Review Article

Addressing Workplace Harassment in Pakistan: Building a Safe

and Inclusive Environment
Sannia Perwaiz1* and Abdul Ahad Chhotani2
Bahria University Health Sciences, Karachi, Pakistan
1

2
The Aga Khan University Hospital, Karachi, Pakistan

Abstract
Globalization has resulted in more women participating in the workforce, but it has also led to an alarming increase in human rights
violations. A persistent issue in the modern workplace is harassment. Workplace harassment takes many forms, including verbal
abuse, physical assault, discrimination, and sexual misconduct. It creates hostile and offensive experiences for individuals and
groups, despite being illegal in many places. This not only hampers productivity and job satisfaction but also harms employees’
mental and physical health. Organizations have a moral and legal duty to address workplace harassment. Organizations should
promote awareness of the legal and ethical consequences of sexual harassment through dialogue, leadership support, and
accessible resources. Key strategies to combat workplace harassment include clear policies, training, inclusive culture, strong legal
frameworks, victim support, monitoring, and collaboration. Implementing these strategies creates safe and thriving workplaces. This
article focuses on workplace harassment, particularly sexual harassment against women. It highlights the prevalence of harassment,
its various forms, and the challenges women face in addressing it. The article emphasizes the need for societal and governmental
recognition to effectively combat workplace harassment. It also explores global and regional prevalence of workplace harassment,
its consequences, and strategies for prevention.
Keywords: Sexual harassment, workplace sexual harassment, Pakistan.

INTRODUCTION workplace harassment, explore factors contributing to its

The globalization process has led to more women prevalence, and offer recommendations to combat this
participating in the workforce. However, alongside this issue.
progress, there has been a concerning increase in human METHODS
rights violations, particularly against women. Workplace
harassment remains a significant form of gender A comprehensive literature search was conducted to
discrimination and a persistent issue for women [1]. When identify relevant studies on sexual harassment at the
women enter the workforce, they often face unwelcome workplace in Pakistan. The search aimed to gather
sexual attention in the form of suggestive remarks, empirical research findings and theoretical insights
physical advances, and requests for sexual favors [2]. related to this topic. Electronic databases, including
Inappropriate behaviors like sexual comments, physical PubMed, Scopus, Pakmedinet, Google Scholar, Web of
touching, and assaults are unfortunately common Science, and PsycINFO, were systematically searched.
occurrences in work environments [3]. This unfortunate The search strategy utilized a combination of keywords
reality sheds light on the challenges faced by women and phrases related to sexual harassment, workplace
in the workforce today. Harassment incidents can occur harassment, and the Pakistani context.
in government and private offices, schools, colleges, The search terms used included “sexual harassment in
universities, factories, and any other workplace. Despite Pakistan”, “workplace harassment”, “sexual misconduct”,
the existence of laws aimed at protecting women from “work environment”, and “organizational culture”. The
sexual harassment and degrading treatment at work, search strategy aimed to cast a wide net to ensure a
they continue to experience physical, sexual, verbal, comprehensive retrieval of relevant literature. The
and emotional abuse. Many work environments remain search was not limited by the publication date, allowing
toxic, failing to deter perpetrators and perpetuating a for inclusiveness of both older and more recent studies.
cycle of humiliation and victimization [4]. It is crucial to However, the search was restricted to studies published
recognize the pervasiveness of harassment, as without in the English.
acknowledgment from both the state and society,
effectively addressing the issue and creating a safe Study selection followed a predetermined set of
environment, especially for women and girls, becomes inclusion and exclusion criteria. Studies were included
challenging. This review aims to clarify what constitutes if they focused on sexual harassment at the workplace
in Pakistan, provided empirical research findings or
* Corresponding author: Sannia Perwaiz, Bahria University Health Sciences, theoretical insights, were published in peer-reviewed
Karachi, Pakistan, Email: [email protected]
Received: November 15, 2023; Revised: March 02, 2024; Accepted: April 22, 2024 journals, and were available in English. Studies that
DOI: https://doi.org/10.37184/lnjpc.2707-3521.6.42 examined sexual harassment in other contexts or did not
Liaquat National Journal of Primary Care 2024; 6(3): 259-268 ISSN: 2708-9134 (Online) (All articles are published under the Creative Commons Attribution License) 259
Sannia Perwaiz and Abdul Ahad Chhotani

