New Era University

No. 9 Central Ave. New Era, Quezon

City
College of Criminology

Criminological Research & Statistic 2

(Criminology 7)

Submitted by:
Allan T. Desalisa
17-11865-124

Submitted to:
 FDIR. ALOVEEL B. FERRER (RET) PhD

APPROVAL SHEET

This thesis entitled “Assessment on Sexual Harassment on Single woman at

barangay Tagbakin, Atimonan Quezon”, prepared and submitted by Allan T.
Desalisa in partial fulfilment of the requirement in Research and Statistics for the
Degree of Bachelor of Science in Criminology has been examined and
recommended for approval and acceptance.

FDIR ALOVEEL B. FERRER (RET)PhD

Research Adviser
Approved by the committee on Oral examination with the grade of ____% on
______,

Panel of Examiners

________________________ Chairman

________________________ ________________________
Member Member

________________________ Member

Accepted and Approved by the Committee in partial fulfillment for the degree of
Bachelor of Science in Criminology

JDIR ROSE DO M. DIAL (RET) Ceso 111

Dean, College of Criminology
 ACKNOWLEDGEMENT

I would like to express my special appreciation and thanks to my advisor FDIR

Aloveel ferrer, you have been a tremendous mentor for me. I would like to thank
you for encouraging my research and for allowing me to grow as a researcher.
Your advice on both research as well as on my career have been invaluable.

Iwould also like to thank my committee members, ___________________,

________________________, _________________________,
______________________ For servings as my committee members even at
hardship. I also want to thank you for letting my defense be an enjoyable moment,
and for your brilliant comments and suggestions, thanks to you. I would especially
like to thank the dean of college of criminology JDIR Rosendo M. Dial (Ret), for
letting me experienced and sharing the knowledge and skill.

A special thanks to my family. Words cannot express how grateful I am to my

mother and father for all of the sacrifices that you’ve made on my behalf. Your
prayer for me was what sustained me thus far. I would also like to thank to my
sister, Ms. Mary Grace Desalisa. Thank you for supporting me for everything, and
especially I can’t thank you enough for encouraging me throughout this
experience.

Finally I thank my God, my good Father, for letting me through all the difficulties. I
have experienced your guidance day by day. You are the one who let me finish
my degree. I will keep on trusting you for my future. Thank you, Lord.
 DEDICATION

I dedicate my research work to my family and friends. A special feeling of gratitude

to my loving parents, Lucita and Alberto Desalisa whose words of encouragement
and for helping me accomplishing my research. My sisters Grace, has never left
my side and giving me an advice. I also dedicate this research to my friends and
INC family who have supported me throughout the process. I will always
appreciate all they have done, especially Nicka for helping me develop my
technology skills, _________________ for the many hours of proofreading. Lastly
to the God Almighty for the strength and wisdom.
 ABTRACT

Title of Thesis: “Assessment on Sexual Harassment on woman at barangay

Tagbakin, Atimonan Quezon” of 2020-2021

Thesis adviser by: _______________________________

Previous research on sexual harassment has focused almost exclusively on

harassment by co-workers and supervisors, ignoring extra-organizational sources
of harassment. Given that women are spending an increasing amount of time with
clients, the current research does not adequately represent women’s experiences.
This thesis expands harassment research in two ways. First, a measure of sexual
harassment was created for the client context. The current measure of
harassment, the Sexual Experiences Questionnaire, was adapted to measure
client harassment. It was then administered to a sample of professional women,
and its structure determined. Second, a model of the antecedents and
consequences of client harassment was tested. Antecedents and outcomes
previously linked to harassment were examined in the client context, and found to
be similarly related. By examining the structure of client
 Table of Contents
TITLE PAGE………………………………………………………………………………………i
APROVAL SHEET……………………………………………………………………………….ii
ACKNOWLEDGEMENT…………………………………………………………………………iii
DEDICATION……………………………………………………………………………………..iv
ABTRACT………………………………………………………………………………………….v

CHAPTER I: PROBLEM AND ITS BACKGROUND 1

Introduction5
Significance of the Study5
Conceptual Framework5
Theoretical Framework 5
Statement of the Problem 5
Scope and Delimitation5
Definition of Terms5
CHAPTER II: REVIEW OF RELATED LITERATURE AND STUDY 1
REVIEW OF RELATED LITERATURE FOREIGN STUDY 5
REVIEW OF RELATED LITERATURE LOCAL STUDY 5
CHAPTER III: RESEARCH METHOLOY
 INTRODUCTION

This chapter reviews the information gathered through decades of sexual

harassment research. It provides definitions of key terms that will be used
throughout the report, establishing a common framework from the research
literature and the law for discussing these issues. In reviewing what sexual
harassment research has learned over time, the chapter also examines the
research methods for studying sexual harassment and the appropriate methods
for conducting this research in a reliable way? The chapter provides information
on the prevalence of sexual harassment and common characteristics of how
sexual harassment is perpetrated and experienced across lines of industry,
occupation, and social class. It concludes with common characteristics of
environments where sexual harassment is more likely to occur.
Sexual harassment is a type of harassment involving the use of explicit or
implicit sexual overtones, including the unwelcome or inappropriate promise of
rewards in exchange for sexual favors. Sexual harassment includes a range of
actions from verbal transgressions to sexual abuse or assault. Harassment can
occur in many different social settings such as the workplace, the home, school,
churches, etc. Harassers or victims may be of any gender. Sexual harassment’ is
any form of unwelcome sexual behavior that’s offensive, humiliating or
intimidating. Most importantly, it’s against the law. Being sexually harassed affects
people in different ways. If you’re experiencing harassment, there are many things
you can do about it. Both men and women can be the victims of sexual
harassment. When it happens at work, school or it may amount to sex
discrimination. If someone is sexually harassing you in a way that causes you to
feel humiliation, pain, fear or intimidation, then this can be considered sexual
assault. If you believe you’ve been sexually assaulted, you may want to find out
more about what this means as well as the support options available to you. You
can try resolving the situation quickly yourself by explaining to the person who is
harassing you that their behavior is unwanted.

Sexual harassment isn’t something you need to deal with on your own. In
the workplace, it might be worth talking to your HR manager, who will be able to
help you decide what to do. You might also want to talk to a trusted friend or family
member about what's going on. At school or in the workplace, the person sexually
harassing you might be officially warned and be required to have counselling. If
the sexual harassment continues, there might be a mediation process. If all else
fails, they might be fired. The harassment occurred in your workplace, you might
be eligible for outstanding wages and entitlements if you feel you have no
alternative but to leave your job. Sexual harassment is not only a legal problem,
but also a social and emotional problem; it is therefore important to address all
aspects of the problems that victims of sexual harassment face. People in power
in the workplace who sexually harass subordinates are typically exhibiting
controlling and abusive behavior to exploit subordinates sexually with the
manipulative leverage of advancement in the workplace and/or with the threat of
adverse employment consequences. It is important that a victim find legal counsel
who understands that an integral part of aiding a victim of sexual harassment is
not just taking legal steps, but is also providing support to help the victim heal from
the emotional scars left in the wake of sexual harassment in the workplace.
Even though sexual harassment is less violent than other forms of sexual
violence such as rape, victims still suffer serious consequences. Victimhood for
individuals subjected to sexual harassment can take a different and equally
complicated form as victimhood for individuals who suffer from attacks for physical
violence. Sexual violence that is expressed in terms of some sort of physical
assault against a victim has become a condemnable act; victims of physical
violence are more likely to find others who are sympathetic to their understandable
distress. However, sexual harassment is more socially acceptable. Victims will
often encounter opposition who claim that the harassment was mere teasing. As
such, victimhood in response to sexual harassment has some unique properties.
Nevertheless, sexual harassment may lead to temporary or prolonged anxiety,
depending on the nature of the harassment and the type of support system in
place. Given that harassment is a common problem in the workplace, anxiety on
the victim’s part is usually tied into concerns about ramifications for one’s career if
one reports the harassment.
 Workplace sexual harassment takes many different forms. It can come from
a coworker, a supervisor, or a customer or client, and ranges from unwanted
touching, inappropriate comments or jokes, or someone promising you a
promotion in exchange for sexual favors. Sexual harassment does not have to be
“sexual.” It can also look like teasing, intimidating or offensive comments based on
stereotypes (e.g., about how certain people “are” or should act), or bullying
someone or a group of people based on their sex, gender identity (man, woman,
trans, intersex, non-binary) or sexual orientation (queer, straight, bisexual, lesbian,
gay, asexual, pansexual, two-spirit etc.) Sometimes sexual harassment is about
sex and something else, like race or ethnicity. For example, a woman of color may
experience harassment in the workplace differently from a white female co-worker.
She may be the target of abusive or hostile behavior because of the combination
of her sex and her race or ethnicity.
For something to be considered sexual harassment it matters what the
person who’s being harassed thinks; it does not matter if the person who’s doing
the harassment thinks it’s OK, harmless, not sexual, or welcomed (i.e., they think
you like it or don’t have a problem with it.) It’s still harassment if the behavior is
something you do not want or find offensive. It also still counts as harassment even
if, in the moment, you don’t immediately say “stop” or something else to let the
person know that what they’re saying/doing is inappropriate. For example, you
might laugh along at a joke that you find offensive, or accept a hug because you’re
caught unaware in the moment, or because you’re worried the person will react
badly if you don’t go along with their behavior. If the harasser is a supervisor or
someone else who has more power than you, you might be afraid speaking up or
saying “no” will impact your job. All of these are normal responses to harassment.
Responding this way does not make the harassment less serious, or make you
more responsible.
Harassment has its own forms. In that forms we can easily know the
different types of harassment. Discriminatory harassment occurs when someone
harasses another person because of the victim’s membership in a protected class.
Workplace harassment that is based on a person’s protected characteristics is
unlawful under state and federal law. Some of the different types of discriminatory
harassment will be described in more detail below.
 Racial harassment is harassment of a victim because of his or her skin
color, race, ancestry, or citizenship status. If the harassment is based on the
perception that a person is a race, the mere perception is enough to qualify as
prohibited racial harassment. Racial harassment might include slurs, insults, racist
jokes, degrading comments, racial disgust, and other behaviors. To constitute
harassment, the conduct must be unwelcome and pervasive enough that it
changes the conditions and terms of the victim’s job. Employers sometimes argue
that the conduct wasn’t unwelcome because the victims were part of the groups
that told the jokes. This makes it important for people who are offended by such
jokes to tell the people who are telling the jokes to stop doing so. If the jokes
continue, the victims should file written complaints with their human resources
department or with the person who is in charge of handling harassment
complaints. This can help the victims to prove that the conduct was unwelcome
and that they were not willing participants.
Racial discrimination can be defined as discrimination against individuals on
the basis of their race or personal characteristic associated with race. Such
characteristics include hair texture, skin color, or certain facial features. Color
discrimination involves treating someone differently because of skin complexion.
Discrimination can occur even when the victim and the assailant are the same race
or color. Employees and workers of all racial groups are entitled to be free from
harassment on the ground of race. Employers must ensure that the working
environment is one in which the racial identity of all employees is respected. An
absence of complaints about racial harassment does not necessarily mean an
absence of racial harassment. It may mean that the recipients of racial harassment
think that there is no point in complaining because nothing will be done about it, or
because it will be trivialized or the complainant will be subjected to ridicule, or
because they fear reprisals. Since one of the legal requirements for racial
harassment is that the conduct is "unwelcome," make sure your supervisor knows
that you consider his or her conduct to be unwelcome: that what he considers a
compliment, you consider offensive. Tell the person that his or her behavior
offends you and you want it to stop. Don't engage in banter in response. Direct
communication, whether verbal or in writing, is better than ignoring the behavior
and hoping it will go away. Therefore, if you do not feel comfortable talking to your
supervisor in person, you may wish to prepare a letter to ensure that he or she
knows exactly how you feel. If that doesn't work, you may want to tell your
supervisor, your human resources department or some other department or person
within your organization who has the power to stop the harassment. This does not
require you to file a lawsuit or hire an attorney and may be sufficient to resolve the
problem without further legal action.

