Sir, - I am writing this letter in response to the article "Harassment claims show desire for change" (The Irish Times, October 11th) for two reasons.
Firstly, I believe that SIPTU is to be congratulated on its decision to investigate the allegations of sexual harassment within its organisation. All too often, when allegations of harassment or bullying are made to whatever authorities, a hostile or a defensive stance, or even complete denial, is taken. Such attitudes were confirmed by some members of SIPTU at their meeting. Rather than a sympathetic hearing being extended, a complainant often finds him/herself judged to be a "troublemaker" and further victimised to the extent that he/she has little choice but to resign from their position.
It is naive for anyone to think that, because an organisation has a policy statement on harassment, this will guarantee an immunity from such behaviour. Not even our laws governing crime can prevent all crime. A policy can only make a clear statement that bullying/harassment will not be tolerated and that procedures are in place to protect staff. Thus the leadership of SIPTU was prepared to practise what it preaches: recognising the unacceptability of the alleged behaviour and stating unequivocally that the allegations will be investigated. All members of SIPTU should be encouraged and reassured by such action. Otherwise how can they be confident that they will be treated sympathetically and with an open mind if they were to become tomorrow's victim?
Secondly, I hope that the positive response that SIPTU has displayed in the face of allegations of sexual harassment will not only be an example to other authorities as to how "to conduct business" but, most importantly, will mean that a similar approach will be taken to complainants of the other forms of harassment/bullying, i.e. verbal, physical and psychological. Victims of sexual harassment can make a claim on the basis of one offence. In contrast to this, there is as yet no legislation to protect victims of non-sexual harassment and few organisations have developed policies to prevent or counter it. Yet increasingly, through my research in the area of bullying and harassment, I am aware of many victims of psychological harassment in the workplace who have suffered intensely in silence and in isolation for years, for fear of reprisals or in the knowledge that no action will be taken. I wish to take this opportunity to urge all unions and appropriate organisations to press for the introduction of the necessary legislation as has been done in some of our member states, e.g. Sweden, to protect employees from persistent offensive behaviour in the workplace. - Yours, etc., Mona O'Moore, PhD, FTCD, Anti-Bullying Research and Resource Centre, School of Education,
Trinity College,
Dublin 2.