KINGSTON, February 29 (JIS): Jamaica Information Service (JIS) employees, who benefited from a recent sexual harassment sensitisation session, say they are now more aware about what constitutes harassment, how it can manifest in the workplace, and what to do if they experience or witness harassment.

The session was conducted by the Sexual Harassment Investigation Unit in the Bureau of Gender Affairs (BGA), a division of the Ministry of Culture, Gender, Entertainment and Sport, to raise awareness and educate workers about their rights and responsibilities as well as to highlight key areas of the Sexual Harassment (Protection and Prevention) Act, 2021.

The legislation addresses concerns about sexual harassment that are employment-related, occurring in institutions, or arising in the landlord and tenant relationship.

It contains provisions for dealing with sexual harassment in the workplace, schools, correctional institutions, places of safety, nursing homes, medical and psychiatric facilities, among other places.

Under the Act, which came into effect on July 3, 2023, Government bodies and private-sector organisations are required to establish sexual harassment policies and bring these to the attention of workers.

Paul Johnson from the Research and Publications Department says he learned a lot from the one-day hybrid session and has a better understanding of the types of behaviours that may be unacceptable in the workplace.  

He says he is now more careful when engaging with others.

“I am a jovial person, but I know who to pull my jokes with and I will try to be careful… a small matter can be big for some people,” he points out.

Another employee, Navario Barrett, who works in the Digitisation Department, says he also “benefited tremendously” from the training.

Mr. Barrett says he is more aware of how certain habits, such as touching friends when talking with them, could make them uncomfortable.

“I understand that these movements can be seen as sexual harassment, even though you don’t really mean it like that, but I know that for some persons it might feel uncomfortable. So, this [seminar] really is an eye-opener to really know how to approach persons,” he says.

Mr. Barrett notes that the presenter pointed out that both females and males experience sexual harassment. 

“It entails males because they, too, go through these experiences in the workplace. The seminar is a good one, especially at this time. I am very happy and grateful that I was there,” he adds.

Director of Electronic Production, Andrine Davidson, in highlighting the importance of the training, says it is critical to ensure that team members are aware of the legislation, which was implemented to ensure a healthy work environment that is free from harassment and coercion.

“It is important that everyone feels safe and respected and is able to contribute to the productivity of the agency.

“Our commitment to maintaining a workplace that is free from harassment is not just a legal obligation. It is not just because the Government says we should, but it is a moral one, and we value each member of the team and we want to ensure that everyone feels secure,” she says.

Director of Human Resources, David Knight, for his part, indicates that the training will be ongoing, noting that a previous session was held with the management team.

“We will continue since not all our team members are available today. Some are at various assignments and on vacation leave. So, we intend to have other sessions so that we can have a coverage of all our team members,” he points out.

Stating that sexual harassment is a serious workplace issue, Mr. Knight notes that it is not just carried out by men against women, and also occurs between employees of similar rank and status.

As such, he says, it is important that persons are trained to recognise behaviours that are unacceptable in the workplace so that they can take an active role in creating a safe and respectful workplace culture. 

“The training, the sensitisation, the empowerment is very useful,” Mr. Knight adds.

Sexual Investigative Officer, BGA, Resheda Campbell, who was the main presenter, says the discussion session with the JIS team was valuable, noting that the participants “were engaged and interested in the topic”.

“I have no doubt that the JIS staff will be the game changer. They will participate in this cultural shift that we want to establish in Jamaica. The Sexual Harassment Policy is the start of something great and for it to work it takes the involvement of everybody,” she notes.

She said that the BGA will be happy to continue the partnership with the JIS by having other seminars, especially for new employees.

Minister of Culture, Gender, Entertainment and Sport, Hon. Olivia Grange, in a statement in the House of Representatives on February 6, urged employers and heads of institutions to have a Sexual Harassment Policy in their workplaces by the end of June to avoid penalties.

“It is vital that every workplace and institution put in place a policy statement within 12 months of the commencement date of the Act. The effect of this is that no workplace or institution has the luxury of choosing when to effect compliance with this part of the legislation,” Minister Grange noted.

She said that the policy should outline the internal mechanisms and procedures that are available to a worker, client, student, resident, ward, inmate, patient or member, as the case may be, for the making of any complaint relating to sexual harassment and the resolution and settlement of the complaints.

It should explain the disciplinary measures that may be taken in respect of sexual harassment.

It should also include a statement to the effect that the employer, or person in charge of the institution, shall not disclose any information relating to a complainant or circumstances of a complaint to any person, except where the disclosure is necessary for the purposes of investigating the complaint or taking disciplinary action in relation to the complaint.