The conduct must also be pervasive, which means that it should be severe
and frequent. This is because a single inappropriate joke will not be enough to
justify filing a lawsuit. The conduct must negatively impact the working environment
of the victim to be illegal. Serious conduct may qualify as illegal harassment even
when it only occurs one time. For example, hanging a noose at the workplace or
making physical threats of violence because of the victim’s race may be enough to
qualify as illegal harassment. By contrast, jokes and objectionable comments may
need to occur multiple times before they will be considered to be unlawful
harassment. If you are being subjected to jokes based on your race at your job,
you need to take steps to get them to stop. You should start by telling your
coworkers that you think that their jokes are offensive and are not funny. Ask them
to stop. If they do not stop and continue to tell racist jokes, you should go to your
human resources department and make a complaint about the continuing racist
jokes and comments. Your company will then be legally required to investigate
your complaint and to take remedial action to stop the conduct of your coworkers.

Gender harassment occurs when coworkers, supervisors, or third parties

discriminate against someone at work based on the victim’s gender. Often, gender
harassment occurs because of negative stereotypes about how women and men
should act. Both men and women can be victims of gender discrimination. When
employers treat employees unfavorably because of their gender, that different
treatment is gender discrimination. Gender discrimination is prohibited by state
and federal law, and this violation of civil rights may result in serious penalties for
the employers who engage in it. Gender discrimination is not limited to women.
Men can also be victims as can people who are discriminated against based on
their sexual orientation or transgender status. If you believe that you are a victim
of this form of discrimination.
Gender discrimination is a broad term used to describe two types of
unlawful workplace behavior. The first of these involves making decisions that
confer an employment benefit solely based on an employee’s gender or sex.
Some examples of this type of behavior are refusing to hire a woman, giving a
woman a promotion over a man solely because of his gender, or paying women
less money than men to do the same job. The second type of unlawful gender
discrimination is sexual harassment. The most common type of sexual
harassment is hostile work environment discrimination. This occurs when a co-
worker’s or supervisor’s behavior creates a hostile, intimidating, or offensive
environment at work. Behavior that interferes with a person’s ability to do his or
her job may also create a hostile work environment.
Keep in mind that men can be the victims of sexual harassment, too.
Additionally, sexual harassment is not limited to parties of the opposite sex. Men
can sexually harass men, and women may harass women. If you are unsure as to
whether you have been sexually harassed, ask a knowledgeable attorney. There
is another form of sexual harassment called quid pro quo harassment. Employers
can commit quid pro quo harassment if they offer some employment benefit in
exchange for a sexual favor or other sexual behavior. Offering a person a job on
the condition that he or she sleep with the boss is a classic example of this type of
discrimination.
Religious harassment sometimes overlaps with harassment based on race,
but it is more focused on the religious beliefs of the victim. Religious harassment
can include intolerance towards the victim’s religious customs, traditions, holidays,
and clothing. It can also include negative religious jokes, degrading comments,
and pressure to convert to a different religion.
Religious discrimination in America is a pervasive problem. Religious
discrimination laws prohibit workplace discrimination based on a protected status
under Title VII of the Civil Rights Act of 1964. Strongly held personal beliefs are
not necessarily religious in nature, however. For example, discriminating against
an employee who wears a head covering because of her religion would be
prohibited, but discriminating against another employee who wears a hat just
because it matches her outfit would not be illegal. These types of distinctions are
important in determining what constitutes religious discrimination and what does
not.
Employers are forbidden from engaging in religious discrimination and
cannot base operational decisions on an employee’s religious beliefs. An
employer also cannot penalize an employee for being an atheist. For example, a
religious employer cannot show favoritism to fellow believers while refusing to hire
non-religious applicants. Both are inappropriate in a professional working
environment.
Title VII additionally prohibits religious harassment and also requires an employer
to make a religious accommodation in the workplace.
.
Workplace harassment based on a worker’s real or perceived disability is
illegal. It is also unlawful to discriminate against a worker because of his or her
relationship to a disabled person or because the worker uses disability services.
Disability harassment can include joking, patronizing behavior, isolation, and
refusals to provide reasonable accommodations. Employers are also not allowed
to inquire about an applicant’s disability. Employers are required to make
reasonable accommodations to workers who have disabilities unless doing so
would result in an undue hard ship. If you have a complaint against an employer
under Title I, you must file it with the Equal Employment Opportunity Commission
no more than 180 days from the date that the discrimination occurred or 300 days
if you file your complaint with a local fair employment practice agency. You may
not file a lawsuit in court until you have received a right-to-sue notice from the
EEOC. Disability discrimination means treating individuals differently in
employment because of their disability, perceived disability, or association with a
disabled person. Whether a person's disability is visible or not, treating that person
differently, or denying certain accommodations can be against the law.
Workplace harassment based on sexual orientation is gaining greater
recognition. This occurs when victims are harassed because their sexual
orientations are different from the people around them. People of any type of
sexual orientation may face this type of harassment. For example, a heterosexual
man might be harassed for working as a hairdresser while a homosexual man
might be harassed when working in a construction job.
Workplace discrimination is prohibited when it is based on a protected
status under both federal and state labor laws. Sexual orientation discrimination is
prohibited by many workplaces and states, but there is no current federal law that
protects people based on their sexual orientation. If you believe that you have
been targeted because of your sexual orientation. At the state level, sexual
orientation discrimination laws exist to combat unfair LGBT workplace issues.
Sexual orientation discrimination and gender reassignment discrimination manifest
in many ugly forms, including harassment, differential treatment, bullying from
other coworkers, retaliatory actions such as unfounded write-ups and wrongful
termination. An example of differential treatment is being passed over for a
promotion you’re qualified for because of your sexual preference or gender
identity. Harassment may include many things, including degrading comments,
property vandalism, dehumanization and name calling among others. If
harassment is left unchecked, this type of behavior tends to escalate, creating an
unbearably hostile work environment. As a result of the discrimination, victims may
suffer from emotional duress, severe anxiety, PTSD and a fear of retaliation.
There is no current gender reassignment discrimination or sexual
orientation discrimination laws at the federal level addressing LGBT workplace
issues in private workplaces. Federal employees do have protections against this
type of discrimination, however. The Employment Non-discrimination Act of 2009,
which would ban sexual orientation discrimination as well as gender reassignment
discrimination in the workplace has been on hold in Congress for consideration
since that time. The law would have prohibited employers from making job-related
decisions for workers based on their sexual orientation during all aspects of
employment, including hiring, firing, promotions, pay, benefits, bonuses and
others.
At this time, a spatter of protection exists for workers across the country.
About half of the states prohibit discrimination against workers based on their
sexual orientation. New Jersey prohibits it at the state level for private employees
but Pennsylvania does not. In Pennsylvania, public employers are prohibited from
discriminating against workers based on sexual orientation but private employers
are not. Many companies prohibit discrimination based on sexual orientation in
order to address LGBT workplace issues. In areas without sexual orientation
discrimination laws, workers may still have some protections under their
company’s policies. Even if you live in a state that does have these anti-
discrimination laws, you should still know what the policies of your company are. If
you are discriminated against, follow those policies and procedures for filing a
complaint. If nothing is done to correct the situation or you are retaliated against
for complaining, you may need to consult with an attorney.
The Civil Rights Act of 1964 prohibits discrimination based on the age of
workers who are 40 or older. In New Jersey, the Law against Discrimination
prohibits age-related discrimination of workers who are any age. Age-related
harassment can include insults, teasing, unfair criticism, and being left out of
meetings or activities based on the worker’s age.
The Civil Rights Act of 1964 ended unequal voter registration requirements
based on race or gender. Businesses that were engaged in interstate commerce
were also prohibited from discriminating against people based on their race. State
and municipal governments were also prohibited from barring the access of
people to public facilities based on their protected characteristics. The law also
ended segregation of schools based on race and prohibited many forms of
workplace discrimination. The law’s provisions are enforced by the federal
government under the Fourteenth and Fifteenth Amendments to the U.S.
Constitution and section 8 of the First Amendment.
The Civil Rights Act contains a number of different provisions that are
arranged by title. The provisions that prohibit workplace discrimination are found in
Title VII of the act. Covered employers are prohibited from discriminating against
workers based on their race, national origin, gender, color or religion under Title
VII. Additional protected characteristics were later added with the passage of other
laws such as the Americans with Disabilities Act, the Age Discrimination in
Employment Act, the Pregnancy Discrimination Act and others.
Immediately after the law was passed, a number of states filed challenges
to it. This was especially true of the law’s desegregation provisions, forcing the
federal government to act to enforce the court decisions. Today, the Civil Rights
Act’s employment discrimination provisions that are found in Title VII are enforced
by the Equal Employment Opportunity Commission. The protected classes have
been expanded to include guest workers and immigrants.
Personal harassment is a type of harassment at work that is not
discriminatory. It is also called bullying, and it is not illegal. Personal harassment
can include offensive jokes, comments, humiliation, criticism, ostracism, and
intimidation. Power harassment occurs when there is a difference in power
between the victim and the harasser. The harasser bullies someone who has a
lower status in the workplace hierarchy. Power harassment can include making
excessive demands, demeaning comments, intruding into the worker’s personal
life, verbal intimidation, or physical harassment
Conduct considered above means either repeated or persistent patterns
of behavior, direct or indirect, that when taken together constitute personal
harassment; or a single act of sufficient severity to constitute personal
harassment in its own right. Such conduct may occur within or outside of the
workplace. Where harassing or discriminatory behaviors are sufficiently severe
and/or pervasive and cause significant and unreasonable interference to a
person's study or work environment, they may be deemed as creating an
intimidating, hostile and offensive work or study environment. A poisoned
environment can interfere with and/or undermine work or academic
performance and can cause emotional and psychological stress not
experienced by other employees or students. As such, it results in unequal
terms and conditions of employment or study and prevents or impairs full and
equal enjoyment of employment or educational services, benefits, or
opportunities. Although a person may not be the target of the behaviors, a
person may feel the effects of certain harassing or discriminatory behaviors at
their place of work or study.
Psychological harassment involves actions that harm a victim’s psychological
wellbeing.
This can negatively impact the victim’s work life, health, and social life. Workplace
psychological harassment might include isolating the victim, ignoring the victim,
belittling the victim, and more. Psychological harassment or mobbing is an
unethical or destructive way of reacting to a situation or behaving towards a
person. Psychological harassment is defined as negative or hostile behavior by
one or more persons, directly or indirectly targeting a third person. This is behavior
that occurs repeatedly and systematically over an extended period of time, and is
intended to attack or demean a person, to isolate or exclude them and to gradually
force them out of their workplace or educational program. It refers to a
combination of events which, when considered individually may appear harmless,
but which through their repetition have a destructive effect on the targeted person.
Not all unpleasant experiences can be defined as psychological
harassment. However, situations that do not formally constitute psychological
harassment may nevertheless generate mental or emotional strain and suffering.
Try to gain a clear understanding of the situation, talk to the people around you
and don’t hesitate to ask for help if you need it.
SIGNIFICANCE OF THE STUDY