meet the specified criteria were excluded. The analysis Harassment

of the reviewed literature involved a narrative synthesis The UN defines harassment as any unpleasant or
approach. Key findings from the included studies were offensive behavior, whether verbal, physical, or visual,
summarized and synthesized to identify recurring that targets a person or group based on protected
themes and patterns related to sexual harassment at the characteristics like race, gender, religion, age, disability,
workplace in Pakistan. The narrative synthesis provided or sexual orientation. It can involve verbal abuse,
an overview of the current state of knowledge on this insulting comments, bullying, intimidation, or unwanted
topic, highlighting important insights and gaps in the advances [6].
existing literature. The article was organized in response
to the subsequent inquiries: What constitutes harassment Workplace harassment can occur in any location,
and what are the characteristics of harassment in the including work-related events outside of the workplace
workplace? What is the global and regional prevalence and work-related travel. The same or different genders,
of harassment in the workplace? What are the factors coworkers, clients/customers, or bosses can all be
responsible for its prevalence? What is the prevalence, victims of illegal workplace harassment. Recognizing
and what are the consequences? What are some harassment is the first step to prevention and reparation.
efficacious strategies to address this pervasive concern? To do this, one must understand and distinguish
harassment from sexual harassment.
Our article was organized into five sections, to provide a
logical flow, starting with an introduction and definition of Workplace harassment, including sexual harassment,
workplace harassment, followed by an exploration of its is a common issue across various occupations and
causes, prevalence, consequences, and strategies for industries.
combating it. Sexual Harassment
In Section 1, we will define workplace harassment The United States’ Equal Employment Opportunity
and delve into the various actions and behaviors that Commission [EEOC] defines sexual harassment as
constitute it. Section 2 will focus on understanding the unwanted sexual advances, requests for sexual favors,
underlying causes of workplace harassment, including or other verbal or physical behavior of a sexual nature
power dynamics, gender inequality, organizational that hinders a person’s employment or work performance
culture, and individual attitudes. Moving on to Section and creates a hostile or offensive work environment [7].
3, we will explore the global and regional prevalence of The EEOC categorizes sexual harassment into two
workplace harassment, examining how it varies across main types: hostile environment and quid pro quo
different cultures and regions, with a particular focus harassment. Hostile environment harassment refers to
on Pakistan and relevant statistics and studies. Section a form of workplace harassment where the conduct,
4 will shed light on the consequences of workplace actions, or behavior of individuals or a work environment
harassment, considering the psychological, physical, create an intimidating, offensive, or hostile atmosphere
and professional impacts on victims, as well as the for an employee. This type of harassment is typically
broader consequences for individuals, organizations, based on protected characteristics such as gender,
and society. Finally, in Section 5, we will provide race, religion, national origin, age, disability, or sexual
strategies to combat workplace harassment effectively, orientation. The conduct may include offensive jokes,
emphasizing the importance of organizational policies, derogatory comments, unwelcome advances, or other
training programs, and awareness campaigns. We will behavior that interferes with an individual’s ability to
also highlight the role of leadership, workplace culture, perform their job effectively and creates an environment
and accountability in creating environments free from that is intimidating, hostile, or abusive [7].
harassment.
The most commonly recognized type is quid pro quo,
DISCUSSION which comes from the Latin term meaning “this for
Women’s challenges and concerns persist in various that”. Quid pro quo harassment occurs when a person
parts of the world despite increased participation in is subjected to or refuses immoral requests from a
different fields. While rules and regulations regarding harasser that are directly tied to employment decisions.
sexual abuse and harassment in the workplace have These decisions can include promotions, compensation,
been established, these crimes continue to create benefits, performance evaluations, and other conditions.
numerous problems that hinder women’s ability to work In quid pro quo harassment, the harasser uses threats
[5]. or promises of employment outcomes to coerce sexual
favors [1]. The Protection against Harassment of Women
Defining Workplace Harassment at Workplace Act 2010 defines sexual harassment as
Before delving into the strategies to address workplace any unwanted behavior, sexual advances, requests
harassment, it is crucial to establish a clear understanding for sexual favors, or sexually demeaning attitudes that
of what constitutes harassment. interfere with work performance, create an intimidating,

