work duration, promotion, disciplinary action and leave. From the total number of claims examined from 2009 to 2013 close to one third were lodged by female employees. Moreover, the highest number of claims related to unfair dismissal followed by wage claims. However, documentation of sex disaggregated data relating to the claim types was not available to undertake a rapid analysis. 64. Sexual harassment at workplace is a daunting reality and an accepted norm for most employed women in the country. There is relatively high level of workplace use of sexually suggestive language at work and lower incidence of more intimidating forms of sexual harassment and these tend to happen more to rural women than urban women72. Moreover, the reasons why women tend to do nothing about it includes; due to fear of not being believed, fear of stigmatization/ bringing bad name to the family and embarrassment and shame.73 65. The law on ‘Sexual Harassment and Molestation Prevention Act’ was ratified in May 2014, with the objective of prohibiting gender based discrimination at workplaces, educational institutes and other service providers. The law mandates workforces with more than thirty employees to create a committee with at least one female member to inquire into sexual harassment complaints. 66. HRCM drafted the Sexual Harassment and Molestation Prevention Regulation as mandated under section 37 of this legislation in August 2014 and it was published in the government gazette by the President’s Office in October 2014. Between January 2011 and August 2013, a total of 07 cases of sexual harassment were lodged to HRCM. Out of these 7 cases, 3 were closed and 2 victims were guaranteed a safe working environment while lack of sufficient evidence could not prove the other case. Page 24 of 35