The finding of this study will help many women who experience and suffer sexual
harassment and prevent this type of crime and this study benefits the following:

Woman. This study help a woman to become safe and aware to this type of
situation and become ready if they encountered this type of crime and to reduce or
prevent the number of woman who victim or harassed.

Workplace. The finding of this study help to all employee who experience the
sexual harassment from their work they give many benefits and help to employee
to become aware and fight for their right and have an idea what will they do if will
happen to them.

Student. The finding of the study will help them learn and aware about sexual
harassment and to prevent to become a victim.

New Era University. The finding of this study will help our school to become ready
and aware to this type of crime especially all students in New Era University and
know what will do.

Future Researchers. This study will serve as a basis and reference of all future
Researchers regarding the effectiveness of being aware and have knowledge to
prevent this type of activities.

Community. The result of this study will help and create awareness to the people
in the society and prevent this type of activities that increasing to our society and
to live happy, safe and comfortable in our community.
 STATEMENT OF THE PROBLEM

The negative consequences of harassment can be long lasting and severe. Those
who experience sexual harassment in all woman and in any work environment can
suffer chronic health problem, post-traumatic stress, depression, Substances
abuse and relationship problems. And this type of harassment has a concern to
everyone in our modern society which give safety to a woman, men and the all
employee. This is why all the researchers would like to know and understand the
prevention of being victim of sexual harassment in woman. These are the
following questions that I would like to answered by studying and make research:

1. Why many woman victim of sexual harassment or abuse?

2. What should we do if they we feel that they have been sexually harassed?

3. How does harassment make you feel?

4. What are the effect to women if they experience sexual harassment?

5. What it really takes to stop sexual harassment?

SCOPE AND DELIMITATIONS

The general importance of this study is the prevention for sexual violence to
woman. Much of our knowledge about sexual harassment has historically been
base on research this study help to all to prevent this type of harassment not only
woman also the man, children, and adult. Sexual harassment occurs in all society
specially in the barangay tagbakin atimonan Quezon the woman are much more
likely to be the victim and the man are the perpetrator and give more greater risk
to women. This study also give knowledge, understanding, and safety, this
research is limited only in the barangay tagbakin atimonan Quezon for prevention
of sexual abuse particular to woman. The respondents are the 20 women
residence in the barangay tagbakin atimonan Quezon who experience sexual
harassment or abuse.
DEFINITION OF TERMS

The following are terms to define to understand the main focus of the study.

Harassment: any unwelcome conduct of a sexual nature that can be verbal,

nonverbal or physical in nature.

Sexual behavior- this means actions, language or visual materials which specially
refer to, portray or involve sexual activity or language. Conduct of a sexual nature
may include overt sexual solicitations, inappropriate touching, sexual jokes and
inquiries about person's sex life.

Sex based behavior: sex based behavior occurs because of the sex of the
intended victim but is not necessarily sexual in nature. Examples of this kind of
behavior are disparaging comments on the role of women, or discriminatory
treatment aimed only at women.

Assault: infliction of offensive physical contact or bodily harm or the treat or

attempt to inflict such conduct or harm.

Peer-to-peer harassment- harassing behavior between individuals considered to

be equals in the context in which the harassment takes place such as a student
harassing a fellow student athlete harassing a fellow team member, employee
harassing another employee at the same level.

Quid pro quo harassment: also referred to as abuse of authority, occurs when
(1) job benefits, including employment, promotion, salary increases, shift or work
assignment, performance expectations and other conditions of employment, are
made contingent on the provision of sexual favors, usually to an employer,
supervisor or agent of the employer who has the authority to make decisions
about employment action, or (2) the rejection of an advance or request for sexual
favors results in a tangible employment detriment.

Hostile environment harassment: harassment that does not result in a tangible

employment related action such as displaying pornography touching and grabbing,
and sexual or sex- based remarks or jokes.

Cyber harassment: the use of new media and web based technology to carry out
harassment, such as unwanted emails, text, messages, and posting on social
network site such as Facebook.

Psychosocial risks: Psychosocial risks includes “those aspects of work design

and the organization and management of work, and their social and environmental
context, which may have the potential to cause psychological or physical harm”
 CHAPTER II

RELATED LITERATURE

Foreign Literature

This chapter reviews the information gathered through decades of sexual

harassment research. It provides definitions of key terms that will be used
throughout the report, establishing a common framework from the research
literature and the law for discussing these issues. In reviewing what sexual
harassment research has learned over time, the chapter also examines the
research methods for studying sexual harassment and the appropriate methods
for conducting this research in a reliable way. The chapter provides information on
the prevalence of sexual harassment and common characteristics of how sexual
harassment is perpetrated and experienced across lines of industry, occupation,
and social class. It concludes with common characteristics of environments where
sexual harassment is more likely to occur. Unwelcome sexual advances, requests
for sexual favors, and other verbal or physical conduct of a sexual nature
constitute sexual harassment when this conduct explicitly or implicitly affects an
individual’s employment, unreasonably interferes with an individual’s work
performance, or creates an intimidating, hostile, or offensive work environment.

Sexual harassment was first recognized in cases in which women lost their jobs
because they rejected sexual overtures from their employers (e.g., Barnes v.

Suggested Citation:"2 Sexual Harassment Research." National Academies of

Sciences, Engineering, and Medicine. 2018. Sexual Harassment of Women:
Climate,
Culture,andConsequences in Academic Sciences, Engineering, and Medicine.
Washington, DC: The National Academies Press. doi: 10.17226/24994. ×

Add a note to your bookmark

Costle 19771). This type of sexual harassment became defined as quid pro quo
sexual harassment (Latin for “this for that,” meaning that a job or educational
opportunity is conditioned on some kind of sexual performance). Such coercive
behavior was judged to constitute a violation of Title VII of the 1964 Civil Rights
Act. Soon it was recognized in employment law that pervasive sexist behavior
from coworkers can create odious conditions of employment—what became
known as a hostile work environment—and also constitute illegal discrimination
(Farley 1978; MacKinnon 1979; Williams v. Saxbe 19762). These two basic forms
of sexual harassment, quid pro quo and hostile environment harassment, were
summarized in guidelines issued by the Equal Employment Opportunity
Commission in 1980 (USEEOC 1980).Hostile work or educational environments
can be created by behaviors such as addressing women in crude or objectifying
terms, posting pornographic images in the office, and by making demeaning or
derogatory statements about women, such as telling anti-female jokes. Hostile
environment harassment also encompasses unwanted sexual overtures such as
exposing one’s genitals, stroking and kissing someone, and pressuring a person
for dates even if no quid pro quo is involved (Bundy v. Jackson 1981;3Meritor
Savings Bank v. Vinson 19864). An important distinction between quid pro quo
and hostile environment harassment is that the former usually involves a one-on-
one relationship in which the perpetrator has control of employment- or
educational-related rewards or punishments over the target. In contrast, the latter
can involve many perpetrators and many targets. In the hostile environment form
of sexual harassment, coworkers often exhibit a pattern of hostile sexist behavior
toward multiple targets over an extended period of time (Holland and Cortina
2016). For hostile sex-related or gender-related behavior to be considered illegal
sexual harassment, it must be pervasive or severe enough to be judged as having
had a negative impact upon the work or educational environment. Therefore,
isolated or single instances of such behavior typically qualify only when they are
judged to be sufficiently severe. Legal scholars and judges continue to use the two
subtype definitions of quid pro quo and hostile environment to define sexual
harassment. Illegal sexual harassment falls under the umbrella of a more
comprehensive category, discriminatory behavior. Illegal discrimination can occur
on the basis of any legally protected category: race, ethnicity, religious creed, age,
sex, gender identity, marital status, national origin, ancestry, sexual orientation,
genetic information, physical or mental disabilities, veteran status, prior conviction
of a crime, gender identity or expression, or membership in other protected
classes set forth in state or federal law. Regarding sexual harassment, the focus
of this report, this includes gender harassment, a term designed to emphasize that
harmful or 1Barnes v. Costle, 561 F.2d 983, 987 (D.C. Cir. 1977). 2Williams v.
Saxbe, 413 F. Supp. 654 D.D.C. (1976).3Bundy v. Jackson, 641 F.2d 934 (D.C.
Cir. 1981).4Meritor Savings Bank v. Vinson, 477 U.S. 57 (1986).Page 25
Suggested Citation:"2 Sexual Harassment Research." National Academies of
Sciences, Engineering, and Medicine. 2018. Sexual Harassment of Women:
Climate, Culture, and Consequences in Academic Sciences, Engineering, and
Medicine. Washington, DC: The National Academies Press. doi: 10.17226/24994.
Add a note to your bookmark illegal sexual harassment does not have to be about
sexual activity (USEEOC n.d.b.). Sexual harassment constitutes discrimination
because it is harmful and it is based on gender—it is not necessarily motivated by
sexual desire nor does need to involve sexual activity. Both legal doctrine and
social science research recognize gender as encompassing both one’s biological
sex and gender-based stereotypes and expectations, such as heterosexuality and
proper performance of gender roles. Sexual harassment in the form of gender
harassment can be based on the violation of cultural gender stereotypes. For
example, a man may experience gender harassment for being a “sissy” or being
easily embarrassed by pornography (violating stereotypes that men should be
strong, heterosexual, and sexually bold). While a woman may be gender harassed
for taking a job traditionally held by a man or in a traditionally male field. Gender
harassment in such a situation might consist of actions to sabotage the woman’s
tools, machinery, or equipment, or telling the woman she is not smart enough for
scientific work. Subsequent sections of this report discuss gender harassment in
greater detail. Psychologists who study gender-related behavior have developed
more

