Employees who encounter any form of workplace harassment ‘strongly urged’ to report it: MOM, Tafep
We thank writer Lee Chong Ming for his letter, “Workplace sexual harassment is rooted in sexism and gender stereotypes” (Jan 24).
The Government takes a strong stance against workplace sexual harassment and is committed to working with partners to eradicate it.
The writer highlighted several issues related to workplace sexual harassment. Recognising these same issues, tripartite partners issued the Tripartite Advisory on Managing Workplace Harassment in 2015, which covers workplace sexual harassment, in consultation with community partners including the Association of Women for Action and Research (Aware).
The advisory sets out behaviours that constitute workplace harassment, legal protections or recourse or both, and sources of help for affected individuals, and how employers can ensure a safe work environment such as developing a harassment prevention policy, implementing proper reporting and response procedures, and fostering a safe organisational culture.
The Tripartite Guidelines on Fair Employment Practices also set out processes that companies should put in place to manage grievances and protect employees by requiring confidentiality.
In 2019, tripartite partners took a further step by setting up the Workplace Harassment Resource and Recourse Centre under the Tripartite Alliance for Fair and Progressive Employment Practices (Tafep) to provide resources for employers to manage workplace harassment, and be an avenue for employees to seek assistance.
We strongly urge employees who have encountered workplace harassment of any form to report it to Tafep.
In all cases, employers are required to provide Tafep with a report of their investigations and follow-up actions, including disciplinary actions taken and steps taken to prevent recurrence.
Tafep will assess whether employers have complied with the guidelines and advisory.
Where there are gaps in the employer’s approach, Tafep will require the employer to address them and re-assess the case.
The Ministry of Manpower (MOM) also takes action against employers who fail in their duties, by revoking their work pass privileges.
Tafep will work with the affected employee and employer to adjust work arrangements, provide closure to the affected employee and, in more severe cases, advise the employee to lodge a police report.
Workplace sexual harassment offenders will be penalised under the Protection from Harassment Act and Penal Code.
Tafep can also provide guidance on civil remedies, as well as referrals for emotional support at organisations such as the Family Service Centres and SOS Singapore.
MOM’s nationally representative Labour Force Supplementary Survey in 2018 found that 0.3 per cent of Singapore’s resident labour force reported experiencing workplace sexual harassment in the past year.
While our survey findings differ from Aware’s, we recognise the challenges faced by every victim of workplace sexual harassment and the issue of under-reporting.
We will continue to work in partnership with the relevant agencies and organisations to build a safe and conducive work environment for all employees.
When employees come forward to report workplace harassment, they help us to make workplaces safer for all, by preventing the continuation of unacceptable behaviour.
Have views on this issue or a news topic you care about? Send your letter to voices [at] mediacorp.com.sg with your full name, address and phone number.
