Sexual Harassment in the workplace - Learnbox

Sexual Harassment in the workplace

The combined impact of the global #MeToo movement and South Africa’s own chequered history with gender-based violence compels us all to acknowledge that we may not have a clear understanding of sexual harassment. This course will empower you to create a clear workplace policy based on a sound understanding of the legislation. It also offers guidelines for the parties involved (including employer, complainant and accused) along with guidance on disciplinary processes all aimed to help you ensure that your workplace is one in which employees feel safe.

Lesson Information

Lesson 1

Understanding Sexual Harassment

This lesson provides an overview of sexual harassment and gender-based violence and the legislative definitions associated with it.

  • General overview
  • A look at definitions
  • SH as a form of Gender Based Violence?

Lesson 2

The most common forms of discrimination

This lesson educates on how to identify discrimination and sexual harassment. Through the use of examples and statistics, the learner is given insight into identifying typical manifestations of sexual harassment.

  • Where, why and how does SH occur?
  • The most common forms of sexual harassment
  • Toward better understanding

Lesson 3

A legal and costing framework

The legal framework is discussed with reference to the financial cost associated with gender based violence and sexual harassment. It elaborates on the effects of sexual harassment, addressing the career, medical and psychological associated costs.

  • What the law says
  • The financial cost
  • The human cost

Lesson 4

Managing SH in the work place

This lesson offers guidelines to everybody involved when sexual harassment should occur in the workplace. It provides guidance to employers, victims of harassment and the accused.

  • Employer guidelines
  • Complainant guidelines
  • Respondent guidelines

Lesson 5

The need for a Policy

In this lesson, you will be educated on guidelines related to the code of conduct, the required contents of solid policy as well communication around such policy.

  • Why have Policy?
  • The basic policy structure
  • Communication of the policy

Lesson 6

The Disciplinary process (Part 1)

This lesson is the first of two parts related to the disciplinary process following sexual harassment. It covers methods, structures and roles involved in the process.

  • Formal v Informal
  • The basic procedural structure
  • The role players

Lesson 7

The Disciplinary process (Part 2)

This lesson details incremental and zero-based budgeting and discusses the differences and details between them. It also touches on the details related to budgeting control. Topics in this lesson include:

  • Incremental and zero-based budgeting
  • Characteristics of good budgeting control
  • Incremental vs zero-based budgeting

Lesson 8

Mediation as a procedural alternative

Mediation can be considered as an alternative in dealing with sexual harassment charges. In this lesson you will be exposed to mediation under the following topics:

  • What is mediation?
  • Can sexual harassment be mediated?
  • The challenges for the mediator

Lesson 9

The need for leadership

With the increasing tendency to lean heavily on leaders in organisations, the topic of sexual harassment is no exception. This lesson will discuss the role of leadership under the following topics:

  • The need for leadership involvement
  • Training and education of leaders
  • Leadership qualities

Expert Presenter

Francois Botha

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Francois Botha is Relations Strategist for the Office for Inclusivity & Change at the University of Cape Town where he has been involved with social justice, policy work, support and case interventions and mediations for the past 19 years.
 His previous experience was in the criminal justice system as prosecutor as well as a 13 year career as magistrate in the Family, Criminal, Civil, and Sexual Offences Court. He has extensive experience in training, policy design, advising and consulting in matters of gender-based violence and specifically sexual harassment.