Related Foreign Studies

Experiences Sexual harassment represents a complicated issue; however,

individuals must remain aware of the fact that “sexual harassment is made
possible and condoned by all of us, including those who decry it as reprehensible”
(McDonald, 2012, p. 2). Analogous to “institutional racism and sexism, sexual
harassment may be institutionalized in our society, maintained by a much wider
range of attitudes, values, behaviors, and traditions that we have recognized”
(Tinsley & Stockdale, 1993, p. 2). One of the factors that may influence the
perception of the employee regarding safety from sexual harassment in the
workplace is previous sexual harassment experience of the employee (McLaughlin
et al., 2012). However, even with a comprehensive search through the various
journal databases, I could find no studies that explicitly explored how the previous
sexual harassment experience of the employees affected the employee’s
perception of safety from sexual harassment in the workplace.

One study showed the relationship between child sexual assault, child nonsexual
assault, and subsequent sexual harassment (Stockdale, Logan, Sliter, & Berry,
2014). The researchers found that posttraumatic stress symptoms mediate the
relationship between child asexual and nonsexual assault and subsequent sexual
harassment (Stockdale et al., 2014). Thus, individuals with a history of sexual
harassment were more prone to detect sexual harassment behaviors (Stockdale
et al., 2014).

Several studies, found in the literature review, were about how the sex of the
employee influenced the perception of safety from sexual harassment (Cortina &
Leskinen, 2013; Holland, Rabelo, Gustafson, Seabrook, & Cortina, 2015; Jahan,
2013). Men and women have different perception of what sexual harassment is.
Given the greater power of men most of the time, men’s ideas of what sexual
harassment is are likely to prevail (Cortina & Leskinen, 2013; Holland et al., 2015;
Jahan, 2013). Attribution theory suggests that men will more likely engage in
sexually harassing behaviors due to a situational cause and that women are the
provoking behaviors of being sexually harassed (Jahan, 2013). Many students
believe that women are more likely to be sexually harassed compared to men
(Wiener & Hurt, 2000), while approximately 15 to 20% of men reported that they
experienced some form of sexual harassment (Bell et al., 2002). Street et al.
(2007) investigated gender differences in sexual harassment in a male-dominated
environment of the military and the effects of this on mental health. Street et al.
(2007) investigated male-female differences in frequency of sexual harassment
and determined whether psychological outcomes differ by sex. Consistent with the
results of other studies (Berdahl & Moore, 2006; Rotundo & Sackett, 2002), they
established that women experienced heightened sexual harassment compared to
men. A similar study by Berdahl and Moore (2006) on gender and sexual
harassment used a sample that came from a male-dominated manufacturing
organization. Their assumption was that women would experience more
harassment compared to men. These findings were in line with the findings of
other studies, indicating that sex could play a role in experiencing sexual
harassment. Kohlman (2004) showed that sexual harassment is not specific to
male or female dominated occupations. He found that regardless of the sex that
dominated the profession, sexual harassment remained prevalent. This suggests
that the sex of the victim is not a causal effect. However, Jahan (2013) showed
that many females experience sexual harassment at work. Two types of
harassment have been studied: verbal and nonverbal (Cortina & Leskinen, 2013;
Wang et al., 2012). Verbal harassment included sexual comments about their
clothing, looks, whistling or suggestive sounds, unwanted email, phone calls or
text messages (Cortina & Leskinen, 2013; Wang et al., 2012). Nonverbal
harassment included unwelcome touching, patting, leering, and demands for
sexual favors (Cortina & Leskinen, 2013; Wang et al., 2012). Cortina and Leskinen
(2013) stated that one out of every two women is sexually harassed during her
working life. More female employees also encounter more harassing behaviors on
the job and thus they report more symptoms of depression, anxiety, and
posttraumatic stress. Moreover, female receivers of the 42 harassing behavior
experience eating disorders and turn to alcohol and drug use to cope with the
hostile environment at the workplace. Cortina and Leskinen (2013) also found
“negative mood, self-blame, reduced self-esteem, emotional exhaustion, anger,
disgust, envy, fear, and lowered satisfaction with life in general” (p. 139) among
females experiencing harassment. Moreover, “these patterns apply even to victims
of milder forms of harassment (e.g., gender harassment) and to victims who do
not attach the ‘sexual harassment’ label to their experiences” (Wang et al., 2012,
p. 56). Wang et al. (2012) also stated that females were the frequent victims of
sexual harassment and that telling sex jokes was the most common type of sexual
harassment. Researchers also investigated the experiences of men with sexual
harassment that includes “sexually advancing harassment (e.g., unwanted
touching) and gender harassment (e.g., derogatory comments)” (Holland et al.,
2015, p. 17). The results showed, “Sexual harassment was perceived as a form of
punishment for men who deviate from the prescriptions of traditional masculinity”
(Holland et al., 2015, p. 17). The study findings suggested that men conducted
sexual harassment to punish other men who did not exhibit characteristics of the
traditional masculine.

Nuanced terms to describe sexual harassment in order to more precisely measure

and account for the behaviors that constitute sexual harassment and to describe
how targets experience those behaviors. A three-part classification system divides
sexual harassment into distinct but related categories: sexual coercion, unwanted
sexual attention, and gender harassment (see Figure 2-1; Fitzgerald et al.
1988;5Fitzgerald, Gelfand, and Drasgow 1995; Gelfand, Fitzgerald, and Drasgow
1995).
Related Local literature

1980: UP feminist faculty already raising the issue of sexual harassment in their
writings based on their experiences working with women factory/office
workers:Life on the Assembly Line by Prof. Rosario del Rosario, 1985Women in
the Workplace: The Problem of Sexual Harassment by UP Vice President for
Public Affairs, Dr. Belinda Aquino, 1990.- 1988: Establishment of the Women and
Development Program housed at the UP-College of Social Work and Community
Development and the UP Center for Women’s Studies under the Office of the
President. 1992: Sexual Harassment: Perceptions of UP Students and Faculty –
survey conducted by Prof. Elena Samonte which was later published in
1993.‘92-’94: Increasing reports and incidents of sexual harassment in campus.
Certain cases involving University professors asking students for sexual favors in
exchange for a passing grade, thus the term KWATRO O KWARTO, came to
public attention and shocked everyone including the UP administration 1994:
Formation of a UP Diliman Anti-Sexual Harassment Committee to draft UP
Diliman policy and guidelines for Anti-Sexual
Harassment 1995 - RA 7877 (Anti-Sexual Harassment Act of 1995) -AN ACT
DECLARING SEXUAL HARASSMENT UNLAWFUL IN THE EMPLOYMENT,
EDUCATION OR TRAINING ENVIRONMENT, AND FOR OTHER PURPOSE was
passed.

1998- UP Implementing Rules and Regulations on the Anti-Sexual Harassment

Act of 1995 (UPIRR) was approved by the U.P. Board of Regents.- UP Center for
Women’s Studies (UPCWS now UP Center for Women and Gender Studies)
conducted orientation workshops on the UPIRR to the different constituent
universities of the UP System. UPCWS in coordination with the Office of the Vice
President for Academic Affairs (OVPAA) convened a system wide seminar
workshop to review the UPIRR. This was attended by the President, the
Chancellors, legal counsels, and guidance services specialists of the different
constituent universities which resulted into the establishment of offices of anti-
sexual harassment (OASH) to handle advocacy on anti-sexual harassment and
investigate sexual harassment complaints.

MANILA, Philippines – President-elect Rodrigo Duterte is under fire after wolf

whistling at a reporter in a press conference on Tuesday, May 31, and defending it
days after by saying that it was "not a sexual thing."

A good number of netizens accept Duterte's explanation that whistling at a woman

is covered by freedom of expression. Others are certain that Duterte violated
Davao City's ordinance prohibiting catcalling women.
In Section 3, Republic Act 7877, or the Anti-Sexual Harassment Act of 1995,
classifies sexual harassment as:

Work-related or in employment environment

This is committed when a person demands, requests, or requires sexual favors

from another person in exchange for another thing such as hiring for employment,
re-employment, or continued employment, granting favorable compensation,
terms of conditions, promotions, or privileges.

Refusal to accept sexual favors would mean discrimination or deprivation of

employment opportunities.

It is also sexual harassment if the sexual favors would result to abuse of rights
under the labor law and an environment that is intimidating, hostile, or offensive for
the victim.

This may be committed by an "employer, employee, manager, supervisor, agent of

the employer, any other person who, having authority, influence or moral
ascendancy over another in a work environment, demands, requests or otherwise
requires any sexual favor from the other."

In education or training environment

This is committed when a person demands, requests, or requires sexual favors

from a student in exchange for “giving a passing grade, or the granting of honors
and scholarships, or the payment of a stipend, allowance or other benefits,
privileges and considerations.”

Just the same, if the sexual favors would result to an “intimidating, hostile or
offensive environment for the student, trainee, or apprentice,” they are also
considered sexual harassment.

This may be committed by a "teacher, instructor, professor, coach, trainor, or any

other person who, having authority, influence, or moral ascendancy over
another...demands, requests, or otherwise requires any sexual favor from the
other."

Meanwhile, the Women’s Development Code of Davao City, which Duterte

himself signed as mayor, aims to protect the rights of women by punishing those
who committ sexual harassment, among other things. 

Under Section 3 of the ordinance, "unwelcome sexual advances, requests for

sexual favors, or other verbal or physical behavior of a sexual nature, made
directly, indirectly or impliedly" can be considered sexual harassment.
The Anti-Violence Against Women and Their Children Act, also known as
Republic Act 9262, also considers sexual harassment as a form of violence
against women.

Section 3 of the law says that sexual violence refers to “rape, sexual harassment,
acts of lasciviousness, treating a woman or her child as a sex object, making
demeaning and sexually suggestive remarks.”

