Developing Assertive Skills Sexual Harassment at workplace Nepal

"Developing Assertive Skills" Sexual Harassment at workplace Nepal Administrative Staff College 25 April, 2019, Sharu Joshi 1

Some Concepts �Gender Equality: Formal vs Substantive �Sexuality Right vs Sexual Violence �Sexual expression positive and Negative �SH a form Gender Based Violence � SH and gender ( male aggressive, female submissive , property) �Consent vs Consent with power relation 2

Gender Equality Journey �Global: � 109 years journey 1911 – 2019 �Male Network, Me To 0 Campaign, � 95% CEOs are men �SDG: Ending VAW by 2030 �National: �Constitution/Federal System � 41% women at local level governance �Substantive Equality is a challenge �SDG: Ending VAW by 2030 � 3

of}gh. Go b'Jo{jxf/sf] kl/efiff § dlxnf jf k'? ifsf] ; Ddfgdf cf 3 ft kfg]{ of}gh. Go Jojxf/ jf of}gdf cfwfl/t c. Go Jojxf/, h'g To: tf] Jojxf/df kg]{ Jol. Qmnf. O{ cg. Ol. R 5 t, cg'lrt / k. L 8 fbfo. L x'G 5. § s'g} Jojxf/ h; sf] c: j. Lsf/ jf : j. Lsf/f]Qm. L p. Qm Jol. Qmsf] hfu. L/sf] lg 0 f{o ; Da. Gwdf k|To. If jf ck|To. If ? kdf c; / kfb{5. § To: tf] Jojxf/df h; n] Jol. Qmnf. O{ eoo'Qm, clk|o jf k|lts"n sfo{: ynsf] jftfj/0 f l; h{gf ub{5. 4

of}gh. Go b'Jo{jxf/ eg]sf] s] xf] < of}gh. Go b'Jo{jxf/ eg]sf] of}gh. Go k|s[ltsf] clgl. R 5 t sfo{ xf] h'g k. L 8 fo'Qm, n. Hhfhgs, eoo'Qm / clk|o tyf slxn]sflx+ o; n] sd{rf/Lsf] sfo{Ifdtf, : jf: Yo cj: yf / h. Lljsfkfh{gdf ; d]t c; / kfb{5. of}gh. Go b'Jo{jxf/ eg]sf] s] xf]Og < Ps csf{k|lt cfslif{t b'O{ Jol. Qmx? a. Lrsf] ; xdt. Lk"0 f{ of}gh. Go ultljlwx? of}gh. Go b'Jo{jxf/ xf]Og. cfk; L cfsif{0 f jf ldqtf; Fu b'Jo{jxf/sf] s'g} ; Da. Gw 5}g. 5

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Conceptual Framework �Welcome vs unwelcome sexual offence �Consensual relation at workplace �Forms of Sexual harassment u u u Body mapping (meditation and Mapping) Fantasy and fantasy control Crossing the boundaries sexual harassment �Fantasy Resolution �Communicate uncomfortable �Need to learn when their advances are unwelcome/ become aware about sexual boundaries/comfort zone �Incorrect assumption cause serious misunderstanding �Sexual expression at work place ( should not confuse with business etiquette vs social etiquette) �Sexual in nature, misuse of power 8

Legal Framework �Formal vs informal sector �Definition �Mechanism/procedure �Quasi Judicial action �Third party accountability �Non Reprisal �Evidences �Preventive measures 9

dlxnf lj? 4 lx+; f Ps : j? k § dlxnfsf] dfgj clwsf/ / df}lns : jt. Gqtfsf] k|of]udf z"Gotf jf Ifltsf] l: ylt § lgh. L tyf ; fj{hlgs If]qdf lx+; fsf] df. Gotf sfd ug]{ 7 fp. Fdf klg lx+; f x'G 5 t/ lx+; fnf. O{ ; lx. G 5, t/ xfn cf. P/ o; nf. O{ nf~5 gf e. Gbf klg lx+; fsf] : j? ksf] df. Gotf. § dlxnfsf] ; '/Iffsf] k|Zg of}gh. Go b'Jo{jxf/sf] kl/efiff § dlxnf jf k'? ifsf] ; Ddfgdf cf 3 ft kfg]{ of}gh. Go Jojxf/ jf of}gdf cfwfl/t c. Go Jojxf/, h'g To: tf] Jojxf/df kg]{ Jol. Qmnf. O{ cg. Ol. R 5 t, cg'lrt / k. L 8 fbfo. L x'G 5. § s'g} Jojxf/ h; sf] c: j. Lsf/ jf : j. Lsf/f]Qm. L p. Qm Jol. Qmsf] hfu. L/sf] lg 0 f{o ; Da. Gwdf k|To. If jf ck|To. If? kdf c; / kfb{5. § To: tf] Jojxf/df h; n] Jol. Qmnf. O{ eoo'Qm, clk|o jf k|lts"n sfo{: ynsf] jftfj/0 f l; h{gf ub{5. 10

