Sexual Harassment

[Convergence] Sexual Harassment Policy


[Convergence] Sexual Harassment Policy

Convergence is committed to providing a safe environment for all its employees free from discrimination on any ground and from harassment at work including sexual harassment. Convergence will operate a zero tolerance policy for any form of sexual harassment in the workplace, treat all incidents seriously and promptly investigate all allegations of sexual harassment. Any person from employment.

All complaints of sexual harassment will be taken seriously and treated with respect and in confidence. No one will be victimised for making such a complaint.

Definition of Sexual Harassment

Sexual harassment is unwelcome conduct of a sexual nature which makes a person feel offended, humiliated and/or intimidated. It includes situations where a person is asked to engage in sexual activity as a condition of that person’s employment, as well as situations which create an environment which is hostile, intimidating or humiliating for the recipient.


Sexual harassment can involve on or more incidents and actions constituting harassmenet may be physical, verbal and non-verbal. Examples of conduct of behaviour which constitute sexual harassment include, but are not limited to :

Physical Conduct

  • Unwelcome physical contact including patting, pinchingm stroking kissing, hugging, fondling, or inappropiate touching
  • Physisical violence, including sexual assault
  • Physical contact, e.g. touching, pinching
  • The use of job-related threats or rewards to solicit sexual favours

Verbal Conducts

  • Comments on a worker’s appearance, age, private life, etc.
  • Sexual comments, stories and jokes
  • Sexual advances
  • Repeated and unwanted social invitations for dates or physical intimacy
  • Insults based on the sex of the worker
  • Condescending or paternalistic remarks
  • Sending sexually eplicit messages (by phone or by email)

Non-Verbal Conduct

  • Display of sexually explicit or suggestive material
  • Sexually-suggestive gestures
  • Whistling
  • Leering

Anyone can be a victim of sexual harassment, regardless of their sex and of the sex of the harasser. Convergence recognises that sexual harassment may also occur between people of the same sex. What matters is that the sexual conduct is unwanted and unwelcome by the person againts whom the conduct is directed.

Convergence recognises that sexual harassment is a manifestation of power relationships and often occures within unequal relationshops in the workplace, for example between manager or supervisor and agents.

Anyone, including employees of Convergence, clients customers, casual workers, contractors or visitor who sexually harasses another will be reprimanded in accordance with this internal policy.

All sexual harassment is prohibited wheter it takes place within Convergence premises or outside, including at social events, business trips, training sessions or conferences sponsored by Convergence.

Complain Procedures

  • Facilitate discussion between both parties to achieve an informal resolution which is acceptable to the complainant, or refer the matter to a designated mediator within the company to resolve the matter.
  • Ensure that a confidential record is kept of what happens.
  • Follow up after the outcoume of the complaints mechanism to ensure that the behaviopur has stopped.

Formal Complaints Mechanism

If the victim wants to make a formal complaint or if the informal complaint mechanism has not led to a satisfactory outcoume for the victim, the formal compalint mechanism should be used to resolve the matter.

The designated person who initially received the complaint will refer the matter to a HRD to instigate a formal investigation. The HRD may deal with the matter him/herself, refer the matter to an internal or external investigator or refer it to a committee of three others in accordance with this policy.

The person carrying out the investigation will:

  • Interview the victim and the alleged harasser separately
  • Interview other witnesess
  • Decide wheter or not the incident(s) of sexual harassment took place
  • Produce a report detailing the investigations, findings and any recommendations.
  • If the harassment took place, decide what the appropriate remedy for the victim is, in consultation with the victim (i.e. -an apology, a change to working arrangements, a promotion if the victim was demoted as a result of the harassment, training for the harasser, discipline, dismissal, sent the data to No Recruit List)
  • Follow up to ensure that the recommendations are implemented, taht the behaviour has stopped and that the victim is satisfied with the outcome.
  • If it cannot determine that the harassment took place that the harassment took place, he/she may still make recommendations to ensure proper functioning of the workplace
  • Keep a record of all actions taken
  • Ensure that the all records concerning the matter are kept confidential
  • Ensure that the process is done as quickly as possible.

Monitoring and Evaluation

Convergence recognises the importance of monitoring this sexual harassment policy and will ensure that it anonymously collects statistics and data as to how it is ued and wheter or not it is effective.

HRD that who responsible for dealing with sexual harassment cases will report on compliance with this policy, including the number of incidents, how they were dealt with , and any recommendations made. This will be done on a yearly basis. As a result of this report, the company will evaluate the effectivenes of this policy and make any changes needed.


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