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A Sexual Harassment Policy sets clear rules and procedures to prevent and address unwelcome sexual conduct in the workplace. Under Hong Kong's Sex Discrimination Ordinance, organizations need these policies to protect employees from inappropriate behavior like unwanted touching, offensive jokes, or sexually suggestive comments.

The policy explains what counts as harassment, outlines reporting procedures, and describes the consequences for violations. It helps companies create a safe work environment by giving staff and managers practical guidance on preventing harassment, handling complaints, and supporting affected employees. Good policies also include details about confidential reporting channels and protection against retaliation.

Every Hong Kong organization needs a Sexual Harassment Policy from day one of operations. It's essential when hiring your first employee, opening a new office, or expanding your team. The policy becomes particularly crucial during orientation sessions, after workplace incidents, or when updating company handbooks.

Use this policy actively during staff training, when handling complaints, or if you spot concerning workplace behavior. Many companies review and update their policies annually or when legal requirements change. Having clear guidelines ready helps resolve issues quickly, protects both employees and the organization, and demonstrates compliance with the Sex Discrimination Ordinance.

• Basic Policy: Sets out essential definitions, reporting procedures, and disciplinary actions - ideal for small businesses and startups in Hong Kong.
• Comprehensive Policy: Includes detailed investigation protocols, multiple reporting channels, and extensive examples of prohibited conduct - suited for larger corporations.
• Industry-Specific Policy: Adapts requirements for sectors like hospitality or education, addressing unique workplace scenarios and risks.
• Multilingual Policy: Features dual-language text in English and Chinese, ensuring clear communication across Hong Kong's diverse workforce.
• Digital Workplace Policy: Covers virtual harassment, including social media conduct and online meetings - crucial for remote teams.

• Human Resources Teams: Lead the drafting and implementation of Sexual Harassment Policies, conduct training, and manage complaint procedures.
• Company Directors: Review and approve policies, ensure compliance with Hong Kong laws, and demonstrate leadership commitment.
• Line Managers: Enforce policy guidelines, report violations, and maintain a harassment-free environment within their teams.
• All Employees: Must understand, follow, and sign the policy, with rights to report incidents and seek protection.
• Legal Advisors: Review policy content, ensure alignment with the Sex Discrimination Ordinance, and guide investigation processes.

• Company Assessment: Map your organization's structure, employee count, and industry-specific risks to customize your Sexual Harassment Policy.
• Legal Requirements: Review Hong Kong's Sex Discrimination Ordinance and Equal Opportunities Commission guidelines.
• Reporting Chain: Establish clear complaint procedures and identify staff responsible for handling reports.
• Training Plan: Outline how you'll communicate the policy and educate employees about their rights and responsibilities.
• Documentation System: Set up secure methods to record complaints, investigations, and resolutions confidentially.
• Review Process: Schedule regular policy updates and effectiveness assessments.

• Definition Section: Clear examples of what constitutes sexual harassment under Hong Kong's Sex Discrimination Ordinance.
• Scope Statement: Coverage for all work-related settings, including office premises, events, and online interactions.
• Complaint Procedures: Step-by-step reporting process, timeframes, and confidentiality measures.
• Investigation Protocol: Fair and thorough investigation procedures, documentation requirements, and timeline commitments.
• Disciplinary Actions: Range of consequences for policy violations, from warnings to termination.
• Anti-Retaliation Clause: Protection for complainants and witnesses who report incidents in good faith.
• Training Requirements: Mandatory awareness sessions and refresher courses for all staff levels.

A Sexual Harassment Policy differs significantly from a Bullying and Harassment Policy in several key ways, though they both aim to protect employees. While sexual harassment policies focus specifically on unwanted sexual conduct, bullying policies cover a broader range of hostile behaviors.

• Legal Framework: Sexual harassment policies align specifically with Hong Kong's Sex Discrimination Ordinance, while bullying policies draw from general employment and workplace safety laws.
• Scope of Behavior: Sexual harassment policies address unwanted sexual advances, requests for sexual favors, and sexually-oriented conduct, while bullying policies cover intimidation, verbal abuse, and non-sexual hostile actions.
• Investigation Procedures: Sexual harassment cases require specific confidentiality protocols and gender-sensitive handling, whereas bullying investigations follow more general workplace dispute procedures.
• Training Requirements: Sexual harassment prevention training needs particular focus on gender dynamics and appropriate workplace conduct, while anti-bullying training covers broader interpersonal skills.