260 Liaquat National Journal of Primary Care 2024; 6(3): 259-268

 Addressing Workplace Harassment in Pakistan: Building a Safe and Inclusive Environment

hostile, or offensive work environment, or attempt to create a hostile or abusive work environment that makes
punish the complainant for refusing to comply. it hard to perform job duties, it becomes criminal. A
single serious occurrence or numerous incidents might
The harasser can be the victim’s supervisor, an generate a hostile environment. No one should have to
employer’s representative, a supervisor from a different tolerate harassment in either scenario [11].
department, a coworker, or even a non-employee, and
the victim doesn’t have to be the person directly targeted Teasing, even if intended to be lighthearted, can have
by the harassment [8]. negative consequences in the workplace. For instance,
mocking or joking about personal traits such as weight,
According to the International Labour Organization
height, or wardrobe choices can create an unpleasant
[ILO], sexual harassment involves any unwelcome,
work environment. Similarly, making jokes or statements
unreasonable, and offensive conduct of a sexual nature
that reinforce gender or cultural stereotypes may
or conduct based on sex that affects the dignity of both
perpetuate biases and make people feel uncomfortable
women and men. It includes situations where a person’s
or excluded [4]. Moreover, assigning inappropriate
response to such conduct is used as a basis for making
nicknames or labels to coworkers can be offensive and
job-related decisions and creates an intimidating,
make individuals feel singled out. Constant teasing or
hostile, or degrading work environment for the recipient.
humiliation can erode self-esteem and contribute to a
This type of harassment can be seen as a means for
toxic workplace atmosphere [6].
men to exert social control and confine women to the
private sphere [9]. #MeToo
Verbal vs. Physical Harassment The #MeToo movement since 2017 has helped broaden
Verbal sexual harassment includes both written and the definition of workplace sexual harassment and
spoken expressions of sexual comments, jokes, or promote accountability, respect, and equality [12].
approaches. The content exhibits an aggressive nature, The movement has raised awareness of unprofessional
characterized by explicit sexual remarks, provocative and unethical sexual behavior at work, redefining
humor, and derogatory assertions [3]. Physical sexual workplace sexual harassment.
harassment refers to the act of engaging in unwelcome
sexual contact or advances. It includes acts of offensive #MeToo has changed workplace sexual harassment
physical contact and sexual assault. Both forms of definitions. It has empowered sexual harassment victims
harassment infringe upon individuals’ privacy, foster to speak up by raising awareness of their experiences.
an antagonistic atmosphere, and inflict pain onto their A more inclusive definition of sexual harassment has
victims. It is imperative to confront and prevent instances resulted. Sexual harassment comprises not only blatant
of physical and verbal sexual harassment in order to sexual propositions or coercion but also a variety of
foster an environment that is safe and courteous for all behaviors that create a hostile or intimidating workplace,
individuals [10]. according to the movement. This enlarged definition
acknowledges power dynamics, gender inequities, and
Harassers/Perpetrators and Victims the pervasiveness of sexual harassment in different
Sexual harassment encompasses a range of genders, forms, such as verbal abuse, non-consensual contact,
roles, and relationships within the workplace. unwelcome comments, and gender-based denigration.
Perpetrators can include men, such as coworkers, In addition, #MeToo has stressed consent, respect,
managers, clients, and individuals in positions of power. and decency in the workplace. It has challenged the
While less common, women can also engage in sexual idea that certain workplace behaviors are acceptable,
harassment. Additionally, friends or coworkers at the revealing their negative effects on well-being, career
same level can harass one another, and supervisors advancement, and work atmosphere [12].
or managers may also be responsible [1-3]. Women
are often the most frequent targets of harassment, Understanding the Etiology of Workplace
experiencing it from both men and women in various Harassment
roles. Men can also be victims of sexual harassment, Sexual harassment is a form of gender-based violence
although it may be underreported. Transgender that affects women globally. It is influenced by a
individuals may face harassment based on their sexual combination of individual, social, and organizational
orientation or gender identity. Certain power dynamics factors. Individual variables, such as the level of
and dependencies within the workplace can make some psychological or legal awareness among individuals, can
individuals more vulnerable to experiencing harassment impact their understanding of what constitutes sexual
[11]. harassment and their willingness to report incidents.
Recognizing Different Behaviors A comprehensive understanding of sexual harassment
Some forms of workplace harassment, like well-intentioned requires considering the multifaceted nature of the
teasing, are legal but nevertheless troublesome. When problem and examining the interplay of various individual,
harassment becomes severe or widespread enough to social, and organizational elements.

