassment.

1.5. Limitation of the Study

 This research was conducted for academic purpose only.

 This research has been conducted with limited number of survey, 44 female and 28
male so there might be highest bias on this report.
 This report is conducted from the survey of employees from Baglung, Kushma and
Kathmandu. So, this research is not implacable to the all over of Nepal.

1.6 Organization of the study

The study is categorized into five chapters. The first chapter is introduction to sexual
harassment at workplace which includes statement of problem, objectives, importance of
the study, and limitations of the study. The second chapter includes Literature review,
history of sexual harassment at workplace and practices to remove harassment in
Nepalese organization. The third chapter focuses on research methodology which is
further classified in many subtopics like sample, population, and sampling method,
sources of data, tools and techniques of data analysis. Similarly, the fourth chapter
provides the analysis and presentation of the collected data in tabular and pictorial form
and findings of the study. The last chapter i.e. fifth chapter includes finding, conclusion
and recommendation.

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 CHAPTER II

LITERATURE REVIEW

How is sexual harassment perceived in Nepal?

There were differences in perception between men and women as most of the men said
that sexual harassment is an issue of power relations. Men in higher positions impose
their superiority on women who are generally in lower positions and are vulnerable to
sexual harassment. Women, on the other hand unanimously felt that sexual harassment is
a gender issue and men, whether in high positions or low, practice behaviors that are
influenced by the patriarchal values of the society. Men treat women as a commodity
existing solely for their entertainment[ CITATION Int04 \l 1033 ]

Sexual harassment at workplace

The study by Malla in 2005 revealed that 38.4% of civil servants believed that cases of
sexual harassment were high in government jobs. A decade later, harassment cases were
increased on the information technology (IT) and back office operations (BPOs) sector.
70% of the 600 employees between the age group of 18 and 40 years from different cities
reported they were sexually harassed in some form or the other.

Similar findings were reported in the health sector by Rajbhandari, Subedi, & Kaphle,
(2015). Of the 50 women doctors, nurses, attendants and administrative staff interviewed,
28 had experienced more than 100 incidents of different forms of harassment. The
findings discovered that 56% health worker faced sexual harassment at the workplace.

The Sexual Harassment at Workplace (Elimination) Act, 2071 (2014) (SH Act) addresses
sexual harassment at workplace. It provides that no one should be subjected to sexual
harassment in workplace, and provides definitions, scope, and measures for enforcement
and remedies

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Key contents of the Sexual Harassment Act, 2071 (2014)

Table 1 Key contents of the Sexual Harassment Act, 2071 (2014)

Who are Employees and customers at workplace

protected?

What is a Entity, institutions, firms or place to be used in the course of work

workplace? and includes:

• Government entity
• Entities owned (fully or partly) by government
• Corporate bodies or institutions established in accordance with the
prevailing laws
• Any firm, institution or corporate body registered or licensed to
carry out any business, trade or provide services in the course of
conducting business

What acts are a) Making physical contact or attempted to make physical contact
considered to with sexual motive
constitute sexual b) Using or displaying words, pictures, magazines, audio, visuals,
harassment? other information technology, instruments, objects or
pornographic materials or sexual activities
c) Expressing sexual motives by way of written, verbal, or gesture
means
d) d) Demanding or proposing for sexual favours e) Teasing or
harassing with sexual motive.

What are the Manage refers to the person having the authority to make final
responsibilities decision with regard to administrative and business activities of any
of the manager workplace, or the authority exercising delegated power for that
for prevention purpose and includes branch or unit head of any branch or unit of
and control of workplace elsewhere. The manager has the following duties:
sexual
harassment in the a) Incorporate necessary provisions relating to the prevention of
workplace? sexual harassment into the laws relating to terms and conditions of
the employees
b) Alert employees and customers about the prevention of sexual
harassment
c) Adopt necessary corrective measures to prevent repetition of
sexual harassment
d) Provide psychotherapy service to the victim as per the
requirement
e) Keep complaint box in the workplace.
f) Give clear information to the victim relating to time limit to file
complaint against the act of sexual harassment, its procedure and

5
 complaint hearing authority.

