Sample sexual harassment policy

• Author: International Labour Organization
• Pages: 203-203

Meetings-MESHA-Final Code-2010-10-0355-1-En.doc/v2 203

Appendix VII

Sample sexual harassment policy

1. Company X prohibits sexual harassment of its employees and applicants for employment by any

employee, non-employee or applicant. Such cond uct may result in disciplinary action up to and

including dismissal.

2. This policy covers all employees. The company will not toler ate, condone or allow sexual

harassment, whether engaged in by fellow employees, super visors, or other non-employees who

conduct business with the company.

3. Sexual harassment is any behaviour that includes unwelcome sexual advances and other verbal or

physical conduct of a sexual nature when:

– submission to, or rejection of, such conduct is used as the basis for promotions or other

employment decisions;

– the conduct unreasonably i nterferes with an individual’s job performance or creates an

intimidating, hostile or offensive work environment.

Company X employees are entitled to work in an en vironment free from sexual harassment and a

hostile or offensive working environment. W e recognize sexual harassment as unlawful

discrimination, as is conduct that belittles or demeans any individual on the basis of race, religion,

national origin, sexual preference, age, disability, or other similar characteristics or circumstances.

No manager or supervisor shall threaten or imply that an employee’s refusal to submit to sexual

advances will adversely a ffect that person’s emplo yment, compensation, advancement, assigned

duties, or any other term or condition of employment or career development. Sexual joking, lewd

pictures and any conduct that tends to make employees of one gender ―sex obj ects‖ are prohibited.

4. Employees who have complaints of sexual harassment should (and are encouraged to) report such

complaints to their supervisor . If this person is the cause of the offending conduct, the employee

may report this matter directly to [specify various officials (e .g. Director of Human Resources,

designated contact manager, etc)]. Your complaint will be pr omptly a nd thoroughly investigated.

Confidentiality of reports and investigations of sexual harassment will be maintained to the greatest

extent possible.

5. Any manager, supervisor or employee who, after appropriate investigation, is found to have

engaged in se xual harassment of another employee will be subject to disciplinary action, up to and

including dismissal.

6. If any party directly involved in a sexual haras sment investigation is dissatisfied with the outcome

or resolution, that individual has the right to appeal the decision. The dissatisfied party should

submit his or her written comments to [specify official (e.g. Gender Committee, co ntact manager)].

7. The Company will not in any way retaliate against any individual who makes a report of sexual

harassment nor permit any employee to do so. Retaliation is a serious violation of this sexual

harassment policy and sho uld be reported immediately. Any per son found to have retaliated against

another individual for reporting sexual harassment will be subject to appropriate disciplinary action,

up to and including dismissal.

Source: This guidance was developed by the Ethical Trading Initiative in consultation with its tripartite

membership. It is extracted from a training manual for supervisors and managers which aims to assist

employers and unions in tackling sexual harass ment in agriculture. http://www.ethicaltrade.org/in-

action/projects/eti-supervisor-training-project. These training materials ca n be accessed freely at

www.ethicaltrade.org/resources/key-eti-resources/supervisor-training-programme- materials#downloads.