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Sannia Perwaiz and Abdul Ahad Chhotani

Gender Inequality remaining unreported. Other reasons for underreporting

According to the findings of Hadi et al. [13]. gender include the fear of job loss, re-victimization, and the
inequality contributes to the prevalence of workplace prospect of undergoing embarrassing investigations
harassment through various mechanisms. Firstly, [16].
power imbalances resulting from gender disparities in The Prevalence of Workplace Harassment
senior positions and decision-making authority enable
individuals in positions of power, often men, to exploit The prevalence of workplace harassment varies
and harass those with less power, particularly women. across countries, industries, and organizations. It can
Secondly, gender stereotypes and biases perpetuate take various forms, such as sexual and psychological
unequal treatment and objectification of women, harassment.
creating an environment where harassment is more Global Prevalence and Magnitude of the Problem
likely to occur [6]. Organizational cultures that tolerate or Sexual harassment in the workplace is a prevalent issue
overlook harassment further reinforce gender inequality in both developed and developing countries. Studies
and contribute to its prevalence [12]. Moreover, indicate that a significant number of women experience
economic dependence on men due to gender inequality sexual harassment in various countries. Estimates
makes women more vulnerable to harassment and less suggest that between 30 to 50 percent of women in the
likely to report incidents for fear of retaliation or job loss European Union, 50 percent in the United Kingdom,
[8]. Workplace sexual harassment is caused by power and 25 percent in the United States endure sexual
imbalances between genders, especially in patriarchal harassment at work [17]. The prevalence of workplace
nations like Pakistan. Sexual harassment is common harassment varies across countries and industries, and
for women who defy established norms and take on it is influenced by cultural, social, and organizational
economic responsibility [13]. factors [13]. Studies conducted in different regions
Under Reporting have produced varying results, making it challenging
Underreporting refers to not fully or accurately disclosing to establish a universally accurate prevalence rate.
information when reporting data or incidents [13]. According to a 2017 report by the International Labour
Hadi et al. reported that sexual harassment cases Organization (ILO), it was estimated that around 1 in 3
are often under-reported due to fear of social stigma, workers globally had experienced workplace harassment.
judgment, and embarrassment. Victims worry about The report also highlighted that women are more likely to
damaging their own reputation and that of their families. experience sexual harassment [8]. A more recent survey
They also fear reprisal and retaliation, such as losing conducted by the International Labor Organization
their jobs or facing unfavorable references. G ender- (ILO), Gallup, and the Lloyd’s Register Foundation
biased institutions and a weak judicial system contribute (LRF) found that approximately 23% of workers
to the problem, as organizations may suppress reports, worldwide have experienced workplace violence and
and victims struggle to prove verbal harassment. These harassment, including physical, verbal, or sexual forms.
factors create barriers that discourage victims from The report was based on conversations with around
speaking out and seeking justice [13]. 75,000 employees aged 15 and above in 121 countries
and territories in 2021 as part of the Lloyd’s Register
In a study by Zeighami et al. on Iranian nurses, barriers Foundation World Risk Poll [18]. Shockingly, only about
to reporting sexual harassment included organizational half of the victims globally disclosed their experiences
and legal obstacles, family pressures, and personal to someone else, often after enduring multiple incidents
factors [14]. of abuse and harassment. The most commonly cited
reasons for not reporting were concerns about their
According to Hall et al. [15], a significant number of victims reputation and a belief that the reporting process would
of sexual harassment choose not to speak out, with only be futile [18]. These figures may not capture the full
a small fraction taking action against the perpetrators. extent of workplace harassment, as many cases go
However, there is evidence suggesting a changing unreported due to fear of retaliation, stigma, or a lack of
trend, as a survey revealed an increase in the number of awareness about reporting mechanisms. Moreover, the
formal reports. The percentage of victims making reports understanding and definition of workplace harassment
rose from 16% to 20%, indicating a positive shift in the can vary across countries, making comparisons and
culture surrounding reporting sexual harassment [16]. data collection challenging [6].
Nevertheless, research indicates that reporting incidents
of sexual harassment does not always result in resolution. Hadi et al. reported that in Pakistan’s gender-
Only 45% of those who made reports among the 20% segregated society, women are discouraged from
of victims indicated that the harassment ended, and out interacting with men in public spaces, and those who
of that 45%, only 74% expressed satisfaction with the do are often judged negatively by the community.
outcome of their complaints. Additionally, 29% of victims However, professional women, particularly leaders, are
faced re-victimization and demotion as a consequence required to communicate with their male colleagues
of reporting. These factors contribute to the reluctance and subordinates for work-related matters. The study
of victims to come forward, with four out of five cases highlighted that the professional relationships between