If the manager receives a complaint, the manager needs to complete

the complaint hearing process within 15 days. While carrying out
investigation, if the manger finds that the accused person is found to
have been committed to the act of sexual harassment to the
complainer employee or customer, the manager may carry out any or
all of the following actions:

 Carry out reconciliation in case of mutual consent between the

aggrieved party and the offender
 Require the offender to furnish an apology to the victim
 Warn the offender for non-repetition for such offense
 Arrange for a reasonable compensation from the offender to the
victim
 Take departmental action against the offender as per the law
relating to terms of service

What can victims Internal complaint mechanism

do to seek
remedy? • File a complaint either in written or oral form before the manager
within fifteen days.

External complaint mechanism

• File a complaint to the Chief District Officer within 90 days of

occurrence of the incident

What protection The Act provides protection to the victims of sexual harassment at
does it provide to workplace against firing from job, departmental action, transfer,
victims? impacting on promotion or any other actions stemming from the
lodged complaint. In case of such incident, the victim can lodge a
complaint against the employer at the Chief District Officer.

What is the • Up to 6 months of imprisonment or fines up to NPR50,000 or

punishment both to the offender
under the Act? • Fines up to NPR25,000 to employer in case of non-compliance
with the obligation set out by the Act
• Fines up to NPR10,000 rupees for the false complaint maker
• The recidivist is imposed with double the punishment for every
time

Source: International Labour Organization (ILO)

According to Section 19, the SH Act does not prohibit to seek any legal remedy as per the
prevailing law of the country. This indicates that an individual can take the case directly
6
to the respective District Court against the offender of sexual violence as per No .224 of
the Criminal Code (2017), or file a first information report (FIR) to the police as per
Section 47 of the Electronic Transaction Act if sexual harassment is committed by use of
electronic communication. Based on the existing laws and policies, there are a number of
avenues to seek remedies in Nepal

Figure 1 Complaint mechanism for sexual harassment at workplace as per different laws

Source: International Labour Organization (ILO)

7
 CHAPTER III

RESEARCH METHODOLOGY

3.1. Research Design

Qualitative and Quantitative research design is used to study the area. Quantitative
research design is used to find Facts, figures and characteristics of research problem.
Qualitative research design is used to address the impact of sexual harassment in
organizational performance

3.2. Nature and sources of data

Primary data was collected through the use of Google questionnaires that contained
mainly structured, close ended questions with a few open ended questions that helped to
probe the respondents. Similarly, secondary data were collected from the journals, articles
and books

3.3. Target population and sample

This research targeted employees working in different government and private
organizations like, bank, hotel and restaurant, IT Company, government office,
school/college/university and consultancy

For selecting the sample, Judgmental sampling will be used as sampling design. This
technique relies on the judgment of the researcher when choosing who to ask to
participate. We need information from different organization to analyze the problem and
meet the objectives. 72 employees from different government and private organizations
like, bank, hotel and restaurant, IT Company, government office,
school/college/university and consultancy were asked question through Google form and
telephone interview. We have targeted the 90 employees but we are able to contact 72
employees only, 40 responds from Google form and 32 responds were from telephone
Interview

3.4. Data Analysis.

Data was collected with the help of Google questionnaire form and telephone Interview.
SPSS is used to analyze the questions and data was presented through use of tables, bar
diagram, and Pie chart.

8
 CHAPTER IV

DATA ANALYSIS AND PRESENTATION

4.1. Demographic of the respondents

Demographic variable include, the general information of respondents. This is necessary

because, ability of respondents to give information on the study depends on their age and
gender.

Gender of the respondents

Figure 2 Gender of the respondents

Gender
Male Female

39%

61%

The above figure indicates the respondents in gender we had surveyed, 28 male and 44
female were surveyed out of 72 surveys.

9
Age category of the respondents

Figure 3 Age category of the respondents

No of Respondents in Age group

25

20

15 Age group

10

-
18-25 25-32 32-40 40-50 50+

Above figure shows the number of respondents in according to age group. There were 19
respondents of age group 18-25, 22 respondents of age group 25-32, 15 respondents of
age group 32-40, 10 respondents of age group 40-50 and 6 respondents of age group 50+

4.2. Work sector

Figure 4 Respondents According to Work Sector

Respondents According to Work Sector

14
13
12 12

6 6

nk ny ny t r y
an ce cto nc
Ba pa pa r ffi e ta
m m stu t O lS ul
Co Co Re en na o ns
IT g nd m o C
rin le a rn ati
tu t ve uc
ac Ho
o Ed
uf G
an
M

