Anti-Sexual Harassment Act of 1995 (Philippines) PDF

THE ANTI-SEXUAL various institutions and the duties HARASSMENT ACT OF 1995, imposed on employers and OFFICIALLY KNOWN AS educational authorities. REPUBLIC ACT NO. 7877 Policy Declaration (Se...

THE ANTI-SEXUAL various institutions and the duties HARASSMENT ACT OF 1995, imposed on employers and OFFICIALLY KNOWN AS educational authorities. REPUBLIC ACT NO. 7877 Policy Declaration (Section 2) Purpose/s: The Act declares a policy to Addressing and preventing sexual eliminate sexual harassment in harassment in workplaces and educational institutions and educational institutions in the workplaces. It mandates that all Philippines. educational and training institutions, as well as employers, must create Below are the key terms with their policies that promote the definitions and the essential observance of humane conditions provisions of the law. of work and protect individuals from unwelcome sexual advances and Sexual harassment refers to any conduct. unwelcome sexual advance, request for sexual favors, and other Responsibilities of Employers verbal or physical conduct of a and Educational Institutions sexual nature. It is defined as (Section 3) conduct that creates an intimidating, hostile, or offensive environment, Employers and educational thereby affecting the victim's institutions are required to: performance or gaining an advantage in employment or Formulate policies on sexual education. harassment that are gender- sensitive, ensuring respect A victim under this law is an for the dignity of each individual who experiences sexual individual. harassment. The Act recognizes that anyone, regardless of gender, Implement effective can be a victim of sexual grievance mechanisms to harassment. address complaints of sexual harassment. A perpetrator is any person who commits sexual harassment Provide training programs against a victim. This can include and educate their personnel anyone in a position of authority, a on the nature and co-worker, or any individual within consequences of sexual an educational institution or harassment, along with the workplace. relevant policies in place. Administrative and Legal PROVISIONS OF THE ANTI- Remedies (Section 4) SEXUAL HARASSMENT ACT The law establishes that victims of The provisions of Republic Act sexual harassment may pursue 7877 outline how sexual both administrative and legal harassment is to be addressed in remedies. Victims can file complaints with administrative Takeaways: bodies in their workplace or educational institution. Legal action may also be taken against The Anti-Sexual Harassment Act perpetrators depending on the of 1995, or Republic Act 7877, circumstances of the case. reinforces the need for safe and respectful environments in Grievance Committees (Section workplaces and educational 5) institutions. By defining key terms and establishing provisions for Employers and educational protection, accountability, and institutions must establish grievance resolution, the law aims grievance committees to handle to eradicate sexual harassment complaints of sexual harassment. and promote a culture of respect These committees are composed for individual rights. This legislation of representatives from various underscores the commitment of sectors and are responsible for society to support victims while investigating complaints while holding perpetrators accountable ensuring a fair process for both the for their actions. victim and the accused. Penalties for Violations (Section 6) The Act specifies penalties for individuals found guilty of sexual harassment. Perpetrators may face administrative sanctions, such as suspension or dismissal, depending on the severity of their actions. These penalties aim to enhance accountability and deter potential offenders. Confidentiality and Protection Against Retaliation (Section 7) Victims who report incidents of sexual harassment are assured of confidentiality in the reporting process. Retaliation against individuals who file complaints or participate in investigations is strictly prohibited. This encourages victims to bring forward their complaints without fear of negative repercussions. Gender Roles Of Philippines State University Officials in the Double Burden: The challenge Iimplementation of Gender and faced by women who balance both Development Programs professional responsibilities and (Gabato et al., 2022) domestic chores, leading to stress and reduced productivity. Gender roles are socially Findings constructed expectations that dictate how men and women Gender roles begin at birth and are should behave, think, and perform reinforced through socialization via tasks within a society. These roles, family, education, peer groups, and influenced by various factors such media. as family, education, peer groups, and media, can often perpetuate A notable gender imbalance exists stereotypes and inequalities. in roles associated with GAD Despite shifts towards greater programs, with a majority of inclusion and participation of positions filled by women, women in various fields, significant highlighting both progress and challenges and disparities remain, persistence of traditional underscoring the need for stereotypes. frameworks like Gender and Development (GAD) to promote University officials exhibit gender equality and address these awareness of GAD policies, but issues. their participation in planning and implementing these programs Gender Roles: Societal norms varies significantly by gender. regarding the behaviors and tasks deemed appropriate for men and Despite appearing knowledgeable, women, which can vary across many university officials, especially different cultures and societies. men, are reluctant to actively engage in GAD initiatives. Sex Roles: Biologically determined roles based solely on physical Conclusions differences, such as pregnancy and breastfeeding, which are exclusive While university officials displayed to females. awareness of gender-related issues and policies, their Gender Equality: The state of involvement in GAD programming equal access to rights and is minimal. opportunities regardless of gender, promoting fairness in social, Female officials significantly economic, and political realms. outnumber male officials in implementing gender projects, Gender and Development (GAD): reinforcing existing gender A theoretical framework aimed at stereotypes within the institution. addressing gender inequalities and empowering individuals by Ongoing efforts by the University promoting gender-sensitive policies Gender and Development Office and practices. (UGADO) reflect a commitment to enhancing gender sensitivity and promoting equitable practices; however, challenges remain. Recommendations Increase Attendance: Require university officials, not just focal persons, to attend more gender sensitivity training to enhance awareness and understanding of gender issues. Promote Active Participation: Encourage university officials to engage more actively in planning and implementing GAD programs to foster leadership and advocacy for gender equality. Knowledge Sharing: University officials should share their gender sensitivity knowledge with subordinates, cultivating a culture of respect for all genders within the institution. Expanded Research: Future studies should include comprehensive data collection methods like interviews with a broader range of university personnel to strengthen findings and insights.