262 Liaquat National Journal of Primary Care 2024; 6(3): 259-268

 Addressing Workplace Harassment in Pakistan: Building a Safe and Inclusive Environment

men and women are frequently misunderstood and such a law [5]. A weak judicial system has allowed
misinterpreted by their colleagues due to prevailing harassment to go unchecked and discouraged women
gender norms that fail to differentiate between from public participation. Civil society, women’s groups,
professional and personal interactions. These norms and international organizations have fought for changes
create an environment where men, taking advantage to ensure Pakistani women can live with dignity, respect,
of cultural settings, engage in harassment towards their and their constitutionally protected human rights as
female colleagues or subordinates [13]. equal citizens. In 2010, women lawmakers introduced
and passed the anti-harassment law due to its urgency
The Situation in Pakistan
[9].
Sexual harassment affects women and men worldwide,
especially in Pakistan. Sexual harassment awareness and legislation like the
Protection against Harassment of Women at Workplace
However, limited data makes it difficult to assess Act 2010 try to curb it and offer a structure for reporting
the prevalence and magnitude of workplace sexual and reparation. However, we must continue to create
harassment in Pakistan. Despite workplace sexual safer and more inclusive workplaces, raise awareness,
harassment and humiliating treatment regulations, promote gender equality, and prevent and confront
women still face physical, sexual, verbal, and emotional workplace sexual harassment.
abuse [18]. Despite legislation empowering women to
confront mistreatment, toxic professional settings persist, Legal Framework for Workplace Sexual Harassment
perpetuating a cycle of humiliation and victimisation [19]. in Pakistan
Many Pakistani women work in hostile circumstances The legal framework to address workplace harassment
and encounter abuse. Women who speak out face in Pakistan is provided by the Protection against
several difficulties in their pursuit of justice, normalising Harassment of Women at the Workplace Act 2010, which
workplace harassment [20]. According to the Alliance applies to both public and private sector organizations.
against Sexual Harassment, a Pakistani non-profit, Sexual harassment is prevalent in the workplace and
93% of women in the private and public sectors report victims can file complaints with their employers or the
experiencing workplace harassment [21]. Pakistan’s established ombudsman. Reporting mechanisms require
Federal Ombudsman Secretariat for Protection against organizations to establish internal complaint committees
Harassment at Workplace reported 2,169 harassment responsible for receiving, investigating, and resolving
complaints in the government sector between 2018 and complaints [1]. Pakistan’s main workplace harassment
2022. These complaints included 582 female and 148 regulation is the Protection against Harassment of
male complaints. The private sector saw 994 female and Women at Workplace Act 2010. The law compels public
445 male complaints. The Aurat Foundation, a Pakistani and private employers to form a harassment committee
women’s rights organization, found that 90% of working with at least three members, including one woman.
women in Pakistan have experienced workplace The committee handles complaints, employee rights
harassment. Another Gallup Pakistan survey indicated education, and workplace harassment awareness [9].
that 70% of urban women and 93% of rural women
have experienced workplace sexual harassment. These Protection against Workplace Harassment of Women
statistics show that sexual harassment is widespread Act 2010
in Pakistan, emphasizing the need for awareness, Pakistani laws protect women from workplace and public
prevention, and effective reporting [13]. harassment. Sexual harassment of women, whether in
person, online, or privately, is illegal under the Pakistan
Cultural influences, gender inequality, low education and Penal Code. Organizations must evaluate supervisor
awareness, patriarchal traditions, and socioeconomic authority to prevent power abuse.
factors contribute to workplace harassment of women
in Pakistan. In addition to policies, businesses could promote equality
by creating an inclusive environment. Direct or indirect
Workplace harassment is a significant issue in Pakistan, harassment supporters may be prosecuted under the
affecting both men and women. It includes various forms Pakistan Penal Code 1860.
of mistreatment such as sexual harassment, verbal
abuse, discrimination, and bullying. The system for The Protection against Harassment of Women at
addressing harassment, discrimination, victimisation, Workplace Act 2010 in Pakistan requires organizations
and humiliation of women is flawed. Current mechanisms to form a three-person investigation committee to
lack comprehensiveness and strength. Due to systemic investigate workplace harassment accusations. One
inefficiencies and a lack of openness and responsibility committee member must be female. Section 2[H] of the
for public and private institutions and organizations, Act defines workplace harassment as unsolicited sexual
women’s harassment perpetuates without effective approaches, requests for sexual favors, or any verbal or
response [1]. Pakistan needed an anti-harassment law physical action that interferes with work performance or
because most women and girls are harassed. Pakistani creates an intimidating, hostile, or offensive atmosphere
harassment taboos hindered the establishment of for coworkers. Such offences can result in censure,