10
Above figure shows the respondents according to work sector. In banking sector there
were 14 respondents among them 5 were boys, and most of them are from age group 25-
32. In IT company there were 9 respondents among them 5 were boys, most of them are
from age group 25-32. In manufacturing company there were 6 respondents among them
2 were boys, most of them were age group of 32-40, In hotel and restaurants there were
13 respondents among them 4 were boys, most of the respondents were age group of 18-
25. In government office respondents were 12 among them 7 were boys, most of the
respondents are from age group 32-40. In educational sector there were 12 respondents
among them 3 were boys, most of the respondents were from age group 25-32. In
consultancy there were 6 respondents among them 2 were boys and most of them are age
group of 18-25.

4.3. Work Position

Figure 5 Job Position

Job Position
18 19
17
10
8

Above figure shows the job position of respondents, 8 from board member, 18
respondents were Management/Partner/Business Owner, 10 respondents were
compliance/Human Resources, 19 respondents were Non Management Employee
/Contract worker/Freelance/Part time and 17 respondents were Student/Volunteer/Not
employed.

11
4.4. How the employees in Nepal interpret the meaning of sexual
harassment?

While doing our research we gave the Google form to 40 respondents, and asked question
to 32 respondents for online survey. When we asked them how they understand sexual
harassment to 73 respondents about 75% of the responded believes sexual harassment as
physical touch only about 25% people says, expressing sexual motives by way verbal, or
non-verbal means, Flirting or harassing with sexual motive is also a sexual harassment.
But other thinks Demand or proposal for sexual favors is also a sexual harassment. Many
of them even don’t know about the actual meaning of sexual harassment.

4.5. Type of sexual harassment experienced

We have given them the meaning of sexual harassment according to Section 4 of the
Sexual Harassment Prevention Act of Nepal and what type of sexual harassment are they
facing. Where we mentioned are Unwanted touching, Verbal remarks of a sexual nature
(including jokes) directed towards you or in your presence. Gestures of a sexual nature,
including exposure of any private parts, Lustful staring at you or a part of your body,
Messages of a sexual nature sent to you via e-mail, direct messaging or on social
media, Obscene images in the workplace including calendars, desktop screens and
posters, Stalking - online or physically, Sexual coercion: where a person promises or
hints at enhanced career prospects in return for a sexual favor, or threatens adverse
career impact if you do not respond favorably, Persistent and unwanted invitations of a
sexual nature and I have not experienced any sexual harassment, And their respond is
shown by the following figure.

12
 Figure 6 Type of Sexual Harassment Experienced

Type of Sexual Harassment Experienced

I have not experienced any sexual harass... 16

Persistent and unwanted invitations of a sexual na... 38
Sexual coercion: where a person promises or hints at enhanced career prospects in return for a sexual favour, or threatens adverse career impact if you do not respond favour... 26
Stalking - online or physic... 39
Obscene images in the workplace including calendars, desktop screens and pos... 26
direct messaging or on social m... 35
Messages of a sexual nature sent to you via e-... 45
Lustful staring at you or a part of your ... 49
Gestures of a sexual nature, including exposure of any private p... 46
Verbal remarks of a sexual nature (including jokes) directed towards you or in your pres... 48
Unwanted touc... 32

Above figure shows the types of sexual harassment experienced by employees surveyed
from different organization with different age group. 16 of the respondents have not faced
any types sexual harassment, 11 of the boys and 5 girls have not faced any types of sexual
harassment. 22 female respondents say that they had faced all type of the sexual
harassment. Gestures of a sexual nature, including exposure of any private parts and
Verbal remarks of a sexual nature (including jokes) directed towards you or in your
presence, Verbal remarks of a sexual nature (including jokes) directed towards you or
in your presence, are most faced sexual harassment by the employees. Most of the
employees who say that they have not faced any sexual harassment are from age 40+
and from government job. Most of the people age group 18-32 faced all the types of
sexual harassment.

