By NOOR SYAHHIRA HADY & NURIN PATRA
From counselling and confidential reporting to stronger enforcement and cultural transformation, the final chapter of this series highlights the path forward in the fight against workplace harassment — told through the voices of leaders, advocates, and survivors.
A Call for Change and Support
If speaking up about harassment is fraught with fear and hampered by flawed processes, the question then becomes: how can the system be fixed?
Solutions must go beyond individual cases, focusing instead on safer reporting pathways, stronger workplace structures, tougher enforcement, and long-term cultural change.
Safer reporting pathways
Counselling Psychologist Dr Jamayah Saili said that support for individuals recovering from workplace harassment must be multifaceted, addressing both emotional and practical needs.
She said emotional support should be the first priority, with victims benefiting from safe and empathetic environments or peer groups where they feel heard and validated.
She added that access to professional counselling or therapists experienced in trauma is equally vital, helping survivors process their experiences and rebuild resilience.
“Practical measures in the workplace, such as flexible scheduling, reassignment, or additional safety protocols, can also reduce re-traumatisation and make it easier for victims to remain in employment,” she said.
She stressed that clear organisational policies and transparent reporting procedures are essential, assuring victims they can come forward without fear of retaliation.
“These elements together foster healing and signal a culture of accountability and care.”
Echoing this, the Women’s Aid Organisation (WAO) highlighted the urgent need for cultural and educational reform to complement legal mechanisms.
“Employers must also play their part by investing in gender-sensitive training and ensuring comprehensive sexual harassment policies are in place.
“Yet many workplaces still lack these basic protections,” it said.
Meanwhile, Minister for Women, Childhood and Community Wellbeing Development Sarawak, Datuk Seri Fatimah Abdullah, acknowledged that the state government is fully aware that even the best policies will fall short without effective implementation.
“Policy is only as strong as the people entrusted to enforce it. Therefore, enforcement must be backed by adequate human capacity, institutional preparedness, and a trauma-informed, empathetic response,” she said.
Inclusive and supportive workplaces
To make workplace reporting mechanisms safer and more trustworthy, Swinburne University of Technology Sarawak Campus Lecturer Donna Barclay opined that human resources (HR) needs to be clearly independent from management.
“Employees must be assured that investigations into accusations of workplace harassment will be handled sensitively and that all documents produced in connection with the investigation will be kept confidential and secure.
“HR also needs to be cognisant of the prevailing laws and recent amendments to the law that provide enhanced protections for the victims of workplace sexual harassment,” she said.
Commenting on broader efforts, Fatimah said the state government has invested significantly in building institutional capacity.
To date, she noted that more than 1,000 officers have undergone specialised training, including Certified Ethics Investigation Officers, HR officers, and psychologists.
“These were further strengthened through targeted ‘Training of Trainers’ sessions aimed at cultivating a skilled and responsive network capable of handling sexual harassment cases systematically, ethically and with sensitivity towards survivors.
“We are also encouraged to see the corporate sector taking proactive steps, with many adopting zero-tolerance policies and conducting awareness campaigns as part of their corporate social responsibility (CSR) efforts.
“These initiatives reflect a growing recognition that workplace safety and dignity are integral to organisational integrity and productivity,” she said.
Stronger laws and enforcement
In light of this, WAO said it welcomed the recent amendments to the Sarawak Labour Ordinance, which strengthen worker protections, including provisions relevant to sexual harassment.
“Additionally, the recent Industrial Court ruling affirming that sexual jokes can constitute harassment is a timely reminder that workplace culture must change alongside legal reforms.
“Moving forward, reforms must be backed by active enforcement from all relevant bodies in the employment ecosystem, including government agencies, employers, and unions, not just one actor alone.
“This must be supported by sustained funding and periodic evaluation, especially for agencies like KPWKM, to ensure that protections are tangible and lasting,” it said.
Looking ahead, Fatimah said that the Sarawak Government is preparing to undertake a comprehensive survey among civil servants to assess the real extent and nature of sexual harassment within the public sector.
“This initiative is vital because we need reliable data to inform our next steps, to identify emerging patterns, high-risk areas, and the barriers that prevent victims from coming forward.
“Without data, we essentially operate in the dark. But with accurate and disaggregated data, we can design more targeted interventions, refine our existing training modules, and allocate resources more efficiently to where they are most needed.
“Most importantly, this data will help us ensure that no individual, regardless of rank, role, or location, is left behind or left unprotected,” she said.
Survivors also face practical challenges, particularly financial ones.
According to the Social Security Organisation (SOCSO), employees who resign due to workplace sexual harassment can access support under the Employment Insurance System (EIS).
