We know that most employers have a positive approach to inclusion, but clearly there are still many organisations that are not fostering inclusive or psychologically safe workplaces. If the working culture does not support gender equality and employees are afraid to speak up and challenge inappropriate behaviour, this could have serious implications for the business. Many employers are likely to be losing valuable female talent by default if they do not treat complaints of harassment seriously and the culture is one where issues are pushed under the carpet. 

There are also serious consequences for organisations from a wider perspective. People who experience bullying or harassment are more likely to be depressed and anxious, less satisfied with their work, have a low opinion of their managers and senior managers, and want to leave their organisation. The CIPD 2020 research shows how devastating the negative effects of conflict like bullying and harassment can be on people. Stress, a drop in motivation or commitment, anxiety and a loss of self-confidence are the most common effects on people, but some individuals say the impact is felt for years, and their confidence will never be the same again. 

In terms of sexual harassment there are implications for how organisations attract and retain talent and establish their employee value proposition. An organisation’s public image can be badly damaged when harassment incidents occur, particularly when they attract media attention. This can affect relationships between an employer and their current and future employees, as well as their customers. 

Successive CIPD surveys have shown how much employers value talent and the importance they attach to fostering diversity and inclusion. In today’s competitive marketplace, it is crucial that organisations make every effort to foster safer, collaborative and inclusive workplaces.

Harassment in the workplace is any unwelcome conduct based on race, colour, religion, sex (including pregnancy), national origin, age (40 or older), disability, or genetic information. It becomes unlawful when enduring the offensive conduct becomes a condition of continued employment or the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive. Article 4 in the UAE Labour Law clearly outlines further information about this.

Specifically defining sexual harassment in the GCC context

Sexual harassment, a subset of harassment, involves unwanted sexual advances, requests for sexual favours, and other verbal or physical harassment of a sexual nature. In the GCC, sexual harassment is not only a legal issue but also a cultural and social one, where conservative values and norms heavily influence perceptions and behaviours. It's important to distinguish between actions that might be considered culturally inappropriate and those that are legally defined as harassment, ensuring that policies are respectful of cultural norms while protecting the rights and dignity of all employees.

Sexual harassment is a very nuanced area. Its subjective nature also makes it a sensitive topic. Organisations need to enable their employees to understand the various nuances of this.  

Addressing harassment, especially sexual harassment, is vital for several reasons.

Legal compliance

Many GCC countries have begun implementing laws and regulations to combat workplace harassment, making it imperative for organisations to adhere to these legal standards.

Employee wellbeing

A safe and respectful workplace is essential for the mental and physical health of employees.

Organisational reputation

Incidents of harassment can damage a company's reputation, affecting its ability to attract and retain talent.

Productivity

A harassment-free workplace promotes a positive environment that can significantly enhance employee motivation and productivity.

When dealing with harassment at work, prevention is better than cure. Engaging with employees on the issue and raising awareness of the company’s zero-tolerance policy for unacceptable behaviour are key to avoiding incidences of sexual harassment occurring in the first place. A workplace environment which values difference, is free from hostility and based on tolerance, will enable people to contribute more effectively and achieve higher levels of job satisfaction. People cannot make their best contribution if they are working in fear of harassment or bullying. Alongside policies, employers should promote the importance of respect between employees at every level of the organisation, encouraging a supportive and inclusive culture so that people's behaviour reflects the right values. 

Senior and middle managers have a defining influence on the working culture and set the tone for expectations around dignity and respect. They need to take a visible lead on the issue and set the tone for fostering a working environment where people feel empowered to speak up. How managers role-model respectful behaviour will be instrumental in setting the right expectations for everyone. 

The organisation also needs to be seen to take swift and robust action where needed, and deal appropriately with any criticism that could be focused on issues relating to leadership and trust. Senior leaders and line managers need to consistently role model and champion these behaviours so that people feel secure and can get on with their work without worry or fear of recrimination should they raise any concerns. 

Foster an inclusive culture

Creating an organisational culture that values diversity and inclusion can significantly reduce incidents of harassment. HR also has a crucial role to play in helping to build a workplace culture that is inclusive, and fosters openness and transparency. The profession has a responsibility to ensure that any poor practices and behaviours that have led in the past to grievances and complaints do not continue. People professionals should lead by example, promoting respect, understanding, and empathy among employees.

