As a result, the government is to come out with a policy statement that contains the organization's policy on sexual harassment and its commitment to prevent it at the workplace.
CODE OF PRACTICE ON THE PREVENTION AND ERADICATION OF SEXUAL HARASSMENT IN THE WORKPLACE was introduced on August 17, 1999 to the public and is legally binding to all employers purpose is to provide practical guidance to employers, employees, trade unions and others relevant parties on the protection of the dignity of men and women at work. The aim is to ensure that sexual harassment does not occur and, if it does occur, to ensure that adequate procedures are available to deal with the problem and prevent its recurrence. The Code thus seeks to encourage the development and implementation of policies and practices which will ensure a safe and healthy working environment in every place of employment where individual employees, irrespective of status or position, are treated with dignity and free from any form of harassment, humiliation and intimidation of a sexual nature.
However, there are two major problems that need to be ironed out which include that the code is not legally binding, and also the need to eradicate the root of causes of sexual harassment still existed. The argument might be it's better to have a non-binding code than none at all but more efforts need to be undertaken to instill confident among workers and victims that their complaints will be handled fairly and accordingly. .
Azalina Othman (the president of Puteri Umno') was quoted that having a law on sexual harassment at the workplace would be more effective in dealing with the problem than having a Code of Practice on its prevention and eradication, though the code was still a good start. It is an internal matter and a lot depends on the discretion and wisdom of the employers. Although victims of sexual harassment were mainly women, the code was not pro-women but was also pro-man, as men were also known to be victims.