SEXUAL HARASSMENT IN THE WORKPLACE; A CASE OF PUBLIC SECTOR AT ILALA MUNICIPAL COUNCIL, TANZANIA

Abstract: Over the past few years, sexual harassment has received major attention as a social issue. One notable setting where this type of behavior frequently occurs is the workplace, where there are innumerable instances of individuals who have been taken advantage of by coworkers. Sexual harassment at work is a significant problem that affects both individuals and the organization, regardless of its intensity. Knowing how to stop or avoid, as well as how to handle through established policies, is essential to being able to address the issue. These kinds of measures assist in ensuring that the workplace is a place where everyone feels welcome. Therefore, the study aimed at understanding the level of knowledge employees have on the sexual harassment and how they interpret the ELRA, 2004 and the CECPSA, 2004. In Tanzania, no research has been done to investigate the level of understanding on those policies. The study focused on the two policies' interpretations because in every working organization there should be policies that guide, set boundaries and lead to better practice for accepted behavior within the organization. It also allows the managers to communicate and ensure all employees are following them, giving them guidance in any decision-making regarding the employment contract. When handling any disciplinary matter at workplace including sexual harassment in any public sectors in Tanzania the ELRA, 2004 and the CECPSA, 2005 are the major tools used by the Heads of departments. The study was qualitative research approach using case study design where Ilala Municipal as one of the public sector organizations in Tanzania was used as area for study. The data were collected by using telephone interviews with the Heads of department (group A respondents) and other supportive staffs (group B respondents) from the selected public sector. The public sector selected was representing others because it is the biggest Municipality in Tanzania with larger populations of employees and cases related to the sexual relationships and other related behaviors at workplace. The results from the findings revealed that, most of the employees at workplace understand the context of sexual harassment as it stated on the ELRA, 2004 and the CECPSA, 2005. The study also established that training capacity for employees should continue be practiced in the public sectors organization because learning process require repetition from what is known. The Heads of department are responsible to do monitoring and evaluations from any training that is within their organization to facilitate and increase the level of awareness to all employees in the working place.