A 2016 study conducted by the Social Weather Stations found that women are
most vulnerable to sexual harassment.

In Quezon City, Metro Manila’s biggest city with a population of over 3 million, 3 in
5 women were sexually harassed at least once in their lifetime, according to the
report. In barangays Payatas and Bagong Silangan, 88% of respondents ages 18
to 24 experienced street harassment at least once.

Quezon City is the first city in Metro Manila to impose penalties on street
harassment.

In the Philippines, 58% of incidents of sexual harassment happen on the streets,

major roads, and eskinitas (alleys). Physical forms of sexual harassment occur
mostly in public transport.

Sexual harassment can be punished under Republic Act 7877, or the Anti-Sexual
Harassment Act of 1995, and the provisions of the Revised Penal Code on Acts of
Lasciviousness.

RA 7877 penalizes sexual harassment with imprisonment of 1 to 6 months, a fine

of P10,000 to P20,000, or both. Acts of lasciviousness, on the other hand, would
mean imprisonment under the Revised Penal Code.

Related Local studies

This study is from the (DLSU Manila Philippines) this article explores teaching
practice concerning sexual harassment and abuse in Norwegian upper secondary
schools based on phone interviews with 64 social studies teachers. This study
portrays great variation in what extent teachers address these issues and
discusses how this variation can be understood considering teachers’ personal
characteristics, their interpretation of the curriculum, school culture-related factors
and media coverage of sexual harassment and abuse. Young female teachers
address such matters the most and younger teachers teach more about these
issues than older teachers in general. The effect of age is stronger on women than
men; the older the female teachers are, the less do they address sexual
harassment and abuse. Male teachers have the same level of teaching regardless
of age. Teachers’ characteristics appear to be equally influential as school culture-
related factors.
The violence against women (VAW) is an infraction on the human rights of
women. VAW is a social concern and phenomenon deeply rooted in the wrongful,
if not malicious and unjust, expectations and treatment of the society about the
comparative capability and worth of men and women. Multifaceted, it has physical,
psychological, or sexual manifestations. Typologically, it can range from subtle
infliction of harm through coercion, sexual harassment, threat, verbal abuse and
others, to a more explicit and gross representation of aggression such as bullying,
deprivation of liberty and possession, genital mutilation, genocide, mobbing,
murder, robbery, sexual assault, trafficking, and others (ILO, 2013; VicHealth,
2012; Oxfam, 2014). This nature of violence can thus explain why in the last 70
years, infractions on the rights of women have remotely waned despite large scale
and institutional attempts made to advance their cause. In fact, UN reports around
15 to 76 per cent (1.4 to 5.3 billion) of incidence of sexual violence experienced by
women in their lifetime (UN Women, www.unwomen.org). VAW definitely has
complex configuration, which, on the basis of its delicate, private, and, sometimes,
organized nature, female victims have often found initially difficult or shameful to
confront. Although not as widely reported as the case of domestic abuse,
workplace violence --- whether in subtle or aggressive form --- is not a trivial
matter. The gravity of this concern is impressed on a strand of literature
determining its typology as well as its consequences (ILO, 2013; Bowie, 2002),
impact (Wieclaw, Mortensen, and Burr, 2006; Robson, Cossar and Quayle, 2014),
and analytic paradigm (Wieclaw, et al., 2006). What is essentially established is
that women are found vulnerable to workplace violence for being employed in
high-risk occupations (for example as paramedics in Boyle, Koritsas, Cole, and
Stanley, 2007; or, teachers, social workers, nurses, and bank and shop workers,
in ILO, n.d.), for having experienced domestic abuse, and for confronting trying
economic, physiological, and psychological conditions (Anderson, Fallin, and
AlModalla, 2014; Baker and Cunningham, 2005). Literature directly underscore the
deliberate nature or intentionality of workplace violence (also claimed by Kabeer,
2014). This means that perpetrators attempt to emotionally, mentally, physically,
physiologically, psychologically or socially destabilise and undermine victims
before consummating the violence (Rodriguez-Carballeira, Almendros, Escartin, et
al., 2013). Workplace violence can long predate the awareness, consciousness,
and decision of victims about the infractions that they are able to sustain (for
example see Alexander, Franklin, and Wolf, 1994). While so, workplace violence
appears to be conceived and measured as an afterthought of the situation,
neglecting its non-discreteness and intertemporality. Evidently, literature focus on
the forms and costs of workplace violence as deemed or perceived harmful by
victims in the short, medium or long run. The concepts and measures considerably
move about the direct costs (medical needs, productivity loss, income loss, and
others), indirect costs (consequences of violence to family or relatives, community,
workplace or employing company, justice and medical systems, the national
economy), and perpetrators’ welfare losses (see Day, MacKenna, and Bowlus,
2005, pp. 12-13), among others (see ILO, 2013; MacKenna and Bowlus, 2015).
Such leaves out the effects on health, employment, and psycho-social
development of victim as the closest gauge of the overlooked concept.

In the Philippines, there had been few studies on sexual harassment despite the
obvious importance of the subject. While there are a lot of things that can be
learned from foreign researches, it must be noted that the concept of sexual
harassment as it has been often studies in other countries is practically a foreign
social concept. It could be that the use and understanding of the word in the
country is largely consistent with the available literature. Investigated incidence in
the Philippines.

THEORETICAL FRAMEWORK

THEORETICALPERSPECTIVESTO SEXUAL HARASSMENT OF WOMEN AT

WORKPLACE
Sexual harassment cannot be understood from the perspective of a single theory
but it is always a combination of different predictors. Previous researchers have
looked at sexual harassment using a number of frameworks including
organizational approach, feminist theory, role theory and attritional models of
sexual harassment. However, all these models share common basic assumptions
and can be labelled as socio-cultural models of sexual harassment (Sheets and
Braver, 1999). Sexual harassment of women therefore, may be understood from
different perspectives, as reflected through the existing literature on the subject in
the 1980s and 1990s. However, there have been five widely accepted theories of
sexual harassment that attempt to explain the phenomenon from different angles
and perspectives.

(1) Natural/Biological Theory: Those who belong to the Natural School interpret
sexual harassment as a natural sexual attraction between people. According to
this model, men have stronger sex derives, and are therefore, biologically
motivated to engage in sexual pursuit of women. Thus, the harassing behavior is
not meant to be offensive or discriminatory, but is merely the result of biological
urges. Its assumptions include a natural, mutual attraction between men and
women, a stronger male sex drive, and men in the role of sexual initiators.
Biologically men has strong physiological urge for sexual activity hence may exert
coercive powers towards women in order to satisfy the sex drive, whereas the
other version proposes that, naturally men and women has mutual sexual
attraction hence they both are responsible for sexual acts at workplace. This
implies that a person may not have an intention of sexual harassment but still
would involve in the act owing to the motivation provided by the opposite sex
attraction which is a natural attribute, thus harassing behavior may not necessarily
be interpreted as offensive or discriminatory. Therefore, according to this model
the concept of sexual harassment is a mistaken one because the relevant
interactions are most appropriately viewed as courtship behavior. A key strength
of the natural/biological perspective is that it acknowledges the innate human
instincts potentially driving sexually aggressive behavior (Tangri et al.
1982).However, this explanation has found little support and has been criticized on
a number of grounds. It lacks exploratory depth since it is extremely difficult to
design studies that test the theories core assumptions. Moreover, the theory does
not provide any core strategies for sexual harassment prevention. Thus, this
framework has had little influence on mainstream thinking about sexual
harassment.

(2) Sex Role Spillover Theory: This theory is based on the proposition of
irrelevant gender-based role expectations that individuals bring to the workplace in
guiding their interactions with women. Men hold role perceptions of women based
on their traditional role in our culture. When women take jobs outside of these
traditional areas to work in the male dominated workplace, men rely on these
gender-based expectations when interacting with women therefore, perceiving
women in their gender role over and above their work role. The result of the
inappropriate expected role is male behavior which is perceived to be sexually
harassing. On the other hand, in the female dominated workplace, sex role and
work role overlap therefore; higher level of sexual inappropriate behavior is not
reported. Therefore, men are more likely to sexualize their experiences, including
work experiences, and are therefore, more likely to make sexual remarks or
engage in sexualized behavior, thus accounting for the fact that women
experience more sexual harassment than men (Barbara Gutek, 1982).

(3) Organizational Theory: Proponents of this theory propose that one of the
central concepts that helps to explain sexual harassment is power (Cleveland
&Kurst, 1993). This theory proposes that sexual harassment results from the
opportunities presented by power and authority relations which derive from
hierarchical structures of organizations (Gruber, 1992). The structural and
environmental conditions found at the workplace provide opportunities for
harassment or implicitly encourage harassment on the basis of workplace norms,
gender bias, and imbedded power relations between men and women. Men have
traditionally held the organizational power inherent in management and
supervisory positions, whereas women are likely to be employed in subordinate
positions. Since work organizations are characterized by vertical stratification,
individuals can use their power and position to extort sexual gratification from their
subordinates, thus relating sexual harassment to aspects of structure of the
workplace that provide asymmetrical relations between supervisors and
subordinates. Therefore, this perspective emphasizes that the structure of
organizational hierarchy invests power in certain individuals over others that can
lead to abuse. Thus, sexual harassment is all about expression of male power
over women that sustain patriarchal relations.

(4) Socio-Cultural Theory: Socio-Cultural theories examine the wider social and
political context in which sexual harassment is created and occurs. According to
this perspective, sexual harassment is a logical consequence of the gender
inequality and sexism that already exists in society (Gutek, 1985; Thomas and
Kitzinger, 1997). This theory asserts that women’s lesser status in the larger
society is reflected at the workplace structures and culture; consequently, male
dominance continues to be the rule. Historically cultures and societal norms have
socialized men into roles of sexual assertion, leadership, and persistence whereas
women are socialized to be passive, submissive and gatekeepers. These
social/cultural roles are played out at the workplace, and sexual harassment is the
result. Therefore, sexual harassment is a way for men to express dominance and
hence they are more likely to be the perpetrators; whereas due to intrinsic physical
weakness and submissive behavior, females are the most possible victims. Thus,
sexual harassment is only one manifestation of a much larger patriarchal system
in which men are the dominant group reflecting the larger society’s differential
distribution of power and status between the sexes. A woman is perceived as an
object of enjoyment under the prevalence of patriarchal culture in the society. The
perpetrators of sexual harassment have no regard for women as an equal human
being. Therefore, molesting women is a part and parcel of male idea of fun in the
society.

