For example, early signs of the struggle to have sexual harassment recognised as workplace misconduct were seen when as far back as 1939, the call against sexual molestation of female workers by Europeans and 'Black Europeans' emerged in the strike organised by the Klang Indian Association. Again in 1950, 106 women and men rubber tappers from Panavan Karupiah Estate in Perak went on strike against sexual molestation (Rohana, 1988). .
Studies have found that women experience a disproportionately higher rate of sexual harassment, with survey figures ranging from 40 percent to as high as 80 percent of female employees reporting sexual harassment on their jobs by their male colleagues or supervisors (Aggarwal, 1992; Earle and Madek, 1993; ILO, 2001). In Malaysia, the first survey on sexual harassment was conducted by the Women's Section of the Malaysian Trades Union Congress (MTUC) in 1987. The study reported that 11 to 90 percent of the female respondents experienced sexual harassment in the workplace (cited in Sabitha, 2000). In the 1990s, a survey of 586 public administrators (422 men and 164 women) in the northern states of Peninsular Malaysia reported that 43.4 percent of the men and 53 percent of the women faced at least one form of sexual harassment (Sabitha, 1999). .
In relation with this, Trade unions and women's groups have called for laws specifically to combat sexual harassment in the workplace. Sexual harassment is one of the most offensive and demeaning experiences an employee can suffer. For the victims, it often produces feelings of revulsion, disgust, anger, and helplessness. It damages the victim's health. It results in emotional and physical stress and stress-related illnesses. Victims may experience severe emotional trauma, anxiety, nervousness, depression and feelings of low self-esteem. .
Further more, sexual harassment at workplace adversely affects employee morale and job performance.
