Sexual harassment investigators ready to serve
As one of 18 persons from the Bureau of Gender Affairs (BGA), who have been trained and certified to investigate reports of harassment, she will play a key role in ensuring compliance with the Sexual Harassment (Protection and Prevention) Act, 2021.
“It is a great journey we have embarked on as we seek to address the vexed issue of sexual harassment and to eliminate all forms of gender-based violence,” she said, at the graduation ceremony held earlier this year at the National Police College of Jamaica (NPCJ) in St. Catherine.
“We are now poised to support the implementation of and compliance with the Sexual Harassment Act. We are now strategically positioned to achieve the goals and objectives of the National Strategic Action Plan to eliminate gender-based violence in Jamaica,” she added.
Rochelle Graham-Barnes, who also participated in the training, said she is grateful for the opportunity to serve.
“We recognise the significance of this journey and how well-placed we are to serve our country better,” she noted.
She said that the training programme was rigorous but “we stayed the course and we all completed the training.”
The Investigative Level 1, Sexual Harassment Training Course, has equipped participants with the requisite information, knowledge and skills to assist persons seeking guidance and redress for matters relating to sexual harassment.
Done in conjunction with the Department of Criminal Investigation Training (D-CIT) at the NPCJ, the training covered criminal, civil and administrative investigative processes, with a major focus on moral and ethical approaches.
It included practical exercises, such as investigative interviewing using the PEACE model, courtroom preparation including witness testimony and the court process, among other areas.
PEACE stands for Preparation and Planning; Engage and Explain, Account, Clarify, and Challenge; Closure; and Evaluation.
The PEACE model of interviewing focuses on building rapport between the interview subject and the investigator and aims to build a sense of connection and ease.
The Sexual Harassment Act, which took effect on July 3, 2023, addresses concerns about sexual harassment that is employment-related, occurring in institutions or arising in the landlord and tenant relationship.
The Act contains provisions for dealing with sexual harassment in the workplace, schools, correctional institutions, places of safety, nursing homes, medical and psychiatric facilities, among other places.
Portfolio Minister, Hon. Olivia Grange, said the partnership between the BGA and the Jamaica Constabulary Force (JCF) to undertake the training will aid in the reduction of reports of cases of sexual harassment.
“It will reduce the legal costs for investigations and settlements, while also promoting ethical leadership and corporate responsibility and ultimately, result in long-term sustainability and success, redounding to the benefit of all parties concerned,” she noted.
Principal Director in the Ministry, Sharon Coburn Robinson, in explaining how the investigative officers will operate, said with a warrant, an officer can enter any place of employment or institution to ascertain whether provisions under the sexual harassment Act are being complied with, or provide specific timelines when entities must respond to lawful requests.
If persons refuse to cooperate with an investigation, they can be subjected to fines, and prison term in a parish court, she noted.
“We are champions for gender justice and …this training is part of the armoury that will allow us to serve more effectively,” Mrs. Coburn Robinson said.
Programme Facilitator, Detective Superintendent of Police, Carl Berry, said the report writing component of the course was critical because “no matter how good you are as an investigator, if you are unable to produce your findings in such a way that they can make sense, they will have little effect.”
Meanwhile, former Deputy Commissioner of Police (DCP), Fitz Bailey, highlighted the importance of organisations having clear policies in place to prevent and address sexual harassment, and to provide support for persons who experience harassment.
He said entities must also have sensitisation sessions “so that the employers can have a clear understanding of what the policy is. The company policy must be clear and abiding. Sexual investigation is very sensitive, and it must be handled with [thoughtfulness], confidentiality and tolerance.”
Permanent Secretary in the Ministry, Denzil Thorpe, for his part, said that workplaces must promote a culture of respect for the rights and integrity of all workers.
He urged all citizens to take a zero-tolerance approach to sexual harassment and “say no to all forms of abuse and violence.”
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