(5) Feminist Theory: During the early 1970s, feminist groups like the National
Organization for Women and Working Women’s Institute began zealously to raise
awareness of the problems of unwanted sexual attention on the job. According to
the feminist perspective, sexual harassment is linked to the sexist male ideology of
male dominance and male superiority in the society. Therefore, feminists’ theories
view sexual harassment as the product of a gender system maintained by a
dominant, normative form of masculinity. Thus, sexual harassment exists because
of the views on women as the inferior sex, but also sexual harassment serves to
maintain the already existing gender stratification by emphasizing sex role
expectations (Gutek, 1985). Connell (1987; 1992; 2002) posits that gender
gender-based inequalities and discrimination are maintained and negotiated
through interrelations among differently gendered (and therefore differently
privileged) subjects within a larger gender system. Therefore, his theory of gender
discrimination acknowledges multiple masculinities and felinities and takes
account of the subjective experience of gender and harassment within a larger
gender system. MacKinnon (1979) maintained that women’s inferior position in the
workplace and society in general, is not only a consequence, but also a cause of
sexual harassment. For him, gender and sexuality are similarly identified as
systems of power and domination, with adult men wielding sexual power to assert
and maintain dominance over women. Therefore, men and women are likely to
experience and perceive sexually harassing behaviors differently because of
gender inequality and culturally prescribed expressions of sexuality. Extension of
male dominance in society includes organizations, where the phenomenon is
thriving (Farley, 1978; MacKinnon, 1979). Sexual harassment, hence, is viewed as
an inevitable consequence of cultural experiences; therefore it would apply to
many different settings including the workplace. A main strength of feminist theory
has been the logical synthesis of gender issues, patriarchy and dominance
towards an explanation of sexual harassment, that is, there is some evidence of
unifying power. Furthermore, feminists focus on gender inequality in the workplace
has often been credited with bringing the issue of sexual harassment to light.
RELEVANCE OF THEORETICAL PERSPECTIVES an interpretation of these
theoretical perspectives reveals that both biologically as well as sociocultural, men
happen to have always occupied a dominant position over women in societies, of
which the workplaces are only a part. Considerable data have been accumulated
confirming that harassment is widespread in both the public (Culbertson,
Rosenfeld, Booth-Kewley & Magnusson, 1992; Fitzgerald el al. 1997) and the
private sectors and it has significant consequences for employee health and
psychological well-being (Fitzgerald, 1993; Schneider, Swan & Fitzgerald, 1997).
Therefore, the vulnerability of women as a weaker sex has traveled towards
workplaces, where it is considered natural and normal for men to be responding
sexually towards women as colleagues, subordinates and superiors. As stated
earlier, sexual harassment is a multidimensional problem. Therefore, it is difficult
to focus only on one theoretical framework to draw conclusions to examine the
persistence and precipitating factors of sexual harassment of women at the
workplace.
CONCEPTUAL FRAMEWORK

The development of sexual harassment as a legal concept over the past twenty
years. The transformation of harassing behavior from "normal" conduct to behavior
deserving legal sanction is a consequence of feminist influence in the law. I
suggest that the adoption of prohibitions against sexual harassment represents an
acknowledge that the workplace experience is very different for women than it is
for men and that unacceptable sexual treatment of women by men in the
workplace is a reflection of systemic power relations in the public realm. The
"gatekeeping" function of sexual harassment, the manner in which it operates to
block access to the workplace and advancement within it for women are stressed
as the most harmful consequences of harassment. Operating within this
theoretical framework. Chronicles the evolution of definitions of sexual harassment
as a form of sex discrimination and the legislative adoption of specific human
rights and labor code provisions prohibiting harassment. The development of both
quid pro quoi and "hostile or poisoned environment" harassment is discussed.
 Chapter III: Research Method

Methodology

Research Design

The researcher used the descriptive/ Qualitative method of research

because it involves describing in details specific situation using the most
appropriate means of evaluating the effects of sexual harassment among women
and its implication to behavior.

The descriptive method of research involves as a certain data gathering

process on prevailing conditions and practice or descriptions of objects, process
or persons as they exist for about a certain educational phenomenon, predicting
for identifying relationship among and between the available described. There is
no single cause of sexual harassment among women and youth. There are many
factors within a women environment (his or her family, peer group, classroom,
school, neighborhood, workplace and society) that can contribute to sexual
harassment. The woman who experience sexual harassed are most likely to
witness violence in the society,

Conducting surveys on sexual harassment is challenging, but fortunately

researchers have addressed many of these challenges. Those wishing to conduct
a survey on sexual harassment ought to follow the scientific methods its Poorly
conducting surveys on sexual harassment is unethical because responding to the
survey could needlessly re-traumatize the respondent. Additionally, the resulting
inaccurate data from such a survey could be used to question the importance and
legitimacy of such an important and sensitive topic that many women are not likely
to label their experiences as sexual harassment. Additionally, women who
experience the gender harassment type of sexual harassment are more than 7
times less likely to label their experiences as “sexual harassment” than women
who experience unwanted sexual attention or sexual coercion

This illustrates what other research has shown: that in both the law and the lay
public, the dominant understandings of sexual harassment overemphasize two
forms of sexual harassment, sexual coercion and unwanted sexual attention,
Regardless of whether women self-label their experiences as sexual harassment
or not, they all have similar negative psychological and professional
outcomes established the Sexual Experiences Questionnaire (SEQ) to
standardize questions about specific sexual harassment behaviors rather than
asking about “sexual harassment” generally. With extensive psychometric
evidence supporting it, the SEQ has become the gold standard in the assessment
of sexual harassment experiences in both work and school settings, Unfortunately,
some recent studies attempting to measure the prevalence of sexual harassment
have not followed this good practice and are thus likely to have low prevalence
rates, be missing data about those who have experienced gender harassment,
and as a result be unreliable for evaluating the prevalence of sexual harassment.
Another hurdle faced by surveys on sexual harassment is that women who have
experienced sexual harassment may be reluctant to respond to a survey on the
topic or to admit being a target or victim because sexual harassment can be
stigmatizing, humiliating, and traumatizing. To encourage open self-reports, it is
important that survey responses are confidential, if not anonymous, and to
reassure survey participants that this is the case. Additionally, to help avoid a
nonresponse bias (i some segments of a population selectively declining to
participate), sexual harassment experts do not use the term sexual
harassment or sexual misconduct in the survey title and instead situate their
questions about sexual harassment within a broader survey that asks about social
concerns such as gender issues, civility, or culture. In a meta-analytic review of
the incidence of sexual harassment.The good news is that much can be done to
stop or prevent sexual harassment special to woman. A single study about sexual
harassment won’t solve the problem we need the help of our community to focus
and give time to prevent this type of harassment and to learn more about sexual
harassment and what our community can do to address this type of harassment.

A challenge for any survey that is particularly important for sexual harassment
surveys is their ability to gather information about non-majority members of a
given workplace or campus. Often women of color and sexual- and gender-
minority women have been underrepresented among survey respondents,
resulting in unreliable prevalence rates for these specific populations. Recent
research is beginning to address this by looking at sexual harassment through the
lens of intersectionality and by working to oversample these underrepresented
populations when conducting surveys.

Gender, sexual harassment, and sense of safety, yielding conclusions about who
is most likely to be targeted for sexually harassing behaviors, and with what
effects.

In some studies, no time limit is given, while others may limit it to the last 12 or 24
months. The longer the time period, the more likely the rates will be skewed and
not assess current incidence. Longer time periods can result in higher incidence
rates because more time means more women are likely to have experienced such
behavior. However, after long enough periods, memory deterioration sets in,
leaving behind only those sexual harassment experiences that left a lasting
memory, and leaving out every day sexist comments or ambient harassment.
Additionally, longer time periods can also introduce the risk that the incident could
have occurred at a past environment, not the current one under investigation.

Lastly, a key obstacle to obtaining accurate prevalence numbers across academia

and between fields or workplaces is the number of surveys available that do not
always use a standardized method for measuring or defining sexual harassment.
Unfortunately, when institutions make their decisions about which survey or
questions to use, they often do not seem to be aware of good practices in sexual
harassment research or to have consulted with a sexual harassment researcher,
because different methodologies and measurement approaches have been used).
As a result, the surveys not only produce unreliable prevalence numbers but also
pose a risk of “comparing apples to oranges” when analyzing the data across
institutions. The largest concern when comparing prevalence rates is differences
in how sexual harassment is defined in the survey and during the analysis of the
responses.). In other words, the direct query method gives an estimate of
prevalence based on the respondent’s perception, while the behavioral
experiences method estimates the extent to which potentially harassing incidents
happen in an organization. This research also demonstrates that these differences
were not due to differences in work environments or to sampling method.

To try to present the most accurate information on the prevalence of sexual

harassment, the report references surveys that follow good practices in both
Sexual harassment research and survey research and that clearly identify
differences in time period and definitions.

Interviews, Case Studies, and Other Qualitative Methods

Qualitative research offers a wide range of methodologies that can be useful in

understanding sexual harassment, though it is best known for individual, semi-
structured interviews). Qualitative research can also be conducted in focus
groups, bringing together similar constituencies in order to facilitate conversations
among participants. Several social science disciplines also use ethnographic or
auto ethnographic methods. Ethnography is a systematic way of participating and
observing in particular settings or cultures to answer research questions about the
intersection of culture and lived experience, where auto ethnography invites
researchers to reflect on their personal experiences, and connect those
experiences to a wider research question. For instance, much of the early work on
sexual harassment in the field sciences was either interviews or auto ethnography,
particularly among cultural anthropologists, who often conduct their field work
alone. Qualitative approaches also include textual analysis of existing primary
sources (e.g., studying science syllabi or job postings for gendered language), and
case studies or narratives, where a single story is followed in depth. Case study
data is often collected via interview, the difference being that rather than
interviewing a large enough number to achieve saturation, a researcher will go for
greater depth with each participant to construct a more detailed narrative

Qualitative approaches are widely recognized as the method of choice for

generating insight into complex phenomena, the contexts in which they occur, and
their consequences. Such methods are thought to be particularly well suited to
providing key background information and highlighting the experiences and
perceptions of targets of oppression, such as those who have experienced sexual
harassment. The approach also gives a voice to perspectives that tend not to be
heard or to those with experiences that have few precedents in prior research.

Respondents of the Study

The respondents of this study are 20 women who were experienced being
harassed and chosen through simple random sampling. Sampling is the method
by which a researcher chooses a group of respondent, the sample from a larger
population and then formulating a universal assertion about the whole matter.

Research Instrument and Data Gathering Procedure

The materials and instruments to be used for gathering data are the
questionnaire-checklist, the interview, and the documentary analysis techniques,
and scattered sources.

