Sexual harassment guidelines for civil servants

Guidelines aimed at protecting public sector employees from sexual harassment will come into effect within a few weeks, the principal permanent secretary, Godwin Grima, said yesterday.

Although he was not aware of any cases of sexual harassment within the public sector, Dr Grima said sometimes victims do not come forward, with the result that cases remain hidden.

Speaking at the launch of a document outlining the guidelines about what constitutes sexual harassment and procedures to be adopted in certain cases, Dr Grima said the idea to launch the guidelines followed the publication of a code of practice by the National Commission for the Promotion of Equality for Men and Women (NCPE).

Sexual harassment is defined by the guidelines as any unwelcome behaviour of a sexual nature, or other sex-based conduct, which affects the dignity of both men and women at the workplace or during official duty outside the workplace. Sexual harassment can take many forms, including physical, verbal or non-verbal conduct of a sexual nature, sex-based conduct and sexual blackmail.

Dr Grima said punishment could include dismissal from work for the perpetrator, adding that "victims" who make false allegations will also be punished. The accused would have the right to appeal.

Although the victim might decide to resolve the case informally, by speaking to the abuser, they will have the opportunity to go to the management with their problem.

NCPE executive director Sina Bugeja said the commission was prepared to offer help to anyone who needed it. She said the number of cases which the commission dealt with since it was set up two years ago was "worrying", adding that this was not solely a local trend but something that was happening in all developed countries.

Although sexual harassment is mainly associated with men, Ms Bugeja pointed out that there have also been cases of sexual harassment perpetrated by a woman and also harassment between members of the same sex.

Dr Grima said that while in the case of various other cases victims have five days to lodge a complaint, in this case it was thought appropriate to allow the victim more time in order to come to terms with the trauma and lodge a report within six months.

Ms Bugeja explained that an action that was acceptable at one time might not remain acceptable later on. Moreover, an action that might be acceptable for one person might not necessarily be acceptable for another.

The document's guidelines include ensuring that all public service employees and clients are treated with respect, securing the dignity and personal development of all employees and informing and educating employees.