ANTI-SEXUAL HARASSMENT POLICY
IEffective Date: 1 September 2023
This is a summarised version. The full policy is available on our HR portal.
1. The MISHU Group (“Group”, “we”, “our”, “us”) is committed to providing a safe and healthy work environment for our employees. Any form of sexual harassment in the workplace is prohibited. We will not tolerate sexual harassment of our employees by anyone, including directors, management personnel, heads of departments, managers, other employees, clients, or customers. Individuals who engage in harassing behaviour will be dealt with swiftly and vigorously.
2. All forms of sexual harassment are prohibited, whether they occur within or outside the premises of any company within the Group (“Company”).
3. What Constitutes Sexual Harassment:
(a) Sexual harassment encompasses various unwanted conduct of a sexual nature, which can manifest in five (5) possible forms:
- non-verbal/ gestural;
- psychological; and
(b) Examples of behaviour that constitute sexual harassment include:
- making unwanted sexual advances or requesting sexual favours, whether such conduct is made an explicit or implicit term or condition of employment;
- using acceptance or rejection of advances as a basis for employment decisions;
- unwanted conduct that substantially disrupts work or creates an intimidating, offensive environment;
- displaying or sharing offensive sexual images;
- unwanted comments about appearance or personal traits;
- using sexually explicit language or signs, making sexually charged jokes, or resorting to sexual violence;
- making sexually discriminatory remarks that cause the recipient discomfort or interfere with the recipient’s job performance;
- unwanted bodily contact, such as groping or massaging; or
- threats or demands for sexual acts as conditions of employment or benefits.
(c) From the above, sexual harassment can further be divided into two (2) categories:
- sexual coercion: This type of sexual harassment involves a superior who abuses his/her position of power over a subordinate. The superior exploits the subordinate’s economic vulnerability and dependence on the job by pressuring the subordinate into providing sexual favours. Compliance with the superior’s sexual advances results in job benefits, while refusal leads to denial of job benefits; and
- sexual annoyance: This category relates to behaviour that is offensive and bothersome but does not have a direct connection to the victim’s employment status or benefits. The victim is subjected to a hostile and uncomfortable work environment that he/she must endure to keep the job. This category of sexual harassment can occur between a superior and a subordinate, among employees at the same level, or even involving clients and employees.
4. Notice on Sexual Harassment:
(a) The management of the Company has displayed a notice on sexual harassment at the Company premises to raise awareness among employees.
5. Complaint Procedures
(a) The Group has established procedures for employees to report sexual harassment, either formally through written complaints or informally.
(b) All allegations of sexual harassment will be treated seriously and handled with confidentiality.
(c) If an allegation of sexual harassment is substantiated, disciplinary action (including immediate termination of employment) can be taken against the alleged harasser