Questionnaire-Checklist. The questionnaire-checklist is the main instrument

used in gathering data. It was employed primarily to come up with the perception
of respondents concerning the subject matter. A questionnaire is a list of planned,
written questions related to a particular topic, with space provided for indicating
the response to each other questions intended for submission to a number of
persons for reply; commonly used in normative survey studies and in the
measurement of attitudes and opinions.
 Questions:

1. How do you help victims of sexual harassment?

2. What is the plan or steps of your barangay, Municipality; and other adults in the
community to minimize or prevent in workplace, school or any other places?

3. What activities or events that take place which are helpful in teaching all women
about sexual harassment and reducing incidents?

4. How does the victim overcome their situations?

Interview. The Interview techniques will also be used to complement the

gathering of data for the study. Interview provides information which may
confidential that may not ordinarily be given in writing. The interview is a technique
in which researcher stimulates the respondents to give the needed information for
the study.

Sample and Sampling Procedures

Convenience sampling includes a nonprobability sampling technique dependent

on potential participants’ willingness and availability to voluntary participate in the
research. There were no restrictions on ethnicity, marital status, educational
background, and income level of the potential participants. The required sample
size of the study was calculated with the software for multiple linear regression
with two predictors harassment to woman, sexual harassment experience,
statistical test, a power of were used as parameters of the sample size
computation With the above parameters, the computed minimum sample size was
This meant that a maximum of 20 woman who experience sexual harassment as
study the participants to add to the strength of the study.

STATISTICAL TREATMENT

The Interview techniques will also be used to complement the gathering of data for
the study. Interview provides information which may confidential that may not
ordinarily be given in writing. The interview is a technique in which researcher
stimulates the respondents to give the needed information for the study

The response to the questioner by the woman who experience sexual harassment
analyzed with the data requirement of the study, women were statistically
analyzed with the data instrument of the study, to understand what is the
important of this study to become aware and to have an idea on this situation if
they encounter this type of harassment

The questionnaire allows me to collect a high proportion of usable answers from a

large sample. The questionnaire comprised 23 questions and consisted of both
closed and open-ended questions. This enabled me to gather factual information,
and gave me insight into the respondents’ frame of reference and possibly their
reasons for their responses. The second method of data collection that I utilized
was semi-structured interviews. Interviews in case studies are normally open-
ended in nature. The purpose of open-ended interviewing is not to put things in
someone’s mind but to access the perspective of the person being interviewed, It
is therefore critical for the interviewer to ensure that the person being interviewed
clearly understands that the researcher does not hold any preconceived notions
regarding the outcome of the study,

Depending on the level of skill of the interviewer, the manner in which the
participants were approached to participate in the study and the relationship
between the interviewer and interviewee, where interviews can be a superior form
of data collection. As compared to a questionnaire, people are more willing to talk
about their experiences than to write about them. When rapport is established, the
subject may also be willing to share confidential information that they may be
reluctant to put into writing. Another advantage of interviewing is that the
interviewer is able to explain the purpose of the investigation more explicitly.
Further, if questions are misinterpreted, the interviewer may follow up with a
clarifying question. During interviews it is also possible for the interviewer to
evaluate the sincerity and insight of the interviewee. Through the interview
technique, it is also possible that the interviewer may stimulate the subject’s
insight into his or her own experiences, thereby exploring significant areas not
anticipated in the original plan of investigation

In addition to the questionnaire and semi-structured interview, I also utilized

document analysis. Documents are the records kept and written by actual
participants in, or eyewitnesses of an event. Documents may include primary or
secondary sources of data. Primary sources of data are eyewitness accounts; they
are reported by an actual observer or participant in an event. Secondary sources
are accounts of an event not actually witnessed by the observer the use of
multiple methods enabled me to supplement one with others to counteract bias
and generate more adequate data. In addition, a researcher may utilize piloting to
ensure more accurate data collection. In this study, the questionnaire and
interview schedule were piloted on sample groups of ten and five, respectively.
The characteristics of the sample group were the same as those utilized in the
study. In both cases, respondents were encouraged to comment and provide
feedback. Piloting enabled me to collect data on whether the questionnaire takes
too long to complete, whether the direction and items are clear and whether
questions are rephrased unambiguously. All of this contributes to the reliability and
accuracy of the data collected.
 Chapter IV

Presentation, Analysis and Interpretation of Data

Introduction

Studies on sexual harassment today continue to show that sexual harassment of

women is widespread in workplaces, school anywhere and that the rates of sexual
harassment have not significantly decreased. Studies have also identified common
characteristics of sexual harassment in different places and uncovered
characteristics of workplaces that are associated with higher rates of sexual
harassment. This section and the next one review what research can tell us about
the trends in sexual harassment rates over time and what the common
characteristics are of sexual harassment and sexually harassing environments.

This chapter help to answer all the question about sexual harassment and help to
understand why many women become victim. however, provide an opportunity to
assess a population’s understanding of the term sexual harassment. conducted
surveys that asked respondents whether they would classify certain behaviors as
“sexual harassment.

Sub Problem No 1. Why many women victim of sexual harassment or abused?

 Lack of attention from friends, parents or teachers can make a person to

become victim of sexual harassment

 Lack of knowledge and not aware to sexual harassment

 lack of ability to protect them self against the harasser

 Because of sex advantage.

 Lack of limit to the dressed they ware

 Because they think the victim is easy to get and scared to him

Sub Problem No 2. What are the effect to women if they experience sexual
harassment?
 They may suffer depression and anxiety.
 They possible Committing suicide or killing them.
 For the minor women start Lack of interest in school
 They possible to have a trauma if they encounter a man
 They stop socializing and communicate to other.

Sub Problem No 3 What should we do if they we feel that they have been
sexually harassed?
 Always have a weapon to protect your-bself against the harasser.
 Tell someone what was happening (friends, family, trusted adult, etc.)
 Call to the nearest police station or nearest police in the scene to have
assistance.
 Be aware always to the people around especially to the people hve bad
intention.
 If you feel they have harasser the best way is to stop in the place that you think
you are safe and call for help and assistance
Sub Problem No 4. What it really takes to stop sexual harassment?
 Ware proper dress and not to sexy outfit
 Learn self-defense to protect your-self against the harasser.
 Always walk in many people especially in night.

 Stop going to activities that you are solo without (friends, family, trusted adult,
etc.)
 Carry a weapon or something to defend yourself
 Always join to the activity in your barangay especially if related in sexual
harassment to become aware and learn about to this type of crime.
 Always be observer in the place and the people around you.

Sub Problem No 5. How does harassment make you feel?

 Depression or anxiety
 Lack of self confidence
 Psychological problem and depression
 Peer in communication or socializing
 Peer to have friends
 Lack of interest in school if you are student
 Kids begin to perform poorly in academic work which sometimes end up dropping out
of school.
 They begin to stop in their job because peer in their workplace.
 Committing suicide

When asked about ways respondents perceived experiences with sexual harassment
to have affected their specific professional contributions (funding, publications, and
other accomplishments), they identified several forms of harm. Diminished
accomplishments were typically an indirect consequence of the incident(s), through
avoiding working with the perpetrator. emotional distress when triggered (which hurt
productivity), and lack of motivation or increased negativity toward their career
because of the incident.
Some respondents also felt that their experiences had adversely affected their work
quality, particularly those who had to recover from extremely traumatic incidents or
who experienced decreased confidence as a result of the incident. Further,
respondents who reported the incident noted how much time, energy, and emotion
they had had to expend to deal with it, which took time away from professional
achievements. And women who left their positions as a result of sexual harassment
said they certainly experienced setbacks in their careers as a result (with a number of
works in progress left uncompleted).
Along with the manner in which sexual harassment experiences harmed women’s
subsequent professional accomplishments, some respondents also identified ways in
which gender discrimination directly limited their accomplishments. These included
getting less start-up funding and fewer resources, having projects “hijacked,” getting
assigned more teaching credits, being expected to fulfill support-staff roles, having
students’ funding cut or positions not renewed, and encountering gender bias in
reviewing articles. Sadly, some women commented on the manner in which
their mentees’ careers were adversely affected by the gender discrimination.
However, a few respondents identified positive effects they attributed to gender. One
felt that she was invited to be on more grant proposals as a woman because the other
investigators felt it would increase their chances of getting funded and that she was
generally given more opportunities because of her gender. However, this experience
was not entirely positive.
Last, some women noted that gender discrimination in their fields made them work
harder, which increased their productivity.
I think this is common for women but I feel like it actually makes me more of a “Well,
I’ll show them” type Instead of making me shy away from it, it makes me more like “I’ll
prove that I deserve to be here,” . . . which is not necessarily a good thing, but I do
think that it’s probably how it turns into motivating me instead.)
Presentation of Data
This chapter provides the presentation, analysis and interpretation of data in
accordance with the statement of the problem. The main focus of data and
information is the survey and interview. The result will be presented in relation to the
research and objectives of the study. The interview method and technique used to
gathered information show and discussed in the chapter 3.
Analysis of Data
This research discovered 20 voluntary respondents, that the data gathered is
saturated. This means, the research sees a similar problem and pattern in the
interviewee’s responses. For Further information of new data they focus in interviews
and their opinions were extracted and explained accordingly based on their
experienced.
Interpretation of Data
This part of this chapter show the findings from the individual interview on the effect
of being sexually harasses and why many woman become victim of this type of
harassment in the barangay tagbakin atimonan Quezon. To stop this type of crime
base on the objectives of this study.

Table 1

Question 1 Yes No Sometime Most Once or

s probably twice

13. Do you think

that being victim of
sexual harassment
give the effect to
woman being suffer 15 3 2 o o
psychologically and
emotionally
problem?

This table show that all the victim of sexual harassment they have possible suffer
psychological and emotion problem. And the 15 respondents answer yes and the 3
respondents answer no and the 2 respondents answer sometimes

Based on the survey, the women victims of sexual harassment they possible suffer
psychological and emotion stress.

Table 2

18 2 o o o

Do you think
become victim of
sexual harassment
affect in the daily
life activity?
This table show that all the victim of sexual harassment affects their daily activity and
18 respondents answers yes and the 2 respondents answer no.

Based on the survey, being victims of sexual harassment they affect their daily life
activity.

Table 3

Strongly Disagree About Strongly

Disagree 50/50 Agree

Do you think
that the
behavior you
show in public 8 5 o 7
is the reason
why being
victim?

This table show that the reason why being victim of sexual harassment is the
behavior of women show in the public, 7 women answer strongly agree, 5
respondents answer disagree and the 8 respondents answer strongly disagree.

