Threatening, abusive, or insulting language, comments or other non-verbal gestures Cyber bullying Sexual harassment Stalking
Co-workers Managers and workers Other people at the workplace, e.g. customers, contractors, interns and volunteers
Intentionally causing harassment, alarm or distress by using threatening, abusive or insulting words, behaviour or communication Intentionally publishing identity information, which causes the target harassment, alarm or distress Threatening to use or provoke the use of violence against the target
Discrimination is when a person is intentionally treated less favourably than others based on reasons other than merit.
What is the Workplace Fairness Act (WFA)?
‘Let me state clearly that we do not tolerate workplace discrimination, including towards LGBT individuals. We currently handle such cases under the TGFEP (Tripartite Guidelines on Fair Employment Practices) and will continue to do so.’ What are the Tripartite Guidelines on Fair Employment Practices?
Check your company’s internal policies. Even though SOGI may not be explicitly covered under the law in Singapore, some companies may have HR policies that do offer some protection. Familiarise yourself with the company’s stance on the issue if possible. Document your experiences in as much detail as possible. Tell a safe person what happened and record details that can be used to support your claim if you choose to file a complaint later. For instance, make voice notes or selfie videos where you talk about what happened, or send emails to yourself shortly after each incident. Contemporaneous records can serve as helpful evidence to establish a pattern of behaviour, even if you are not able to capture direct evidence of the discriminatory action. Make an effort to communicate with the other party, if you are able to. Sometimes, you may experience harassment even if the other person did not intend to harass you. If it is safe to do so, let the harasser know that their action is making you uncomfortable, and explain how their behaviour makes you feel and why. A mediator is likely to ask if you have tried telling the harasser to stop their behaviour. If the harassment continues despite your efforts to communicate, it will strengthen your case. Speak to your direct supervisor about the problem or file a complaint with your company’s HR department. Internal channels are typically your first port of call for resolving workplace disputes involving co-workers or managers. Failing that, report your experience to TAFEP.
You may also write to us if you need further assistance or advice.