4.6. Who sexually harassed employee?

While asking this question we have given 5 options they are boos or senior person in the
organization, subordinate, a person outside the organization but may have influence over
employee/ the organization’s performance, such as client, contractor, funder or regulator,
A colleague who is employees peer and other, where then can choose as they can apply,
one or more. The result are shown by the following diagram

13
 Figure 7 who sexually harassed employees

Who sexually harassed employees

Other 10

A colleague who is my peer 28

 person outside the organisation but may have influence over my/ the organisation's performance, such as client, contractor, funder or regulator. 38

A subordinate 15

My boss or a senior person in the organisation 30

Above figure shows who harass more. From the survey we found that A person outside
the organization but may have influence over my/ the organization’s performance, such
as client, contractor, funder or regulator, and senior person or boss harass more.
Mainly girls are harassed by A person outside the organization but may have influence
over my/ the organization’s performance, such as client, contractor, funder or
regulator, and senior person or boss. Most of the girls from age group 18-32 were
harassed by A person outside the organization but may have influence over my/ the
organization’s performance, such as client, contractor, funder or regulator

4.7. What employee does when they were sexually harassed at work?

When we asked employees what did they do when they were sexually harassed, we gave
them options they are I kept quiet, I told the harasser that this was wrong, I told a
friend/family member outside the organization, I told a colleague, I reported it to Human
Resources/ Management, I left the organization, I reported it to the authorities, I did not
know what my options were. We have given them option they can choose one ore more
option. The responds were shown by following diagram.

14
 Figure 8 what employee does when they were sexually harassed at work

What employee does when they were sexually harassed at work

I did not know what my options were 5

I reported it to the authorities 28

I left the organization 20

I reported it to Human Resources/ Management 30

I told a colleague 33

I told a friend/family member outside the organization 35

I told the harasser that this was wrong 20

I kept quiet 12

Above figure shows that the victim does when they were harassed 6 girls and 5 boys says
they will keep quiet, all of the respondents who says they will keep quiet are from age
group 40+. 33 girls and 2 boys say they told a friend/family member outside the
organization, most of the age group of 18-32 says they told a friend/family member
outside the organization. 20 girls have left the organization as well. Most of the girls who
left organization were from age group 18-32. None of the person from the government
job has said they will leave the job.

4.8. If employee witnessed workplace sexual harassment, what they do?

We have asked employees what they will do if they have witnessed sexual harassment at
workplace by giving some options, I have not witnessed workplace sexual harassment, I
reported it within the organization. I kept quiet, I intervened on the spot, I told the
harasser later that his/her conduct was wrong, I reported it to the authorities, and I
supported the sexually harassed person in bringing the case up within the
organization/through court, we allowed them to choose one or more option. The
responds were shown in figure.

15
 Figure 9 if employee witnessed workplace sexual harassment, what they do

If employee witnessed workplace sexual harassment, what they do

I supported the sexually harassed person in bringing the case up within the organization/through court 35

I reported it to the authorities 32

I told the harasser later that his/her conduct was wrong 48

I intervened on the spot 50

I kept quiet 0

I reported it within the organization 32

I have not witnessed workplace sexual harassment 14

Above figure shows the response of employees, when they have been witnessed sexual
harassment at workplace. None of the employee said they will keep quiet all of the
employee from government job says they will supported the sexually harassed person in
bringing the case up within the organization/through court. Many of the person who
work in bank and the person of age group 25-50 said they will intervened on the spot
and will told the harasser later that his/her conduct was wrong.

4.9. If employee were sexually harassed at workplace or witnessed

workplace harassment what will be the impact of it on employee work at
that office?

We have used likert scale to ask this question we have putted 1 as dmotivate me and 5 as
no impact then their respond was shown by following figure.

16
 Figure 10 if employee were sexually harassed at workplace or witnessed workplace
harassment what will be the impact of it on employee work at that office

48

9 9
3 3

1 2 3 4 5

Above figure shows the impact on performance of employees, when they have been
witnessed sexual harassment at workplace. Many of the employees say it will strongly
demotivate them whereas 9 responses said there will not be any impact on their work
performance. Most of the employees who said there will be no impact are from
government job. Most of the worker in bank and hotel and restaurant says that it will
impact on their work. Girls between age group 18-32 say it will impact on their job
performance.

4.10. Organization Effort to Address the Sexual Harassment

We have asked respondent about the organization effort to address the sexual harassment
by giving some options, a Policy on Sexual Harassment, special training for those in
Human Resources/relevant department to handle sexual harassment cases, a clear No-
Retaliation Policy, training on sexual harassment for all employees including senior
management, mandatory training during orientation/on boarding, an occasional talk on
sexual harassment, a reporting hotline and a clear process to report sexual harassment ,
respondents can choose one or more option.

