Guyana is a violent society that runs on patriarchal sexism. The violence that is regularly experienced by women and gender minoritised groups is found in every single section of our society. Even in places where professionalism is touted as being a given, this violence is present and festering, but often goes unaddressed.
This norm is partly due to the belief that women’s bodies are not really their own. This belief frames sexual harassment as being something that is normal and which needs to be ignored. To do otherwise can often result in women being labeled as troublemakers or not “team players,” and in the case of the workplace it can result in them being sidelined for promotions or even let go. So what often happens is that women are either explicitly or implicitly taught to view sexual harassment as not being a big deal and to suppress any feelings to the contrary.
We have become so accustomed to labeling sexual harassment as being primarily restricted to things such as catcalls on the streets, that its existence within working environments is just seen as normal. Sexual harassment, however, is not normal behaviour – it is predatory. Any uninvited or unwanted verbal, non-verbal, visual or physical behavior of a sexual nature, especially by a person in authority towards a subordinate, is sexual harassment. It can also take the form of superiors awarding or restricting promotions and other benefits based on sexual favours they receive from staff, often resulting in dismissal or other punishments against those who refuse. All of these acts are punishable under the Constitution and the Prevention of Discrimination Act.
When the topic of combatting sexual harassment in the workplace comes up, many people, men in particular, label it as being part of another “woke” agenda, aiming to suck the fun out of everything. They want to know why they shouldn’t comment on the looks and bodies of women, why they can’t call them “love” or other pet names in a professional environment and why they can’t let their fingers linger a few seconds longer than necessary. They rarely stop to think about how these behaviours can contribute towards a hostile and unsafe working environment as they are raised to believe that women’s bodies are always accessible to them. Most straight men rarely ever understand the necessity of consent and the harm of their unwanted behaviour until they feel a bit threatened by another man who they presume might have an interest in them. Only then are they sharply aware of what boundaries are, in and out of the workplace. Of course, men are also affected by sexual harassment, as women too are quite capable of creating unsafe and uncomfortable working environments.
It must be recognized that things such as gender and sexuality do not restrict sexual harassment, but women are overwhelmingly the main targets and annually untold numbers of them are harassed, severely impacting their ability to earn livable wages. Sexual harassment is a large contributor to the gender wage gap as women often leave unsafe working environments for ones that might pay less or ones that are of a much lower quality in order to feel safe. It also significantly impacts their mental health as they experience increased levels of depression, anxiety, post-traumatic stress disorder etc. Workplaces where sexual harassment is present do not come out unscathed as they also suffer due to high turnover rates, absenteeism, decreased employee morale and productivity.
It’s important to note that these toxic environments are not allowed to thrive on their own, but rather, are supported by those who turn a blind eye and actively seek to silence or punish those who take a stand against it. Victims often lack the support they need to challenge abusive work environments and this can be very isolating for them as they navigate the fallouts of coming forward. So it is important that employers ensure that their workplaces are ones that are safe and comfortable for women. A way to do this is by instituting anti-harassment programmes that are actually abided by, as it will ensure that you attract and keep talented persons who feel valued. Too often, we have a practice of developing policies with little to no implementation, but ensuring that there are designated HR personnel to address and process claims, matched with policies to protect employees against retaliation, is extremely necessary in promoting a work environment free from abuse.