§ lje]bsf] : j? k xf]. (Discrimination) § bjfjsf] : j? k xf]. (Oppression) § zf]if 0 fsf] : j? k xf]. (Exploitation) § of}lgstf / of}lgstfsf] cle. Jol. Qm, clwsf/ xf] eg] of}gh. Go b'Jo{jxf/ lx+; f xf]. § c; '/l. Ift / c: j: y sfd ug]{ jftfj/0 fn] dlxnfnf. O{ xtf]T; flxtsf] jftfj/0 f ; [hgf ub{5. § c; '/Iffsf] cg'dfgdf sfdaf 6 jl. Grt 11

of]gh. Go b'Jo{jxf/sf] k|s[ltx? zf/Ll/s Ozf/fn] efjgf. Tds df}lvs n]v]/ jf lrqåf/f 12

of}gh. Go b'Jo{jxf/sf] k|s[lt df}lvs § Jol. Qm. Tj, z/L/, >[+uf/, n'uf cflbsf af/]df clgl. R 5 t of}gh. Go l 6 Kk 0 f. Lx? § æltd|f] n'uf c. To. Gt ; ]S; L 5Æ § æltd. Ln] of] e. Gbf cem 5 f]6 f] n'uf nuf. Psf] emg} ; 'xfp. F 5Æ § æltd|f xftx? Hofb} ; 'Gb/ 5, o; nf. O{ sfd u/]/ v/fa gu/Æ § æd]/f] ljrf/df ltd. Ln] cfkm'nf. O{ ; 'Gb/ b]vfpgsf nflu w]/} k}; f vr{ ug]{ u 5 f}{Æ § æcl. Znn r'6 lsnfx? Æ § æn}lËs k|s[ltsf] cfwf/df ckdfghgs l 6 Kk 0 f. Lx? Æ

zf/Ll/s �z/L/sf] c+ux? 5'g', 58sf] cf. Fvfn] x]g'{, 9 f 8 y. Kykfpg], c+ufnf] dfg'{, skfn rnfpg' O; f/f -xfpefp_ �cf. Fvf lem. Dsfpg', xftn] cl. Znn O; f/f ug'{ lnlvt÷cl. Znntf k|bz{g �g. Ug z/L/sf] t: j. L/ 6]a'ndf 5 f]8g' �of}gh. Go k|lqmofsf t: j. L/x? agfpg' 14

g]kfndf df}lvs / zf/Ll/s k|s[ltsf b'Jo{jxf/x? Hofbft/ x'g] ub{5. (SH at the Work Place in Nepal for ILO 2004) g]kfndf of}gh. Go b'Jo{jxf/sf] lj. Bdfgtf �$* k|ltzt dlxnf sfdbf/ sd{rf/Lx? n] cfkm"n] of}gh. Go b'Jo{jxf/sf] cg'ej u/]sf] atf. P. �!$ k|ltztn] cfkm"n] cg'ej gu/]sf] t/ To: tf] Jojxf/ sfo{: yndf x'g] u/]sf] atf. P. �xf]6 n !(=$Ü, lj. Bfno÷sn]h !(=$Ü �jfo' ; ]jf !(=$Ü, un}Frf !^Ü �tof/L kf]; fs !@=(Ü, c: ktfn !@=(Ü 15

of}gh. Go Jojxf/sf sf/s t. Tjx? �n}lËs lje]b , of}gh. Go b'Jo{jxf/nf. O{ dx. Tjk"0 f{ ljifosf] ? kdf df. Gotf glbg' �cf}krfl/s tyf cgf}krfl/s ; +o. Gqsf] cefj �zl. Qm ; Da. Gw , c: j: y sfd ug]{ jftfj/0 f �dlxnfnf. O{ j: t'sf] ? kdf x]l/g] , r]tgfsf] sd. L �of}gh. Go b'Jo{jxf/ lx+; f xf] e. Gg] df. Gotfsf] sd. L �; fdflhs, ; f. F: s[lts, df. Gotf d"No , sdhf]/ cfly{s l: yt �dlxnfsf] ; zl. Qms/0 fsf] cefj , �of}gh. Go b'Jo{jxf/sf] gf. OF e. Gg g; Sg] jf /f]Sg g; Sg] 16

§ § § k. Ll 8 tdf kg]{ c; / : jf: Yo ; d: of, hfu. L/ u'dfpg' tna j[l 4 af 6 jl. Grt, cfly{s k/lge{/tf ; fdflhs nf~5 gf, kfl/jfl/s ; Da. Gwdf Jojwfg sfd ug]{ ; Da. Gw, Jol. Qm ljsf; ÷a 9'jf gx'g' /f]huf/Lsf cj; /x? af 6 jl. Grt ; +: yfdf kg]{ c; / § p. Tkfbgz. Lntf tyf gfkmfdf sd. L , cf}Bf]lus ; Da. Gw § z. Lko'Qm dfgj. Lo ; |f]taf 6 jl. Grt, § sfdbf/ sd{rf/Lx? a. Lr k|lt: kwf{Tds efjgfsf] sd. L § vr{df j[l 4

Responsibility of Employer Incorporate sexual harassment as misconduct in the employee/worker's regulation in the enterprises Sexual harassment should be included as misconduct in the employee/worker's regulation with a provision of compensation to victims and actions to perpetrators. Establish an accessible and confidential Inquiry Procedure Institutions need to establish inquiry procedure, which is simple, effective and confidential so that victim will be encouraged to report and use the access to justice.