17
 Figure 11 organization effort to Address the Sexual Harassment

Organization Effort to Address the Sexual Harassment

A clear process to report sexual harassment 44

A reporting hotline 48

An occasional talk on sexual harassment 46

Mandatory training during orientation/on boarding 37

Training on sexual harassment for all employees including senior management 35

A clear No-Retaliation Policy (this can be within Sexual Harassment or Whistleblowing Policies) 28

Special training for those in Human Resources/relevant department to handle sexual harassment cases 35

A Policy on Sexual Harassment 38

Above figure shows the organizational efforts to address the sexual harassment. Many of
the bank and IT company employees says that their organization has a Policy on Sexual
Harassment, special training for those in Human Resources/relevant department to
handle sexual harassment cases, training on sexual harassment for all employees
including senior management, and a reporting hotline and a clear process to report
sexual harassment.

4.11. Mental Stability of the Employees Who Faces Sexual Harassment.

There is positive correlation between depression and sexual harassment;

depression appeared a significant feature of employees experiencing harassment. Sexual
harassment is weighty social issues which inflict psychological infection. Many victims
experience depression because they feel powerless and reliant upon the harasser. Neither
they want to leave their job nor face the harasser but due to job reliance and defenseless
socioeconomic condition they experience depressive symptoms. [ CITATION Mus15 \l
1033 ]

Sexual harassment at workplace is an unsolicited and intermittent behavior, which is

hateful, uncomfortable and affects an employee's work routine, health, profession or

18
attention in job. In a long-established country like Pakistan, public factors appear to hold
the culture of quiet and inhibition of women which makes them nervous. Many fatalities
fear the loss of their repute or job as a result of complaining. Harassed women are
familiar with their somewhat weak positions and hesitation of job-related bias. Many
victims realize that those in positions of power, especially seniors are essential to the
viable welfare of organization and express modest assurance in the complaints reporting
mechanism which create fretfulness in them.[ CITATION Int18 \l 1033 ]

Sexual harassment was established to be a forward planner of downbeat mental health in

the form of depression, anxiety and stress in employees of Nepalese organization.

19
 CHAPTER V

FINDINGS AND CONCLUSION

5.1. Findings

The main findings of the report were listed below:

 Most of the women face harassment than the male.

 Most of the place where indoor activities were done like as bank, IT Company has
more sexual harassment.
 Many of the employees even does not know the meaning of sexual harassment
 Female between age group, 18-32 has more sexual harassment.
 Most of the people of 40+ afraid to talk about sexual harassment.
 There will be mental effect on female because of sexual harassment than male
 Many employees afraid to talk about harassment to the senior or human resource
management because of fear to lose job by blaming themselves.

Sexual harassment is useless, bullying, and often involves misuse of power differentials.
It is a form of offensive behavior in the workplace. Importantly, the classification of
harassment may different from person to person, as employees’ perceptions of what
constitutes harassment may differ. It is also somewhat common to surround definitions
something like the act of men harassing women. This is not to say that men never be
targets of sexual harassment, they can be and are.

5.2. Conclusion

Sexual harassment is a multipart and persistent workplace issue, one that will not be
solved suddenly or with a focus paper. However, every step is an important step. Recent
media coverage has raised consciousness of sexual harassment, increasingly made sexual
harassment a main concern for organizations, and has begin to give women a voice going
forward. Organizations must deal with sexual harassment or face increasingly costly cost.
Future research must continue to identify actionable past history of sexual harassment to
ensure that organizations encourage prevention and liability.

20
We suggest that appropriate training can lessen the probability of sexual harassment
going on. Importantly, training should take place over all levels of an organization.
Antecol & Cobb-Clark, (2003) suggest that new employees should receive such training
as part of their course to the company

Sexual harassment is tremendously directed toward women. Furthermore, the negative

effects of harassment are generally much more brutal for women than men. Therefore,
many definitions and debate of harassment be likely to focus on men harassing women.
Despite this, it is important for organizations’ definitions of sexual harassment to
comprise instances where both men and women are targets and perpetrators of sexual
harassment.

21
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