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Sannia Perwaiz and Abdul Ahad Chhotani

temporary promotion or increment stoppage, reduction that individuals of both genders had adverse affective
in rank, compulsory retirement, removal from service, states, including self-blame, shame, diminished self-
dismissal, or fines [22]. worth, and harm to interpersonal connections [29].
Bryant-Davis, Chung, and Tillman [30]. conducted a
Under Section 509 of the Pakistan Penal Code 1860, study which found that 45% of women who experienced
those who demand sexual favors and use annoying harassment reported experiencing sentiments of
verbal or nonverbal communication can be imprisoned mistrust, while 30% reported feeling angry. A total of
for three years, fined, or both. 10% of the participants indicated experiencing emotions
Employers must post notices of employee rights and of powerlessness and insecurity. Chechak and Csiernik
complaint procedures. Within three months, complaints [31]. conducted a study which revealed that a proportion
must be lodged, and the committee must investigate of 10% of employees reported instances of despair and
within 90 days. If harassment is found, the committee may anxiousness, whilst 15% reported having sentiments of
recommend counselling, transfer, or termination. Three distrust. Extensive research has been conducted on the
years in prison and a PKR 500,000 fine are possible adverse psychological consequences associated with
penalties. The Pakistan Penal Code and Pakistan sexual harassment. According to Shannon, Rospenda,
Electronic Crimes Act 2016 both handle harassment [1]. and Richman [32], empirical evidence indicates that
self-esteem plays a crucial role in one’s holistic state
The Consequences of Workplace Harassment of well-being. Research has indicated a correlation
Sexual harassment can have significant consequences between instances of sexual violence and a decrease
on individuals, organizations, and society as a whole. in self-esteem [33]. Harassment victims typically exhibit
Here are some of the consequences associated with diminished self- esteem in comparison to individuals
sexual harassment: who have not experienced harassment. Moreover,
within the context of large corporations, individuals who
Impact on Individuals have encountered instances of serious sexual violence
Sexual harassment has a substantial impact on work frequently attribute responsibility to themselves,
performance. According to the findings of Berdahl and resulting in additional declines in their self-esteem [34].
Moore, the enduring consequences of victimisation Furthermore, those who have been subjected to sexual
can extend over an extended period of time [23]. They harassment often suffer from depression [35]. According
observed a decline in productivity, alterations in career to Bryant-Davis, Chung, and Tillman [30], there exists a
paths, diminished job satisfaction, and emotional twofold increase in the likelihood of depression diagnosis
distress as a result of workplace harassment. In their among some victims in comparison to victims of physical
study, Wang et al. [24]. found that sexual harassment violence. According to a study conducted by Stockdale,
results in decreased work exertion, unfinished tasks, Logan, and Weston [36], it was shown that 30% of those
and diminished productivity. Furthermore, victims also who had previously suffered trauma had symptoms of
encounter challenges in interpersonal relationships serious depression. Additionally, it is worth noting that
inside the workplace, leading to increased withdrawal. post-traumatic stress disorder (PTSD) is a frequently
Goba-Malinga [25] documented instances in which observed outcome. The experience of violence can
victims attributed responsibility for the incident to have adverse consequences on the health of individuals
themselves and subsequently faced termination from who are targeted [36]. According to Einarsen and
their employment. Nielsen [34], individuals who have experienced sexual
harassment in the past have elevated levels of sadness
According to Barker [26], a prevalent issue among the and dramatically increased rates of post-traumatic stress
victims was work discontent, which subsequently led to disorder (PTSD).
elevated rates of absenteeism and voluntary turnover.
Consequently, this phenomenon contributed to an Moreover, individuals who have experienced sexual
increase in staff turnover rates. Hutagalung and Ishak harassment are more prone to participating in substance
reported in their study almost 2.8 million individuals addiction. Post-traumatic stress disorder (PTSD)
had quit their employment as a result of sexual functions as an intermediary, impairing the physical
harassment. This, in turn, leads to stress, sicknesses, well-being of sufferers through its physiological effects
and destabilisation inside the organization [27]. [35]. It is crucial to comprehend the bio-psychological
mechanisms by which post-traumatic stress disorder
Einarsen, Hoel, and Notelaers [28] conducted a study (PTSD) impacts health, and available research suggests
that examined the experiences of individuals who the participation of the hypothalamic-pituitary-adrenal
have been subjected to sexual harassment and the (HPA) axis. The HPA axis and hormonal regulation are
subsequent effects on their professional environments. disrupted by chronic and acute stress reactions induced
The study revealed that victims expressed a range by harassment, resulting in adverse effects on physical
of adverse feelings, such as distress, apprehension, health [37]. Finally, those who have been subjected
exasperation, and other similar sentiments. Previous to sexual harassment may have suicidal inclinations,
studies have reported comparable results, suggesting which can vary from occasional contemplation of death

