Gather Evidence (Reporting Guidelines)
When reporting an incident of workplace discrimination or harassment, presenting evidence will help strengthen your case. Possibilities include:
- Documents or screenshots like emails, messages, or comments made on any communication platform
- Eye witness accounts from anyone who saw the incident took place or have been treated in a similar way (Eye witnesses will be kept anonymous from the harasser if requested/possible for safety reasons)
- A log detailing your harassment and/or discrimination events
For individuals (eg. bystander/eye witness) who are reporting an incident on behalf of the affected individual, the reporting individual should connect with the affected individual to get their agreement before reporting the incident. Do understand that affected individuals have to do what is best to prioritise their well-being, protect themselves and heal, and sometimes, reporting an incident may not be a priority or an action they would like to take at that point in time.
Fill up the Harassment and Discrimination Reporting Form
The affected individual, a witness, or someone acting on behalf of an individual or witness reports and submits a complaint via Google Forms. If the person submitting the complaint wishes to name any persons involved (besides the accused), they should seek consent from the persons to be named.
Wait for the Investigation Team
Wait for the investigation team to reach out within 7 days to notify the reporter that form is received. Investigation team to advise on the next steps.
Monitor the Investigation Progress
If investigation not completed and resolved within 21 days from receipt of form, individuals are encouraged to:
- Report and talk to the investigation team.
- If the individual did not receive any follow up after 5 days, escalate to the HR/Board/Core team.
If needed, the following third-party support helplines can be used to report an incident:
| Singapore | ||
General workplace harassment and discrimination | Hotline: +65 6950 9191 | |
National Anti-Violence and Sexual Harassment Helpline | Violence and sexual harassment | Hotline: 1800-777-0000 |
| Indonesia | ||
Serikat Pekerja Nasional (Note that ActSEA is not eligible to register with SPN as we do not have enough employees) | General workplace harassment and discrimination | |
Kementrian Tenaga Kerja dan Transmigrasi | Ministry of Manpower and transmigration | |
Better Work Indonesia | General workplace harassment and discrimination | |
Workplace violence | Hotline: +62 821 2575 1234 | |
General workplace harassment and discrimination | ||
| Cambodia | ||
Cambodian Center for Human Rights | All kinds of discrimination | (+855) 17 50 50 50 |
Action and closure
The individual who has harassed the other party, participated in an act of harassment, or encouraged such conduct by others, shall be subject to rehabilitation and/or punitive action as meted out by the organisation.
In determining the appropriate punitive actions, the organisation will consider the totality of the case including, but not limited to, the following factors:
- The nature and seriousness of the offence;
- Prior misconduct by the harasser, both at the organisation or elsewhere;
- The role/seniority of the harasser
- The impact or implications of the misconduct on the wider organisation; and
- Any mitigating, aggravating, or compelling circumstances in order to reach a just and appropriate resolution in each case.
- The affected individual’s desired outcome or closure of the incident
To properly close the incident, ActSEA may take further actions that include but are not limited to:
- Monitoring the well-being of the affected individual
- Rehabilitating the harasser through counselling
- Publish a notification report (anonymize. Focus on facts, timeline, outcome and punishment)
Additional resources for the affected individual
TBC