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Abstract
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Article Information:
Sexual Harassment and Sexual Harassment Policy in Jamaica: The Absence of a National Sexual Harassment Policy, and the Way Forward
R. Peters and P.A. Bourne
Corresponding Author: Racquel Peters
Submitted: 2010 September, 06
Accepted: 2010 October, 09
Published: 2012 February, 20 |
Abstract:
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Within the Caribbean only countries such as Belize, Bahamas and Guyana have legitimized
legislation against sexual harassment. Countries such as Jamaica, Barbados and St. Kitts and Nevis have draft
bills before parliament. In the Jamaican context, the country in September 1981 signed the Convention on the
Elimination of All Forms of Discrimination Against Women (CEDAW) which came into effect in 1984 which
deals with the issue of sexual harassment under Articles 2 (Policy Measures and Legislation) and Article 11
(Employment). The current study is an assessment of sexual harassment, components of sexual harassment and
sexual harassment policies in Jamaica, and whether such policy would be effective within the context of the
culture. The methodology that was utilized for the study was ethnography. Ethnography focuses on describing
the cultural traits of a group and may also be used to explore and describe the relationship among variables.
This qualitative methodology was thought to be most suited for the nature of research as it describes and
situates the phenomenon of sexual harassment in a cultural context, both the broad Jamaican culture and the
specific organizational culture. Six themes emerged from the current study. These are culture and perception
of harassment; culture and element of harassment; culture and effectiveness of policy; power and power
relations and gendered response to harassment. It was postulated and agreed upon that there is no definite
definition for sexual harassment, it is fluid and based solely on one’s perception. One respondent said, “We’ve
been unable to define sexual harassment it doesn’t have to be intentional or not. Sexual harassment is pretty
much from the person’s perspective”. It was brought out during the study that culture would clearly define what
is constituted as sexual harassment. A respondent in an elite interview stated that in a Jamaican context sexual
harassment is very difficult to be identified because “these societal attitudes to woman and the woman’s bodies
is such that the woman’s body is not really her own she doesn’t have a right to decide what is to be done with
it, to it and sexual harassment is an extension of that” There was consensus in the focus group that policies such
as those for sexual harassment are not meant to act as deterrents per say but as back up plans, a tool to reach
for just in case the harassment occurs; “the rules are not enforced they are just there if something happens I
don’t think they can be enforced”. As it relates to the implementation of a policy to battle sexual harassment,
there were mixed notions. Most respondents were of the view that having a sexual harassment policy may be
somewhat effective. However, one respondent citing the experience he had working with Company Sefah
(fictitious name) that had a ‘no-hugging’ rule voiced his lack of confidence in the implementation and
effectiveness of any such policy. For Jamaica to move forward and achieve economic growth, it requires a
reasonably content and stable workforce coupled with steady output from countless organizations. Issues such
as sexual harassment should be deemed high priority and be combated through the use of effective policy,
because it has a great ability to disrupt and detract from the stability of the workforce and the level of
consistency of the output of organizations.
Key words: Jamaica, sex, sexuality, sexed culture, sexual harassment, sexual harassment policy,
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Cite this Reference:
R. Peters and P.A. Bourne, . Sexual Harassment and Sexual Harassment Policy in Jamaica: The Absence of a National Sexual Harassment Policy, and the Way Forward. Asian Journal of Business Management, (1): 1-19.
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ISSN (Online): 2041-8752
ISSN (Print): 2041-8744 |
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