264 Liaquat National Journal of Primary Care 2024; 6(3): 259-268

 Addressing Workplace Harassment in Pakistan: Building a Safe and Inclusive Environment

to severe instances [29, 34]. A research conducted in social cohesion [31]. To effectively address and prevent
the United States revealed that those who experienced sexual harassment, comprehensive measures such
sexual harassment were more susceptible to suicide as education, awareness campaigns, strong policies,
[33]. Furthermore, sexual harassment can lead to many and effective reporting mechanisms are necessary. It
adverse effects such as muscular pains, headaches, is crucial to foster respectful, inclusive, and safe work
fatigue, nausea, disturbances in sleep patterns, and environments that promote equality, dignity, and the
headaches [38]. overall well-being of all individuals.
Impact on Organizations Combating Workplace Harassment: Preventing,
The occurrence of sexual harassment within organizations Minimizing and Resolving
has substantial ramifications, impacting the mental and Taking action against workplace harassment is vital.
physical welfare of employees while also fostering a Workplace harassment takes many forms and affects
detrimental organizational culture. According to a poll everyone. To address and resolve workplace harassment,
done by Campbell and Wasco, [39] 17% of workers first understand its various forms. Documenting,
regarded sexual harassment as a significant issue, reporting, and seeking support helps resolve issues and
whilst almost 60% believed it to be of lesser importance. safeguard rights.
Only 1% of employees did not regard it as a significant The government assumes a pivotal role in tackling
issue. The adverse influence of sexual harassment on sexual harassment through the implementation of
the whole organizational culture is evident through its legislation aimed at preventing such occurrences and
psychological and physical impacts [36]. resulting in a providing assistance to victims. Organizations bear
stressful atmosphere for all employees. Studies have a responsibility to address and mitigate instances of
demonstrated that these occurrences have an impact sexual harassment. According to existing research,
not only on the individuals who are affected but also on various characteristics, including co-worker solidarity,
all staff members inside the company [28]. It is possible supervisor harmony, workplace anonymity, and the
for victims to form unfavorable judgements of the physicality of the task, have been identified as potential
organization’s commitment to their welfare, resulting in a contributors to the reduction of harassment events
decline in trust and loyalty towards both the organization [36]. According to Chamberlain et al. [40] colleagues
and its management. Consequently, this might lead and superiors have the capacity to serve as guardians
to a decline in production and a rise in absenteeism. against threats by offering assistance and intervening
Furthermore, Stockdale [36] revealed that harassment in cases of harassment. The establishment of a work-
plays a significant role in fostering adverse workplace group culture and atmosphere that promotes solidarity
relationships. According to Chechak and Csiernik, among employees might also play a role in mitigating
[31] the failure to adequately manage incidences of instances of harassment. Within these settings,
harassment not only incurs financial expenses for the employees have a higher level of commitment towards
organization but also engenders differences among the welfare of their colleagues and are inclined to take
employees. Consequently, companies frequently action and provide assistance to those who have been
encounter a rise in psychosomatic ailments among their harmed [41]. In addition, organizations have the ability
workforce, including sleep disturbances, migraines, and to establish training programs that cover various stages
gastrointestinal disorders. Moreover, previous research of sexual harassment, equipping staff with the essential
has demonstrated that the occurrence of harassment knowledge and abilities to prevent and handle such
episodes can serve as a reliable measure of employee occurrences [42]. Nevertheless, recent studies indicate
turnover rates [32]. that the exclusive focus on augmenting the amount
and diversity of sexual harassment training programs
Impact on Society may not yield optimal results. Indeed, it has been seen
Sexual harassment in the workplace has profound that inadequately planned training programs might
implications for various aspects of society. It result in unanticipated adverse consequences, such as
perpetuates gender inequalities by creating an unsafe heightened sensitivity and behaviors that deviate from
and disempowering environment for women and the desired objectives [43]. Alternatively, organizations
marginalized groups, reinforcing power imbalances and should prioritize the task of inspiring managers to
impeding progress towards gender equality. Additionally, acquire knowledge and implement strategies. According
it has economic consequences as victims of sexual to Goldberg, Rawski, and Perry [44], research has
harassment may face barriers in career advancement indicated that the degree of organizational acceptance
and job opportunities, contributing to the gender pay towards sexual harassment is contingent upon the
gap and impeding workforce diversity and inclusion [26]. level of incentive to acquire knowledge and effectively
Moreover, sexual harassment imposes societal costs tackle the matter. Hence, cultivating an environment of
by limiting individuals’ potential, hindering productivity, zero tolerance towards sexual harassment necessitates
and perpetuating a culture of discrimination and pushing managers to actively participate in acquiring
injustice. It erodes trust in institutions and undermines knowledge and implementing suitable actions.

