HOW BAD IS SEXUAL HARASSMENT AND GENDER DISCRIMINATION TO JOB CANDIDATES?
As usual Daraja la Ajira Tanzania comes to our social networks groups to discuss on the viral and global issue of Gender discrimination and sexual Harassment on overall process of recruitment in most countries of the world and focusing our case study in Tanzania.
Before I proceed, let me lay down the general definition of the terms which we had being discussing and reached to the point of different views on the solutions to the problems where as our main goal for the discussion was to gain Equal employment opportunity.
Gender Discrimination also known as sexual discrimination, is any action that specifically denies opportunities, privileges, or rewards to a person (or a group) because of gender. The practice of letting a person's gender become a factor when deciding who receives a job or a promotion, is gender discrimination. When gender is a factor in other decisions about employment opportunities or benefits, that too is gender discrimination. While most discrimination charges claim that a woman (or women) was discriminated against in favor of a man (or men), there have also been cases where males have claimed that they have been discriminated against on the basis of gender. These cases are usually referred to as "reverse discrimination." (source: encyclopedia)
And on the other side, Sexual Harassment is a term used to describe actions that make use of sexual comments or acts in order to intimidate those with whom one works. Sexual harassment is illegal. Sexual harassment is a form of sex discrimination, it is a violation of Title VII of the Civil Rights Act of 1964. Title VII applies to all employers with 15 or more employees. Many actions can be legally shown to be either sexual harassment or to contribute to a hostile or offensive work environment. The Equal Employment Opportunity Commission (EEOC) defines sexual harassment as follows: "Unwelcome sexual advances, requests for sexual favors, and other verbal or physical contact of a sexual nature constitute sexual harassment when: 1) Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment. 2) Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individuals. 3) Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment." But legal experts warn managers and business owners that definitions of sexual harassment extend beyond these boundaries. Although most people think that sexual harassment involves conduct of a sexual nature, based on a study of case law, this is not true. Sexual harassment includes acts that are not overtly sexual but rather are directed at individuals based on their gender. Therefore, profanity or rude behavior that is gender-specific may create a work environment that legally supports claims of sexual harassment.(source: encyclopedia)
Both being on the same Origin and nature (perpendicular) is the reason of summing up together to our point of discussion in Daraja La Ajira Tanzania. According to International Labor organisation (ILO) whereby its primary is to promote opportunities for women and men to obtain decent work in conditions of freedom, equity, security and human dignity. Gender equality is a key element in reaching this goal and is a cross-cutting policy driver for all ILO policy outcomes on its publication to the cases of Gender Discrimination (GD) and sexual Harassment (SH) stated that Gender inequalities are rooted in the different
roles and identities given to individuals depending on whether they are male or female (OECD 2009). Within the labour market, gender inequalities are fostered and maintained by the same traditional structures that assign women and men to particular roles, which in turn create gender differentiated expectations, with several implications for equitable sustainable economic and social development. In most cases, it is the women who are affected
(Box 2) and limited in their choice of employment across sectors. They are segregated into particular types of occupations which are vulnerable and insecure (ILO 2012c). Women are more likely than men to end up in jobs with low pay, low security and limited social mobility. In addition, they are often heavily represented in the informal economy,
where their exposure to risk of exploitation is usually greatest with the least formal protection (ILO 2011). Eight out of ten women workers for example are considered to be in vulnerable employment in sub-Saharan Africa and South Asia, with global economic changes taking a huge toll on their livelihoods (Guerrero and Stock 2012).
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On my point of view regarding the topic discussed in Daraja La Ajira Tanzania, the problems and challenged of GD and SH have been into existence due to the simultaneous factors whereby we need to get rid of the reasons to attain Green Jobs as according to ILO.
First, The Nature and Origin of the mankind. This is most influential cause of GD and SH inmost of the economic activities area affecting women on the demand of getting jobs. Since we are living the world with ancient History and believes such as of faith and religion, it has developed the human to have vivid description of one gender in terms of another when it comes to the economic opportunities such as employment. Some of the natural believes are such as; Men in always the leader of the family, Women are seen as sex toys, the major activity of women is to give birth and take care of her children,Women unable to take leadership position even on community level, Men are born for hard-work and women for soft related tasks etc
Second, The artificial ways of human being in describing another behavior of mankind due to the differences of culture,ethnicity,color and attitudes. Due to the differences of believes, norms and social conducts from one society to another, there occurs various conspiracy about life especially when it comes to the area of Hiring process. There some vivid behaviors on Gender such as; 1. Type of wearing, 2. The shape,size and appearance of the gender 3. Talking,looking style and many others might foster the scenario of GD and SH to occur in recruitment activities.
