Organizations such as IDIWA in trying to reach their aspirations are faced with internal and external challenges that affects implementation of designed programs and such challenges include but not limited to sexual harassment and abuse amongst staff and stake holders which affects its work and image internally and externally. Therefore, it’s incumbent upon the organizational leadership and management to put in place mechanisms and strategies to deal with such challenges.
Harassment is any improper and unwelcome conduct that might reasonably be expected or be perceived to cause offence or humiliation to another person. Harassment may take the form of words, gestures or actions which tend to annoy, alarm, abuse, demean, intimidate, belittle, humiliate or embarrass another or which create an intimidating, hostile or offensive work environment. Harassment normally implies a series of incidents.
Sexual harassment on the other hand is any unwelcome sexual advance, request for sexual favors, verbal or physical conduct or gesture of a sexual nature, or any other behavior of a sexual nature that might reasonably be expected or be perceived to cause offence or humiliation to another, when such conduct interferes with work, is made a condition of employment or creates an intimidating, hostile or offensive work environment. While typically involving a pattern of behavior, it can take the form of a single incident. Sexual harassment may occur between persons of the opposite or same sex. Both males and females can be either the victims or the offenders.
Therefore, it’s upon that back ground that IDIWA is seeking the services of an external expert to lead the process of developing its anti-sexual harassment and abuse policy to act as a guiding tool for all staff members and other stake holders while fulfilling IDIWA’s objectives and goals.
For details check on the link below
https://www.idiwaug.org/wp-content/uploads/2019/02/TOR-ASHA-POLICY-DEVELOPMENT.pdf