Random Thoughts

Let’s Make Our Schools Safe for Women and Girls

by RECTO I. VIDAL

Are you a magnet for any unwelcome, uninvited and offensive attention? Be forewarned for it could be a wily predator disguised as sexual harassment.

Sexual Harassment is an act or a series of acts that is committed against someone because of his or her sex. It is a verbal, visual and/ or physical conduct that is sexual in nature and which is unwanted, uninvited and offensive.

It is committed to take advantage of the weaknesses, vulnerability, status and professional, social and economic social standing of a person. As a result, most victims of SH tend to feel vulnerable, intimidated or disempowered.

Examples of acts of SH may range from Physical: any sexually suggestive physical contact that is uninvited, unwanted and offensive such as hugging, holding, grasping, stroking, patting, touching, "tsansing," or position one’s body closer than what is socially acceptable.

The verbal/ non-verbal SH can be qualified as making sexually suggestive gestures with one’s tonque, lips, face, eyes, hands, fingers, or through body movements; staring, ogling, peeping and stalking. In addition, this may also include displaying sexually suggestive materials and persistent courting or amorous advances, despite the clear refusal by the object of attention.

Other forms of verbal SH include whistling or making catcalls, making sexual comments about a person’s body or appearance, sexually suggestive invitations or innuendos, explicit or implicit demand for sex or related acts as a condition for securing employment, advancement, promotion, protection or preferential treatment, narrating green jokes or sexually vulgar stories, asking personal questions about a person’s social or sexual life, telling lies or spreading rumors about a person’s sex life.

SH is considered a human rights violation for it compromises one’s personal safety and security (Universal Declaration of Human Rights-UDHR Art.3). It subjects the victim to indignities and degrading treatment (UDHR, Art 5).

Thus, SH is a form of Gender-based discrimination wherein an unhealthy, unsafe working and educational environments prevents women from fully exercising their rights to work and education (CEDAW, Arts. 10 and 11) and seriously inhibits women’s ability to enjoy rights and freedoms on a basis of equality with men (CEDAW Arts. 1 & 3, Gen. Recommendations No. 19).

We can do something to stop Sexual harassment by promoting a culture of human rights in scools and everywhere. This can be done by teaching all men and women, girl and boys, to respect every person’s privacy and personal space.

This can also be made possible by treating every person with dignity, regardless of her/his race, gender, ethnicity, social or economic status, and public reputation.

Stopping SH can also be made possible by protecting vulnerable groups, especially women, by supporting preventive programs versus SH. This includes empowering young girls and women to stand up to sexual harassers.

So what can schools do to stop SH? Schools can address this problem by formulating and adopting a clear school policy against sexual harassment. This may include information about anti-SH policies in employee and student Handbooks.

Presenting information and update on the school’s anti-SH policy during annual orientation meetings is also a must. It is imperative that the school prepare and strengthen the redress mechanisms by forming a committee and by capacitating is members to act quickly and fairly on SH complaints.

There is also the need to increase the competency of guidance counselors to provide gender-sensitive and rights-based counseling to SH victims and their violators.

Schools may also design and maintain physical infrastructure facilities that ensure a safe and SH-free environment for women and girls.

It is also vital to protect SH complainants from further harm, damage to reputation, and intimidation. Authorities must also demonstrate zero tolerance for acts of SH and other forms of gender-based discrimination through leadership pronouncements and actions.

This corner likewise encourages student councils and other student and employee organizations to increase awareness on SH within their ranks and to undertake actions for its prevention.

More often than not, the victims of SH are women. Under RA 7877, Sexual harassment committed by a supervisor to a trainee/ subordinate, or by a teacher to a student, is a crime which is punishable by a one to six-month prison term and/ or a fine of P10,000-P20,000.

RA 7877 requires managers of workplaces and educational institutions to formulate and adopt organizational standards or safeguards against sh. Managers and supervisors who fail to act on an H complaint within a reasonable time are also liable under this law.

Reality check: Does your school have a policy on SH? It should.

Many women also experience SH by fellow students, employees or peers and even by subordinates. Sexual harassment between equals or peers is not directly covered by RA 7877 but it may be addressed by filing a criminal case for Acts of Lasciviousness based on Article 336 of the Revised Penal Code.

If the offender is a government employee, Civil Service Commission CSC Res. 010940 (2001) may also apply and result in the reprimand, fine, suspension, demotion, transfer, or dismissal for service of the accused.

The laws and mandates geared against sexual harassment are as follows: Republic Act 7877 (Anti-Sexual Harassment Law), Civil Service Commission (CSC) Resolution No. 010940 and Memo Circular 1994-19, Commission on Higher Education (CHED) Memorandum Order 26 and the Convention on Elimination of All Forms of Discrimination Against Women (CEDAW).

Our schools authorities have the obligation to oppose, expose and end all forms of sexual harassment. Schools are duty-bound to ensure a safe environment for women and girls and to protect them against sexual harassment.

So let’s condemn, not condone acts of sexual harassment. /MP