How do you face sexual harassment at work place?

awareness is the answer.
spread awareness and set strict policies.

How do you face sexual harassment at work place? This question begs the participation of Government, the society (people), NGOs ,the employer and employees.
Sexual harassment at work place is a menace and actually infringes upon the fundamental rights of the victim.
The victims in vast majority of the cases are women.
Sexual harassment includes any one or more of unwelcome acts or behaviour like physical contact and advances, a demand or request for sexual favours or making sexually coloured remarks or showing pornography.
ROLE OF THE GOVERNMENT In any country the prime responsibility of the Government is to guarantee that the Rights charter.
Constitution of a nation and the right to life of any citizen to live with dignity under and right to practice any profession or to carry on any occupation, trade or business also includes a right to a safe environment free from sexual harassment.
If proper legislation is not in place, the citizens through their elected representatives in the parliament / Government must induce enactment of laws to prevent sexual harassment at work place.
ROLE OF EMPLOYER1.
Employers can prevent many cases of sexual harassment by having a clear, comprehensive anti-sexual harassment policy in place.
In cases of alleged sexual harassment, the policy will alert all parties to their rights, roles and responsibilities.
Policies must clearly set out how the sexual harassment will be dealt with promptly and efficiently.
Everyone should know about the anti-sexual harassment policy and the steps in place for resolving complaints.
This can be done by: • giving policies to everyone as soon as they are introduced • making all employees, etc.
aware of them by including the policies in orientation material • training people, including people in positions of responsibility, about the policies, and educating them on human rights issues.
An effective sexual harassment policy can limit harm and reduce liability.
It also promotes the equity and diversity goals of organizations and institutions and makes good business sense.
Employers should monitor their environments regularly to make sure they are free of sexually harassing behaviours.
Taking steps to keep a poison-free environment will help make sure that sexual harassment does not take root, and does not have a chance to grow.
The employers should • Set up a Sexual Harassment Complaints Committee which is headed by a woman • has a minimum of50% women members • has at least one outside member who is familiar with the issue.2.
Make the employees aware by • widely publicising the guidelines • awareness workshops • members' name and addresses prominently displayed.3.
Amend conduct rules of the institution to prohibit sexual harassment.4.
Ensure that no employee, especially women employees have any grounds to believe that she/he is disadvantaged in connection with the employment if she complains about sexual harassment.
ROLE OF EMPLOYEES If you believe that you have experienced sexual or gender-based harassment, try, where possible, to resolve the problem through any internal policies or resolutions mechanisms your organization may have.
If you are in a union, you may wish to contact your union for assistance.
Using an internal mechanism does not always replace your right to file a human rights claim, or to proceed in other ways.
In more extreme cases, sexual harassment is a criminal offence.
It is a crime if the harassment involves attempted or actual physical assault, including sexual assault, or threats of an assault.
Stalking is a crime called “criminal harassment.” Where sexual harassment includes any of these things, you can contact your local police service.
The following strategies were found to be effective in dealing with sexual harassment • Say NO to the harasser! Be direct.
• Write a letter to the harasser.
Describe the incident and how it made you feel.
State that you would like the harassment to stop.
Send the letter by certified mail.
Keep a copy.
• Keep a record of what happened and when.
Include dates, times, places, names of persons involved and witnesses, and who said what to whom.
• Tell someone; don't keep it to yourself.
By being quiet about the harassment, you don't help stop it.
Chances are extremely good that you aren't the only victim of your harasser.
Speaking up can be helpful in finding support and in protecting others from being victims.
• Finding out who is responsible for dealing with harassment on your organization and whether you can talk in confidence to that person.
Almost all organizations have sexual harassment policies, procedures and individuals or counsellors who administer them.
• Find out what the procedure is at your workplace ; it is the organization's responsibility to provide you with advice, help and support, but such meetings at the workplace can provide an important record if legal action is ever advisable.
• If you are a union member, speak to your union representative.
Unions are generally very committed to eliminating sexual harassment in the workplace.
• If you are experiencing severe psychological distress, you may want to consult a psychologist or other mental health professional who understands the problems caused by sexual harassment.
Contact • A lawyer.
The law surrounding sexual harassment is very complicated, and a lawyer will be able to explain both your and your employer’s obligations under Title VII.
An attorney will also be able to keep you informed of any deadlines that have to be met before a lawsuit is barred.
Many lawyers specialize in workplace discrimination, and they will be able to give you advice based on your specific circumstances.
Note : The subject is exhaustive and requires great effort to understand the intricacies involved.
This is an attempt.
please bear with me for any omissions and inconsistency if any

by creating rules against sexual harassement

Management needs to make strict rules regarding sexual harassment.
Employees need to be aware of the punishment of sexual harassment.
Victims of sexual harassment as well as those that witness sexual harassment should be given adequate to lodge complaints.
Complaints may be anonymous if necessary.
Management should look into each reported case of sexual harassment promptly and punish the perpetrator adequately.
Employees should know that sexual harassment is not something to be taken lightly.

By setting a strict and firm sexual harassement policy and applying it.

Educate your staff about this term and make strict rules that forbids it.

See sexual harassment means that spoil total image of company and same person .it is big disaster...

1.Éloignez-vous des rencontres individuelles.2.essayer préciser votre point de vue dans le sens de la relation.3.Éloignez-vous de l'excitation physique? méthode de robe.4.L'adhésion à la religion? Toutes les religions interdisent le harcèlement sexuel.

Create awareness and set firm disciplinary actions against culprits. Ensure proper dress code especially for women.

Sexual harassmnt cases should be given a priority and settled at the earliest.

Sadly, dealing with sexual harassment cases is a very difficult affair for the employer and the affected employee.  often, the harasser is someone placed above the victim in hierarchy making the position of the victim vulnerable in the organization.  notwithstanding most governments have brought in strict laws barring sexual discrimination and harassment at the workplace.  

However, a case of sexual harassment does not happen spontaneously.  there is always a background.  the harasser slowly makes advances which the victim fails to recognize and is not guarded against.  it may start by providing undue favours to the victim by the harasser.  as we often say 'prevention is better than cure', i strongly feel employees must take their profession seriously and never ever undue favours should be received.  people must have the prudence to understand that nothing comes for 'free'.  if your boss or a collegue suddenly starts showering favours on you, be alert, start taking precautions.  it is always better to politely refuse undue favours whenever offerred.  be professional and be assertive.

Most of the organizations have POSH - Prevention of Sexual Harassment at Workplace. I thing one should approach POSH - an independent body that takes care of these issues, when encountered with sexual harassment at work.