Sexual Harassment, Workplace Bullying and Intimidation. How do we report it?

If you have read my previous post you will know that I have resigned from the public service and I have joined a private organization. Last week we had an orientation briefing and among the things that we were briefed about included how we as employees are obliged to report things like harassment, fraudulent activities and other things that were deemed inappropriate and illegal by the company. In the presentation, harassment, bullying, fraud, bribery and others were clearly defined and the pathway to reporting them were identified and provided. We were told that as employees, there will be no negative action taken against you and that your complaint will always be acted upon once reported.

Although this was my second employment since I graduated, this was the first time I was hearing how I could be able to report any harassment that I faced. The Public Service Induction is supposed to induct new public servants and discuss these issues but my Department organized a public service induction a year after I joined and that was all done as a formality to get us the Government payroll. Although we discussed issues like Gender Equity, HR did not inform us clearly of pathways in place that we could deal with harassment.

Below are three examples of personal experience that I have had while in my previous employ that I would like to share in the hope that the Government looks at strengthening its reporting system and get rid of workplace harassment, bullying and other behaviour that lowers productivity and slows service delivery.

When we first joined the Department in 2016 and were still in the first month of employment one of my friends was reduced to tears due to an incident that could be easily identified as workplace bullying. One of the ladies had started a chain of rumours about her and started telling everyone some vile lies which she had made up. This was particularly challenging as we were very new and there was no reporting pathway that was made available. What was worse was the lady who was running this rumour mill was in Human Resources. When we reported this matter to someone of influence, he said this was her attitude and for us to just leave her be. So the issue was never resolved, we did not confront her but it was just ignored and allowed to die a natural death.

A few years down the line, some of the young female officers were being approached inappropriately by a few senior persons in the Department. One of them would call female officers at night, send text messages asking them to go out for lunch or drinks, etc. The messages were well cloaked but the intention was clear. At some functions that staff attended as a Department, female colleagues were approached by other senior colleagues who were apparently sent by this senior person who was asking if they wanted to join him for drinks at another location. When this happened, the ladies struggled with how to go about reporting this as there was no clear pathway that such incidents could be reported. Officers that are supposed to deal with such issues were compromised as they were not independent.

They decided to approach some senior people within the Department but that did not go very far. These men were untouchable it seems or people see such behavior as a norm that is unavoidable. Other officers who have been there longer said that these men had that attitude from years ago. To this day, nothing has been done about these approaches and these men continue to be a threat to the women they work with.

In the year 2017, a year after we joined my colleagues and I decided to write an internal Minute to the concerned parties to raise issues to do with our remuneration. The backlash we received could only be referred to as outrageous. Some officers screamed at us for writing a minute and raising our concerns. We were told off as being ungrateful for the opportunity that was given to us and that some of them had been on much lower pay for years before they were given a raise. What they failed to understand was that they were paid that amount in the 1980's which was a different time where the cost of living was much lower than it is now. Needless to say, we were never given a formal response to our Minute and nothing was done about our predicament.

The PNG Government's National Gender Equity and Social Inclusion (GESI) Policy was launched in 2013 and it defines harassment as "Harassment refers to unwanted or uninvited behaviour that is offensive, intimidating and humiliating. Common forms of harassment that have been identified are sexual, religious, bullying, physical disability, physical attack, threat etc." The Public Service General orders, Code of business and ethics and other documents have all taken necessary steps to include GESI components and the Department of Personnel Management has directed all Government Departments, Agencies and Authorities to reflect GESI practises in their daily operations. The GESI policy clearly states that GESI principles should be incorporated into staff's Job Descriptions and that complaints made in relation to GESI issues be addressed in a timely manner.

This policy has also seen a GESI officer position being made in every Department who will be dealing with GESI matters and to ensure that the Department aligns with GESI principles in its operations. Despite having all these policies in place, the operationalization of the GESI policy is still to be realized in some of the Government Departments.

This means that there are still workplaces where people in positions of power abuse that power by seeking favours from lower ranking officers. There are people suffering silently as such harassment continues and there is no way to raise their concerns. If they are brave enough to speak out, they fear reprisal and stigma from their own colleagues and supervisors.

In conclusion, this article is by no means a criticism of the Government agencies but merely an identification of a gap that needs to be addressed. If this is also experienced in the private sector then the Government should look at ensuring that all employers in the country provide a safe working environment for all. I know there are a lot of people who may have gone through or are going through similar experiences and have to deal with it their own way because of the lack of reporting mechanisms in place.