Organisations should also strive to develop a culture in which harassment is known to be unacceptable and where individuals are confident enough to bring complaints without fear of ridicule or reprisal. Organisations should deal promptly, seriously and discreetly with any issues that are raised.

The first step to achieving a zero-tolerance culture is to put in place a robust policy that clearly articulates the organisation’s commitment to promoting dignity and respect at work. 

Clear, written policies against sexual harassment, should outline definitions, examples, and the consequences of such behaviour. 

These policies should be easily accessible and communicated to all employees, so that all individuals know their rights, what steps to take if they want to make a complaint, and understand their responsibility to behave in ways which support a non-hostile working environment for themselves and their colleagues. Induction is a good way of raising awareness and setting clear expectations of behaviour from the start of someone’s employment. These standards need to be reiterated and updated on a regular basis to build an inclusive culture that doesn’t tolerate any form of discrimination or harassment.

Employees, and in particular line managers, should be encouraged to play their part in making the organisation’s policy a reality, and be prepared to challenge inappropriate behaviour and take action if they observe or have evidence that someone is being harassed. 

Role of managers

Managers are at the forefront of identifying and managing conflict, including bullying and harassment, but may also be a cause of it. They need to have the confidence and capability to be proactive and deal with unfair treatment at the earliest possible stage. This means challenging behaviours that cross the line into being inappropriate and being sensitive to situations where banter becomes bickering or bullying, as well as picking up on any underlying tensions in their team. 

The tendency for organisations, and the people profession, to be compliance-focused and rely on the perceived safety of formal procedures to resolve conflict is even truer of people managers, particularly where they lack the ongoing guidance and support of HR. It’s vital that employers, and people professionals, invest in the skills and competence of managers so that they are not afraid of tackling conflict head on and encouraging informal, positive routes to resolution where appropriate. 

Managers should:

• Lead by example: Demonstrating respectful behaviour at all times.
• Identify and act: Being vigilant for signs of harassment and take immediate action if aware of any incidents.
• Support reporting: Encouraging team members to report incidents and provide them with the necessary support and guidance.
• Foster an inclusive team culture: Creating a team environment that respects diversity and inclusivity.
• Create psychological safety: Fostering a culture of psychological safety built on mutual respect and trust where employees feel empowered to share.

Inaction against sexual harassment in relation to women has implications for the female labour market and for women’s economic independence. Discrimination and harassment against women will also do nothing to alleviate the stubborn gender pay gap phenomenon nor improve female representation at the top of organisations, which can contribute to innovation and business success.

Organisations should monitor the gender diversity of its workforce at every level, including at recruitment, for succession planning and for recording the number of women who are making it into middle and senior level management roles. Through tracking this data, it should be possible to observe if there is any potential discrimination or harassment on grounds of gender. Staff attitude surveys are also a valuable way of gathering feedback from people about their perceptions in areas like gender equality.

It's in the interest of employers to not only eradicate discrimination against women in the workplace, but to develop proactive strategies for progressing female talent, so that they can reap the many benefits from having a gender-diverse workforce. 

Organisations should treat any form of alleged harassment seriously, not just because of the legal implications and because it can lead to under-performance, but also because people have the right to be treated with dignity and respect at work. Any evidence of discriminatory behaviour or harassment among staff, whatever their gender, needs to be investigated and acted on swiftly and a clear message sent out that such behaviour would not be tolerated.

Employers should establish a robust framework and policies to counter any potential harassment or discrimination, including unconscious bias, against employees. These policies need to cover every aspect of employment including recruitment and selection, training, and promotion. There should be a clear process communicated to all staff about how to raise a complaint and to whom, so that everyone in the organisation understands how to raise any concerns and what steps will be taken.

Managers should be trained and confident in implementing the organisation’s policies and dealing with any concerns or complaints. They should also be competent to have open and sensitive conversations with individuals and manage conflict.

Some complaints may be dealt with internally and informally, depending on their level of seriousness. In lower level cases it may be sufficient for the person experiencing the harassment to raise the issue with the perpetrator, pointing out the unacceptable behaviour. But if an employee finds this difficult or embarrassing, procedures should enable support from a colleague, an appropriate manager or someone from HR. If informal approaches don’t work, formal procedures should be triggered if the harassment is serious or persists, or if the person experiencing the harassment prefers this approach.