“Interim payments are provided within 14 days once a case is verified, with funds credited directly into the applicant’s bank account.
“The EIS framework also links claimants to training, upskilling, and new job placement opportunities, helping survivors regain financial stability and continue working without fear,” it said.
Awareness of this protection remains low, leading many to resign quietly without accessing the support available.
Changing culture, breaking silence
Fatimah said that at the same time, non-governmental organisations (NGOs) such as the All-Women’s Action Society (AWAM) continue to play a vital role in advocacy, education, and the provision of legal and emotional support to survivors.
She noted that their contributions form an essential pillar in the multi-stakeholder approach to tackling the issue.
In Sarawak, she added, the Sarawak Women and Family Department (JWKS) is also active through programmes such as the Women Workers Empowerment Programme, which builds awareness, resilience and support mechanisms, particularly among women.
One example, she cited, was an Anti-Sexual Harassment briefing at SK Saka, Betong, aimed at empowering rural women workers to speak out and seek help.
She also pointed to Sarawak Energy Berhad (SEB), which has institutionalised a comprehensive and survivor-informed framework to address sexual harassment.
This includes staff awareness sessions, secure and confidential reporting channels, and efforts to promote a workplace culture rooted in professionalism and respect.
“SEB’s proactive and structured approach serves as a model of good practice, one which we strongly encourage other organisations and corporations in Sarawak to emulate.
“Creating safe, respectful, and inclusive workplaces should be a shared responsibility, and we are heartened to see the private sector stepping up alongside government and civil society,” she said.
She pointed out that another exemplary organisation championing social change in Sarawak is the Sarawak Women for Women Society (SWWS).
Through its #bukansalahkamek campaign and the ‘Breaking Our Silence’ exhibition, SWWS has created platforms for survivors to share their experiences, challenge social stigma, and raise public consciousness.
SWWS is also active in legal advocacy, consistently pushing for stronger enforcement of the Sexual Harassment Act and broader reforms to ensure victims are protected and heard.
“Its support ecosystem includes the WINNE Helpline and WINNE’s Safe Space, a temporary shelter providing psychosocial support for victims of domestic and sexual violence.”
In education, she said SWWS continues to build awareness through workshops and training for teachers, counsellors, and parent-teacher associations on issues such as child sexual abuse, cyber grooming, healthy relationships, and safe boundaries, including in rural communities.
Fatimah stressed that addressing sexual harassment requires a multi-sectoral, collaborative, and sustained approach.
She added that efforts across the public sector, private corporations, civil society organisations, and legal institutions reflect a growing awareness and shared commitment to end harassment.
On the Tribunal for Anti-Sexual Harassment (TAGS), she added that the government is committed to supporting its rollout and ensuring the e-filing system is accessible to all, including rural and underserved areas.
Her message to survivors was clear:
“You are not alone. You are not at fault. You are not invisible. Your safety, dignity, and voice matter. Whether you choose to report now or later, you have the right to support, to heal, and to justice.
“Please know this: When you speak up, you are not just helping yourself, you are helping to make Sarawak a safer place for others too. And even if you are not ready yet, we see you, we support you, and we are here when you’re ready.
“There are organisations, helplines, and safe spaces dedicated to listening and helping you without judgment, and we in the Ministry are working every day to strengthen those pathways.”
While reforms are underway, survivors themselves say change must start with awareness and support.
Khairunnisa Alim (not her real name) said she was fortunate to receive backing from her boss and HR, which led to the perpetrator’s dismissal.
“Many women still don’t know what sexual harassment really is. Even the simplest things that make us uncomfortable count as harassment,” she said.
Her advice to others: “Remember the time, situation, and how it happened. Then make a report as soon as possible. This is not a small matter, it’s not something to take lightly. I know many women are afraid to speak up, but reporting is the right way to stop this problem.”
Luqman Abdullah (not his real name) shared a different struggle, saying stigma made it harder for men to be taken seriously.
“When men are harassed, people laugh or treat it as a joke. When women face it, there is sympathy, but when it happens to men, it becomes a punchline.
“I was traumatised, but when I tried to share, all I got were laughs and mockery. That made me feel humiliated and dirty,” he said.
He urged others not to remain silent.
“Don’t keep quiet. I regret staying silent. Find someone you trust, and don’t be afraid to make a report. If you let it go, the wound only gets deeper.”
Both agreed that greater awareness and stronger systems are crucial.
As the female survivor put it: “We must spread awareness, because many women don’t even know what harassment is.”
And the male survivor’s message was just as clear: “Harassment is harassment, regardless of gender. Without a culture of respect, the workplace becomes a living hell.”