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For example; It is a real situation that appeared several years back when I was invited by one company to be among the interview panelist for the certain post. As known the duty of panelists is to interview the Job candidates intensively in order to get the most preferred candidates. She came a lady, was very smart and good upstairs as per her CV. As she was sitting in the interview my fellow panelist saw something like beads that the lady wore on her legs. She was wearing the reckless on the left and right legs and it was very nice traditional culture leg beads. Suddenly it came a short note from him telling me that the candidates looks good but its a mistake f we hire her since she may be involving in some sexual abuse behaviors like prostitution. The note made me feel very embarrassed since with her CV i recognized she was coming from the community where the bead in legs were just worn by ladies as a symbol of beauty and self control. It was a rare discussion with him all the way after the interview session, just to make him understand on his confusions meaning of the leg beads that the lady wore and finally he came to the clear understanding of culture differences which was opposite form his perspective. Similar cases occurs as per above example when it happens a certain gender have a look that resembles Fat, flat, tall, short and otherwise.
Inclusion, the Third cause being the Demands of corporate policies, the terms and conditions that might hinder another gender in achieving occupation in the company production activities. Each company has its different Hr policies which are directly related to production units. When it comes to the hiring practices, and lets say a male and female enters into the recruitment funnel of that particular industry a female or male can be in the position of empowered due to the availability of particular policies set by the organisation. Females in most cases are abandoned in manufacturing industries due to some believes and description of strength, capability and sustainability of duties and activities that might be assigned to her. Some industries might prefer females that are good looking or beautiful and ignore males such as in airlines industries the jobs related to air hostess, sales and marketing personnel. Also some industries might dismiss the females candidates who are at the age of getting married or pregnant due to the prolonged time they can request for leave and resulting into difficulties into the production process. Therefore the issues of GD and SH might occur due to artificial conditions based on the demands of Corporate world.
To prevent the ongoing situation of Gender Discrimination (GD) and Sexual Harassment on Hiring process, Daraja La Ajira Tanzania and its delegates proposed various solutions as an action towards the prevailing situations in various industries.
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Among our favorite and Experienced official Madam Rose Mwalimu ( former UNESCO employee) suggested the following measures to prevent or reduce SH and GD on recruitment process;
" Kuepuka unyanyasaji wa kijinsia wakati wa usaili:
1. Uwe nadhifu kwa kuvaa nguo zenye heshima (zisibane kuonyesha maumbile, zisiwe fupi Sana kuonyesha utupu, kifua kifunikwe kisioneshe sehemu za matiti, nguo isionye-transparent)
2. Ingia kwenye chumba kwa unyenyekevu hukubukijiamini
3. Utakapokaribishwa kuketi, fanya hivyo kwa unyenyekevu ukihakikisha kuwa umejihifadhi vizuri. Kaa upright
4. Onesha ukomavu unapozungumza sio kupepesapepesa macho kuashiria kwamba umefuata zaidi ya usaili (suggestive moves/presentation)
5. Usiangalie chini au kushikashika kitu unapojibu maswali
6. Usilegeze macho unaposikiliza swali
7. Jiamini usikubali maneno yanayoelekea kwenye udhalilishaji "
In finalizing the article, I would propose other recommendations to take place as a measure of eliminating GD and SH in recruitment process;
1. Developing throughout training and seminars programmed in the lowest level of the communities especially in rural areas of Tanzania for the sake of building awareness and knowledge to the importance of Gender equality and Green Jobs related issues that might be fostered by various NGOs and public sector organisations available in the country.
2. Creation of Comprehensive policies which shall attract Zero tolerance actions to the employers who might be found guilty of Gender Discrimination and Sexual Harassment practices in the hiring process of the respective companies. The policies shall be made based on the clear investigation and research of the norms, culture and perspectives of various job candidates from various communities.
3. Continuous effort must be made on educating the importance of Self
awareness,confidence building and Control to Youth Generation in the country like Tanzania who typically enter to the trap of facing the actions of Gender Discrimination and Sexual Harassment on the hiring process so that to precise enjoy their career life.
4. Also Digitization of Hiring process can help figure out the situation of GD and SH happening on recruitment process. Through digital technology is so easy to trap and identify misuse of power from the employers to the job seekers during the general hiring process for the initial stage.
If you feel in touch with the article and our DARAJA LA AJIRA TANZANIA topics in General do not hesitate to connect with us Via our whatsapp groups and Telegram through the following links;
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Among the most important thing I would like my readers to know is that While publishing this article on the Days of March 2020, The whole world was facing Epidemic disease known as COVID-19 which was caused by a virus originated in Wuhan China in the year 2019.
Corona virus that caused the disease which started in Wuhan China, spread in most countries of the World in uncontrolled speed and led to massive death of people in the world. The European countries like Italy and Spain countered a number of Death that followed to the Global state of Emergency.
It was a terrible situation to the most countries and on the side of my country Tanzania, the government announce 30 isolation days in order to rectify the spread of the virus to the rest of citizens though mortality rate was below 2%.
Then occurred diplomatic battles between China and USA, each one complaining and blaming another on the introduction of the virus to its particular country. According to my critical thinking the Corona virus might have introduced due to the following 3 causes; 1. It was developed by human as a weapon of mass destruction due to Economic battles of the great nations, 2. It might developed due to the Electrification of the earth due effects appear as new electric waves are send to the universe ( Current we observed the introduction of 5G networks which is 10x stronger compared to previous networks) 3. It might be developed as a result of Genre fission giving the ability the animals like Bats, Camel and snakes to produce dangerous poison that contains corona virus.
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