Issue link: https://maltatoday.uberflip.com/i/1206972
13 maltatoday | SUNDAY • 2 FEBRUARY 2020 OPINION Renée Laiviera to be able to reach its NOx ceil- ing for 2030." Note the difference between this and the wording used for the other pollutants: "Emission projections for SO2, NH3 and PM2.5 demonstrate compliance with 2020 and 2030 ceilings, while emission projec- tions for NMVOC result in a non-compliance with the 2020 ceilings…" It is crystal clear that either ERA or their political masters are not ready to implement ef- fective measures to bring about a better air quality for all – for families, children and vulnera- ble people. I suspect that it is, in fact, the 'political masters' and ministers who are putting spokes in the wheels of progress in this area. Ministers want plans to include just a vague promise of induc- ing "a long-term (especially commuter) behavioural change of how people get to-and-from congested areas, which would lead to cleaner air throughout the Maltese Islands." Vague, wishy-washy and cowardly, instead of real lead- ership. This is what people should be voting for: well-be- ing and quality of life, not the business-as-usual and runaway economy that puts us at risk. AN estimated 83 million to 102 million women (45% to 55% of women) in the EU-28 have experienced sexual harass- ment since the age of 15 according to the European Union Agency for Fundamen- tal Rights' (FRA) survey. Among these women, 32% indicated the perpetrator as being a boss, colleague or a customer in the employment context. Sexual harassment is unlawful as per Ar- ticle 9 of the Equality for Men and Wom- en Act, and it is essentially defined as un- welcome sexual conduct. It may involve unwelcome physical contact, suggestive comments or jokes, unwanted invitations to go out on dates or requests for sexual interaction, intrusive questions about the private life or body, unnecessary familiar- ity, insults or taunts based on one's sex, sexually explicit emails or SMS messages. Here, the operative word is 'unwelcome'. In order to control such challenging behaviour all employers and service-pro- viders have a legal duty to protect their employees and service-users from sexual harassment. This can be effectively done by implementing an equality policy that categorically declares zero tolerance to sexual harassment. This signifies the or- ganisation's commitment to prevent and address sexual harassment in concrete terms. For a sexual harassment policy to be effective, it should be in a written format, reviewed and updated regularly, in line with current legislation, the sub- ject of consultation with individuals and groups within the wider environment of the organisation, widely available to all those who come in contact with the or- ganisation and explicitly endorsed by top management officials. Such a policy at the place of work is considered of considerable importance in the context of gender equality. To this end, the National Commission for the Promotion of Equality (NCPE) provides assistance to employers to draft or up- date such policies. In addition, having sexual harassment policies is one of the criteria of assessment for obtaining the Equal- ity Mark. This certi- fication is awarded by NCPE to companies or organisations that make gender equality one of their core values and whose management is based on the recog- nition and promotion of the poten- tial of all employees irrespective of their gender and caring responsibili- ties. Moreover, the NCPE is empowered by Chapter 456 of the Laws of Malta to investigate complaints of alleged sexu- al harassment in the workplace and to provide the necessary assistance and in- formation in the compilation of a com- plaint. Sexual harassment has become such challenging behaviour as evidenced by statistics given above, that for the first time ever, violence and harassment in the world of work are covered in new international labour standards, adopted at the Centenary International Labour Conference and now open for ratifica- tion by the International Labour Organi- sation (ILO) member states. The new ILO Convention acknowl- edges that violence and harassment, in- cluding sexual harassment, in the world of work affects a person's dignity, psy- chological, physical and sexual health, as well as their family and social environ- ment. The Convention protects every- one's right to work in an environment free from violence and harassment. In- deed, it takes an inclusive and integrat- ed approach, extending protection to all workers "irrespective of their contractual status" and including persons in training, apprentices, workers whose employment has been terminated, volunteers, job ap- plicants, jobseekers and persons exercis- ing the authority, responsibilities or du- ties of an employer. Furthermore, in line with the FRA re- search, the Convention acknowledges that gender-based violence and harass- ment disproportionately affects women and girls from entering, remaining and advancing in the labour market. A powerful message is thus being sent by this Convention acknowledging the unacceptability of violence and harass- ment. The underlying causes, includ- ing multiple and intersecting forms of discrimination, gender stereotypes and unequal gender-based power relations need to be tackled to combat sexual harassment at work when aiming for a society free from any form of dis- crimination. In this regard, NCPE is committed to combat sexual harass- ment at work to ensure that equality between women and men is truly safeguarded. The National Commission for the Pro- motion of Equality (NCPE) can be con- tacted on: 2295 7850 or equality@gov.mt or our Facebook page Sexual harassment at work: a tough row to hoe Renée Laiviera is NCPE commissioner "Employers have a legal duty to declare zero tolerance to sexual harassment"