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Sannia Perwaiz and Abdul Ahad Chhotani

Recommendations for Developing Effective Anti- appropriate corrective and remedial actions should
Harassment Programs be taken based on investigation outcomes, with
A comprehensive anti-harassment program is a crucial notifications provided to all parties involved, including
step in preventing and addressing harassment. Drawing the complainant and harasser, and follow-up measures
from various sources such as the EEOC guidelines, to ensure the harassment has ceased [46].
professional standards in human resource management, Promoting Reporting and Support
and HR research, Benton et al. [45] recommend the
Generating a culture that supports employees in
following components for an effective anti-harassment
reporting harassment is crucial. Many victims are afraid
program:
of retaliation or that their accusations will be ignored [4].
1. Clearly defined anti-harassment policy. Companies must provide confidential reporting channels
like hotlines or anonymous reporting systems and
2. Explicitly stated behaviors that are considered guarantee employees that their concerns will be handled
harassment and are prohibited. with care. Counselling and support networks can also
3. A complaint procedure that actively encourages help harassment victims cope emotionally [47].
employees to report instances of harassment. CONCLUSION
4. Protections for individuals who file complaints and Workplace harassment manifests in a variety of ways
witnesses against any form of retaliation. and has the potential to impact individuals universally.
In order to effectively address and resolve workplace
5. An investigative approach that respects the privacy harassment, it is crucial to first comprehend and identify
of both the alleged victim and the accused, ensuring its diverse manifestations.
confidentiality as much as possible.
Organizations should ensure that their personnel
6. Regular training for managers and employees to are cognizant of the legal and ethical ramifications
raise awareness and reinforce the organization’s associated with sexual harassment in the workplace.
stance on harassment. This can be accomplished through the promotion of
7. Mechanisms and processes to swiftly address and continuous dialogues, assistance to leaders in dealing
halt ongoing harassment, as well as appropriate with the matter at the team level, and provision of readily
remedial and disciplinary measures for offenders available resources and training.
[45]. The way forward in addressing workplace harassment,
Recommendations for Implementing Effective Anti- particularly sexual harassment, involves several key
Harassment Programs strategies. These strategies include establishing
clear policies and reporting mechanisms, increasing
Firstly, it is important to formalize the anti-harassment
awareness and training, fostering a positive and inclusive
policy and ensure it includes well-defined key elements.
organizational culture, strengthening legal frameworks
Clear and regular communication of the policy is crucial,
and enforcement, supporting and empowering victims,
including distribution to all employees and relevant third
regular monitoring and evaluation, and fostering
parties, with records documenting the dissemination
collaboration and partnerships. By implementing these
process. The policy should be written in language that
strategies, organizations and societies can create safe
is easily understandable, and translations should be
and respectful workplaces where individuals can thrive
provided for employees with limited English fluency. The
without fear of harassment.
explanation of prohibited conduct should cover all forms
of harassment, not just sexual harassment, and provide FUNDING
detailed examples for each type. The complaint process None.
should be easily accessible, with clear instructions on
how to report harassment and explanations of how CONFLICT OF INTEREST
reported information will be handled. It is essential The authors declare no conflict of interest.
to have a separate policy addressing anti-retaliation
to assure victims that reporting harassment will not ACKNOWLEDGEMENTS
result in adverse consequences. Investigations should Declared none.
be prompt, thorough, and impartial, adhering to due-
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