Safe Workplaces, Cyber, and Women Harassment in Pakistan

Safe workplaces and women harassment in Pakistan

It is the role of all the publicand private organizations in Pakistan to ensure that they provide safe and respectful working conditions and also ensure the safety of women against harassment. As digital interaction grows and more people adapt to new working conditions, the significance of a complex set of policies to address the issue of Women Harassment in Pakistan at the workplace, including cyber harassment, has never been as significant. This comprehensive resource is a full guideline that is in line with the Pakistani laws, workplace policies, and cyber protection policies to assist institutions to protect the dignity, rights, and safety of women.

Learning about women harassment in Pakistan

Harassment refers to any undesirable verbal, physical, psychological, or electronic behavior that subjects women to an environment of hostility, fear or any action that is offensive. Several types of harassment are accepted in Pakistani law:

• Protection against Women Harassment in Pakistan at the workplace act, 2010, protection against harassment of women in the workplace.
• Cyber harassment according to the Prevention of Electronic Crimes Act, 2016..
• Sexual violence and abuse in accordance with the appropriate provisions of the Pakistan Penal Code.

An effective policy will be clear, transparent and have mechanisms of prevention and response.

The Women Harassment in Pakistan Legislation

Protection against women harassment in Pakistan at the workplace act, 2010.

This Act directs that any organization should:

• Provide a written harassment policy.
• Create a 3-member Inquiry Committee (with at least 1 woman in it).
• Post the policy in strategic places.
• Offer good complaint facilities.
• Carry out investigations in 30 days.
• Introduce disciplinary measures depending on the results.

It legally conducts the definition of women harassment in Pakistan including verbal, physical, psychological, and gender-based bullying in workplaces.

Prevention of Electronic Crimes Act (PECA), 2016

PECA touches on technology based harassment, which includes:

• Cyberstalking
• Identity theft
• Image sharing which is not a matter of consent.
• Defamation
• Threats and blackmail
• Personal information is accessed without authorization.
• Digital surveillance

It allows women to sue online harassment and this is one of the ways to preserve their safety even in cases when cyber threats are not confined to the office environment.

Basic Building Blocks of a Successful Women harassment in Pakistan Policy

Zero-Tolerance Declaration

We are the zero-tolerance policy of women harassment in Pakistan of any kind: verbal, physical, written, and digital. There is none that is exempt of the employees, clients, supervisor, contractor, and visitor. All should respect, be equal, and professional.

Policy Scope

This policy is applicable in all harassments that occur:

• On the physical workplace grounds.
• When in fieldwork or making duty visits.
• Online work-related areas.
• By emails, messages or through calls.
• In the social media or online.
• During events, traveling, or organization events.

An example of cyber harassment that takes place outside the working time, yet has an impact on the safety or dignity of a woman, falls fully under this policy.

Definition and Type of women harassment in Pakistan

Physical Harassment

• Unwanted touching
• Invasion of personal space
• Restricting movement in a direction or preventing it.

Verbal Harassment

• Gender-based insults
• Sexual jokes or comments
• Threats or abusive language

Psychological Harassment

• Intimidation
• Public shaming
• Character assassination
• Retaliatory behavior

Sexual Harassment

• Explicit suggestions
• Demands for sexual favors
• Sexual gestures or advances

Cyber Harassment

• Threatening messages
• Fake profiles
• Deepfakes and manipulated information.
• Cyberstalking
• Illegal image and information sharing.
• Internet blackmail and extortion.
• Unconsented spreading of personal information.

The present-day harassment policy should incorporate the digital misconduct to safeguard women both in the real world and the cyberspace.

Mechanism of Complaint Reporting.

Step 1: Submitting a Complaint

The women can file complaints via:

• Written application
• Email
• Online reporting portal
• Full-time women harassment in Pakistan Support Officer.

Complaints can be made under revealing or without identifying identity, but anonymous complaints have to be supported by evidence.

Step 2: The duties of the Inquiry Committee.

The Inquiry Committee at workplace should:

• Respond to complaints as soon as possible.
• Gather evidence, interviews and statements.
• Preserve confidentiality
• No revenge should be meted out.
• Close the investigation in 30 days.
• Write a report containing suggested fines.

Step 3: Safeguarding of Complainants.

The interim protective measures can include:

• Relocation of work place or manager.
• The involved parties may be temporarily relocated.
• Compensated leave of the complainant.
• Limited access to suspects.
• Confidentiality safeguards
• Cyber harassment support through cyber protection.

Step 4: Disciplinary action against Misconduct.

Penalties may be in the form of:

• Written apology
• Salary reduction
• Dismissal of supervisory position.
• Suspension
• Termination
• Blacklisting
• CRM in PECA or Penal Code.

In the case of cyber women harassment in Pakistan , the other measures can be to file a report to NCCIA / FIA Cyber Crime Wing.

Women harassment in Pakistan laws.

With the prevalence of cyber harassment in this country, companies should come up with strict policies that will guard the online presence of women.

Identification of the Cyber Harassment Threats.

Women face threats such as:

• Manipulation of deepfakes images.
• Fake social media accounts
• Data theft
• Online stalking
• Cyberbullying
• Sexual extortion
• Revenge porn
• Impersonation
• Dissemination of personal photographs.

Such threats usually spill over into physical injury.

Digital Safety Protocols

To ensure online protection:

• Use strong, unique passwords
• Turn on biometric authentication.
• Do not post personal information on the Internet.
• Lock mobile telephones and laptops.
• Restrict image and personal information.
• Scrutinize privacy settings on social media on a regular basis.
• Do not use suspicious links or president messages.
• Record electronic records of harassment.

The organizations are advised to encourage responsible Internet usage and do frequent training on cybersecurity awareness.

Reporting Cyber Harassment

The women who are cyber-harassed can:

• Report to FIA Cyber Crime Wing.
• Apply PecA complaint system.
• Cyber Harassment Helpline 0800-39393.
• Report abuse materials to social media.
• Inform the authorities in the workplace in case of harassment that is related to work.

Evidence is important in the preservation of screenshots, videos, URLs, and timestamps.

Developing a secure and welcoming Organizational Culture.

Organizations are required to create a place that women feel appreciated and safe.

Training and Awareness

• Anti-harassment training of all employees.
• Cybersecurity workshops
• New employees oriented frequently.
• Supervisor training in leadership.

Policy Visibility

• Have display policy on all entrance doors and billboards.
• Incorporate policy in employee manuals.
• Email and internal portals share.
• Address once a year in performance reviews.

Behavioral Expectations

All employees must:

• Respect boundaries
• Communicate professionally
• Ethically act in both online and offline actions.
• Help fellow employees who feel harassed.
• Protect confidentiality of investigations.

Institutional Responsibilities

We commit to:

• Adopting severe discipline.
• Enhancing cyber security.
• Giving confidential counseling and support.
• Promoting justice to complainants and accused.
• Fostering gender equality and appropriate conduct.
• Frequently revising policies that are in line with the law.