Base on the survey, most of the respondents not agree to the reason why many
women victim of sexual harassment based on their behavior show in the public.

Table 4

Do you think
Being kind and
helpful to the
15 3 o 2 o
strangers or
friends is the
reason?
This table show that the all the victim of sexual harassment is being kind and helpful
to stranger and friends is the reason. And 15 on the respondents strongly not agree
and the 3 respondents not agree and the other 2 respondents agree.

Based on the survey, most of the respondents not believes that the reason of being
harassed is because of being kind and helpful to others.

Table 5

Being weak
and don’t have
o 2 o o 18
self-
confident?

This table show that being weak and don’t have self confidence is the reason why
many women being victim of sexual harassment, 18 respondents agree and the 2
respondents not agree.

Based on the survey, most of the victim of the sexual harassment is because of
being weak they can’t protect their self to the harasser.

Table 6

Have bad
attitude and
14 o o o 6
selfish to
other?

o o o o o

This table show that have bad attitude and selfish to other is the reason why many
women become victim of sexual harassment
Based on the survey, most of the victim strongly not agree to the reason why many
women victim of sexual harassments because of their bad attitude and selfish to
other.

Table 7

Have few or no
3 5 o o 12
friends

This table show that have a few or no friends is the reason why many women
become victim of sexual harassment, the 12 respondents agree and 5 respondents
not agree and the 3 respondents strongly not agree.

Based on the survey, most of victim of sexual harassments is the women with a few
or no friends.

Table 8

Strongly Disagre About Strongly Agree

Disagree e 50/50 Agree

Lack of limit to 1 3 o o 16
the dressed you
ware

This table show that the women lac of limits to the dress they ware is the reason why
many women become victims

Based on the survey, most of the victim of sexual harassment is the women of lack of
limits to their dressed they ware.

Table 9

Lack of o 3 o o 17
knowledge and
not aware to
sexual
harassment
This table show that most of women become victim of sexual harassment is the
women with lack of knowledge and not aware to sexual harassment.

Base on the survey, most of the respondents agree that the women lack of
knowledge and not aware to sexual harassments is reason why many women
become victim.

Table 10

6. Because of o 2 o o 18
sex advantage.

This table show that all the victim of sexual harassment is because of sex advantage,
18 respondents agree and the 2 respondents not agree.

Base on the survey, the reason why many women become victim because of the sex
advantage.

Chapter V

Summary, Conclusions, and Recommendations

Summary

Sexual harassment is a form of abuse or crime. It involves repeated acts

overtime attempting to create or enforce one group or person’s power over another
group or person; it causes an imbalance of power.
Sexual harassment is a form of discrimination that consists of three types of
harassing behavior: gender harassment verbal and nonverbal behaviors that convey
hostility, objectification, exclusion, or second-class status about members of one
gender unwanted sexual attention unwelcome verbal or physical sexual advances,
which can include assault); and sexual coercion (when favorable professional or
educational treatment is conditioned on sexual activity. The distinctions between the
types of harassment are important, particularly because many people do not realize
that harassment is a form of sexual harassment.

Sexually harassing behavior can be either direct (targeted at an individual) or

ambient a general level of sexual harassment in an environment and is harmful in
both cases. It is considered illegal when it creates a hostile environment gender
harassment or unwanted sexual attention that is “severe or pervasive” enough to
alter the conditions of employment, interfere with one’s work performance, or impede
one’s ability to get an education) or when it is quid pro quo sexual harassment (when
favorable professional or educational treatment is conditioned on sexual activity.

It can occur in any context in which human beings interact with each other. This
includes school, church, family, the workplace, home and neighbourhoods and even
in the home. harassment can be the result of insecurities that leads them to become
more aggressive and violent. It can be repeatedly toward particular victims. In school
and the workplace is also referred to as peer abuse.

Conclusions

We therefore conclude that sexual harassment is a serious problem in our

society that can affect the ability of all people especially the women to progress
academically and daily life activity. A comprehensive intervention plan that involves
all women, parents, adults, and school is required to ensure that all women or worker
can learn in a safe and fear free environment and live without peer and happy to their
life. If we cannot solve this epidemic problem many women are become victim of the
sexual harassment consist of this attitude lack of self Confidence and socializing,
develop the environment of fear and disrespect, difficult, to woman to leave
peacefully harassment, and ameliorating it can prevent people from sexually
harassing others. A person more likely to engage in harassing behaviors is
significantly less likely to do so in an environment that does not support harassing
behaviors and/or has strong, clear, transparent consequences for these behaviors.

base on my research the best way to stop and prevent this type of crime is to
become aware and have many activity that help all women how to handle if they
encounter this type of crime and learn how to protect their self against the harasser
by learning self defense to know what will they do if they feel sexually harassed, and
to help all women to live peacefully in our society.
Recommendation

From the findings of the study based on the conclusion, we must

advocate a moral support of research to develop and test programs to prevent or
reduce sexual harassment. Get along with your family or adults in order for us to
know what the situation does he /she have been encountered. The most important is
to become aware and have an idea about sexual harassment and show them that
they can live free and peacefully to our society, because this type of harassment is
very serious cases that’s why always be aware to all people around you and have
idea to this type of harassment and to prevent and stop this type of crime, and have
any weapon or thing help to protect their self from the harasser and the best solution
is to learn self defense.

References
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Conceptual Framework showing the convergence between sexual... | Download

Scientific Diagram

Fitzgerald, Gelfand, and Drasgow 1995).

(Holland and Cortina 2016)

Holland and Cortina 2013

 Ilies and colleagues (2003)

Bazeley 2003

Title VII of the Civil Rights Act of 1964.

The Employment Non-discrimination Act of 2009

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https://swartz-legal.com/when-do-jokes-cross-the-line-to-become-racial-
harassment/
https://swartz-legal.com/employment-law-resources/what-is-gender-
discrimination/

https://swartz-legal.com/employment-law-resources/religious-discrimination-
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discrimination-workplace/

SAMPLE QUESTIONNAIRE

SURVEY QUESTIONNAIRE
 As a part of the improvement of the research that I made I am currently
conducting a research about the effect or result of the sexual harassment in
woman. This study helps to all especially to woman to know the effect to their
social life if they encounter or experienced sexual harassment and help to
prevent this type of harassment and to become aware to this type of crime
especially to woman.

I would like to take 5 – 10 minutes of your time to answer this questionnaire,

focusing to the question about the effect of sexual harassment to women.
Answer this questionnaire will undergo statistical evaluation and results may
be help to all to become aware and to gathered an ideas and knowledge about
sexual harassment.

I will assure that all information, knowledge and answers will be kept
confidential for your on good and will not be made public pertaining to oneself.
All information will be used for research purposes only. Thank you for your
cooperation keep safe and god bless.

In this parts, kindly provide the information on the different fields. For
authenticity of this research kindly email the researcher at
[email protected].

Surname, First Name, Middle Initial (Optional)

________________________________

Email address:
__________________________________________________________

Age:
__________________________________________________________________

Gender:

o Male

o Female

Civil Status:

o married

o single

1. Approximately how many times are you sexually harassed?

o once
 o twice

o trice or more than

2. During this pandemic, were you ever sexually harassed again?

o Yes

o No

o Not sure

WHY YOU'RE GETTING SEXUAL HARASSED?

Strongly Disagre About Strongly Agree

Disagree e 50/50 Agree

3. Lack of limit o o o o o
to the dressed
you ware

4. Lack of o o o o o
knowledge and
not aware to
sexual
harassment

5. lack of ability o o o o o
to protect your
self

6. Because of o o o o o
sex advantage.

7. If you are a criminal what place is the most target to conduct sexual
harassment?

____ Workplace ___ in public place that have many people ____ school

____ bus, jeep, or train____ Uncertain Other (please describe):_______

____ No, applicable

8. Do you become victim with the same sexual harasser?

 o YES

o NO

9. If yes what is the reason why the sexual harasser continue to the same
victim?

o They allowed the harasser

o They never give action

o Because they think the victim is easy to get and scared to him

o Other: Please describe.

10. Do you think that being woman is the reason why they are most victim of
sexual harassment?

o YES

o NO

11. If you were one of the criminal what is your first plan or move to find
victim? (Please check all that apply)

_____ Appearance

_____ Sexual Orientation

_____ Sexual Activity

_____ Intelligence

_____ Self-worth

_____ outfit or dressed

_____ Social status

_____ Other: Please describe.

12. If you were a victim of sexual harassment what will you do stop and prevent
to become victim? (Please select all that apply)

____ Avoid friends/peers

____ Tell someone what was happening (friends, family, trusted adult, etc.)

____ Stop going to activities that you are solo without (friends, family, trusted
adult, etc.)

____ Ware proper dress and to sexy outfit

____ always walk in the night and have fun to your friends

____ Acted, out behaviors (e.g. stealing, truancy, substance use, etc.)

____ Drop-out of school

____ Drink alcohol/use illegal drugs

____ learn self-defense to protect your self

____ Carry a weapon or something to defend yourself

____ Other: Please describe:

Yes No Sometime Most Once or

s probably twice

13. Do you think o o o o o

that being victim of
sexual harassment
give the effect to
woman being
suffer
psychologically
and emotionally
problem?
14. Do you think
become victim of
sexual harassment
affect in the daily o o o o o
life activity?

EFFECTS OF sexual harassment?

Strongly Disagree About Strongly Agree

Disagree 50/50 Agree

15. Do you
think that the
behavior you
show in public o o o o o
is the reason
why being
victim?

16. Do you
think Being
kind and
helpful to the o o o o o
strangers or
friends is the
reason?

17. Being
weak and
don’t have o o o o o
self-
confident?

18. Have bad

attitude and
o o o o o
selfish to
other?

19. Have few

o o o o o
or no friends
20. Does your parents /husband know that you are been sexual harassed?

o YES

o NO

21. Do your barangay or municipality give action?

o YES

o NO

22. Do you know some ways how to prevent and stop the sexual harassment in
your barangay?

___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
____

23. In your knowledge and experienced what is the best plan or activity of your
barangay to prevent and stop sexual harassment?

___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
___________________________________________________________________
____

Women Participants
The research successfully recruited 20 women who voluntary participants and 8
women identified working women and the 6 participants identified student and the 6
participants identified homemakers base on the survey.

Promising Prevention Approaches: Peers and Bystanders

Call Out Poor Behavior of Peers. Respondents indicated that their peers and
other bystanders can play a strong role in preventing sexual harassment and

gender discrimination by acknowledging the inappropriate behavior and

indicating disapproval of it. Because this type of behavior can be dismissed or
ignored, simply pointing it out can be empowering and lend support to the
target.