Inquiry Committee should include more women The inquirey committee need to comprise more women to consisting of at least one woman, a gender sensitive person, respected member of management and one psychologist. No reprisal against reporting Employer's should not discourage reporting of sexual harassment cases and guarantee no reprisal against reporting. Disseminate information to employees Employer's should ensure staffs are informed of all options for resolving the complaints.

Responsibility of Victim or Harassed Say no to sexual harassment Victim should tell the harasser that his/her behaviour is unwelcome. The harasser may stop once he knows that his behavior is unwelcome. Keep a record of harassment Record the details of when, where and how the incidents happened, this will make your case clear and give you confidence to report. Select a witness Share with someone you trust and willing to be a witness the incidence of sexual harassment, this gives you support for reporting the harassment.

Responsibility of Civil Society Create awareness against sexual harassment Awareness against sexual harassment needs to be raised significantly as there is a serious lack of knowledge on the issue of sexual harassment in the country. Support the victims of sexual harassment Victims coming for counseling, legal action or for advice should be given support from the NGOs working to address violence against women.

Advocate for law and policy against sexual harassment Civil society also needs to push for developing laws and policies Conduct training/programmes against sexual harassment Training programmes need to be conducted to equip employers and employees deal with sexual harassment.

Responsibility of Government Enact Laws and polices against sexual harassment Sexual harassment on laws and policies needs to be enacted. Monitoring Labour offices and other institutions needs to monitor the employment conditions of emplyees/workers/Trade Union. Research

sfo{: yndf x'g] of}gh. Go b'Jo{jxf/ sfg'g @)&! sfg'gsf] p 2]Zo ; '/l. Ift, : j. R 5 / dof{lbt jftfj/0 fdf sfd ug{ kfpg] Jol. Qmsf] g}; lu{s clwsf/nf. O{ ; 'lgl. Zrt ug{]. sfo{ : yndf x'g] of}gh. Go b'Jo{jxf/nf. O{ lgjf/0 f ug]{. sfg'gsf] If]qlwsf/ • ; /sf/L lgsfo÷skf]{/]; g÷kmd{, lgsfo, ; +ul 7 t ; +: yf, s. Dkg. L of}gh. Go b'Jo{jxf/ dflgg • • • of}g h. Go cfzon z/L/df 5 f]Pdf jf 5'g] k|of; u/]df cl. Znn lrq, klqsf ; fdu|L, k|ljlw k|bz{g u/]df n]v]/, af]n]/, Ozf/fn] cl. Znn cfzo k|s 6 u/]df of}gh. Go k|: tfj /fv]df of}gh. Go cfzon] lh: sf. Pdf jf x}/fg. L u/]df

• Joj: yfkssf] bflo. Tj -/f]syfd lgjf/0 f_ • ; ]jf zt{df Joj: yf ug]{, ; hu agfpg] -sd{rf/L tyf ; ]jfu|x. L_ • • bf]xl/g glbg ; 'wf/f. Tds sfo{qmd, dgf]ljdz{ ; ]jf -k. Ll 8 tnf. O{_ sfo{: yndf u'gf; f] k]l 6 sf, sfo{ljlwut hfgsf/L lbg]. u'gf; f] ; 'g'jf. O{ k|lqmof • • s; }n] klg ph'/L ug{ ; Sg]÷t]>f] k. Ifnf. O{ klg p. Q/bfo. L agfpg' kg]{ 36 gfsf] !% lbgleq ph'/L Joj: yfkgsf] clwsf/ • ; hfo • d]nldnfk÷ dfkm. L df. Ug nufpg], ÷; r]t u/fpg]÷Ifltk"lt{÷; ]jf zt{ adf]lhd ljefluo sf/jfx. L÷!% lbgleq sf/jfx. L ^ dlxgf s}b / %), ))) hl/jfgf, Joj: yfksn] bflo. Tj kfngf gdfg]df @%, ))) ; Dd hl/jfgf. , lgb]{zg jf cg'udgsf] lgb]{zg gdfg]df @%, ))) ; Dd ; hfo_, em'7 f ph'/Lnf. O{ !), ))) hl/jfgf, bf]xf]/of. P/ v/fa cfr/0 f u/]df bf]Aa/ -k|yd k 6 s_

Me Too Campaign and Beyond! �Agriculture Ministure in Asar 15 �#Me. Too: Nepal’s Women Speak Up �After taking India by storm, the #Me. Too movement has come to Nepal. Can it bring change? �two female journalists have accused Keshav Sthapit, of sexual harassment �Minister Sher Bahadur Rai �Vice President Poverty Alleviation Fund �Lalitpur School to University �Miss Nepal Episode �https: //www. youtube. com/watch? v=OCAuv 4 b 2 d 3 Q �https: //www. youtube. com/watch? v=Of 1 b 0 yp 72 Ds 26