Abstract
This chapter focuses on four practical and strategic gender-integration needs of women migrants to combat sexual harassment in destination labor markets. The analysis of international/regional conventions and recommendations identifies the following four areas of possible intervention: 1) clear definition of sexual harassment along with operational indicators, 2) education of employees on different dimensions of sexual harassment at workplaces, 3) internal mechanism to combat sexual harassment at workplaces, and 4) access to justice and transparency in penalties against sexual harassment. The gender-integration analysis of given legislation, women migrant’s reported subjective experiences, and expert’s perspectives helps classify given legal provisions into gender-sensitive, -neutral, and - blind, and integration-blind categories.
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Notes
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- 2.
See Table A4 (Annex-I).
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- 4.
Structured infers to ‘proper educational program,’ whereas unstructured implies to ‘occasional information’.
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Swedish Employment Agency. (2019, February). An interview with official from Gothenburg. Sweden.
Swedish Gender Equality Agency. (2019, February). An interview with official from Gothenburg. Sweden.
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Tahir, M.W. (2021). Theme-IV: Sexual Harassment—Gender- and Integration-Sensitivity of Legislation. In: Responding to Women Migrant's Needs. Contributions to Political Science. Springer, Cham. https://doi.org/10.1007/978-3-030-63735-4_7
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