Given their sensitive and potentially complex nature, organisations may wish to consider dealing with issues involving bullying and harassment under a separate procedure. There is an understandable lack of confidence on the part of many people experiencing or witnessing inappropriate behaviour, such as harassment or discrimination, to formally report it. 

Developing a confidential and secure reporting mechanism is essential. Employees must feel safe to report incidents without fear of retaliation or stigma. 

Organisations may want to consider using more proactive and innovative reporting channels such as anonymous and/or confidential methods like telephone helplines run by third parties to provide support, and/or online reporting tools to report harassment.

Once organisations have developed clear processes on how to deal with harassment, the priority should be to follow them consistently. Fair processes need to be followed in a reliable way, without fail, both to give confidence to victims that their cases will be taken seriously and to ensure that anyone accused is treated fairly, according to due process. Every case should be investigated objectively and no concerns should be brushed under the carpet. 

If a manager is the alleged source of the problem, employees need to feel they can turn to someone else in the business if they have been the victim of harassment or discrimination. HR has a vital role to play here, ensuring that all complaints are taken seriously and investigated in line with the law and the organisation's procedures. Fairness should underpin the process, and the organisation’s procedures should protect both the individual raising the issue and the individual against whom an allegation has been made.

Where a complaint is upheld, it may be necessary to relocate or transfer one of those involved to another part of the organisation. If appropriate, guidance and counselling can be offered to people whose behaviour is unacceptable, as well as those affected by the harassment. 

Employers should always make a record of complaints and investigations. These should include the names of the people involved, dates, the nature and frequency of incidents, action taken, follow-up and monitoring information. 

Some progressive companies have started implementing bystander training programmes. These programmes empower employees to recognise instances of sexual harassment and intervene safely and effectively. For example, a Dubai-based multinational introduced an annual mandatory bystander training workshop. The workshop uses role-playing scenarios that are common in the local workplace context, teaching employees how to act as allies and support colleagues who might be experiencing harassment.

Recognising the diverse cultural backgrounds of its workforce, a leading Abu Dhabi corporation introduced cultural sensitivity and awareness programmes. These sessions are designed to educate employees about different cultural norms and practices, including what might be considered respectful or disrespectful behaviour. This approach helps prevent misunderstandings that could potentially lead to allegations of harassment, fostering a more harmonious workplace.

To encourage reporting in a culture where direct confrontation might be avoided, a tech company in Dubai implemented an anonymous digital reporting platform for grievances, including sexual harassment complaints. This tool allows employees to report incidents without fear of immediate direct retaliation, ensuring their concerns are heard and addressed. The platform includes features like follow-up options for people to request additional information anonymously, ensuring investigations can be thorough while protecting the reporter's identity.

A hospitality chain in the UAE has developed customised training sessions for line managers and supervisors, focusing on recognising and responding to sexual harassment. Recognising the critical role of managers in preventing and addressing harassment, this training includes specific examples relevant to the hospitality industry, such as handling guest-related harassment incidents. Managers learn how to support affected employees and report incidents to HR, ensuring a swift and appropriate response.

With the UAE's legal framework around workplace harassment evolving, companies are proactively integrating these laws into their people policies. For instance, a UAE-based logistics company revised its people policy manual to include a detailed section on sexual harassment that reflects the latest local legal requirements. This section not only defines sexual harassment in line with UAE law but also outlines the legal consequences for perpetrators, demonstrating the company's commitment to maintaining a legally compliant and safe workplace.

To promote a culture of respect and inclusivity, a multinational corporation with offices in Sharjah established a programme of "Respectful Workplace Ambassadors". These volunteers from various departments are trained to spot signs of harassment and to provide peer support. They act as a bridge between the workforce and HR, offering a more approachable way for employees to express concerns and seek advice. This initiative has led to increased awareness and a more proactive approach to addressing workplace harassment.

By adopting and adapting these practices, people professionals in the GCC can create more effective strategies for managing sexual harassment, ensuring a safe and respectful working environment for all employees.