Any statement, action, or gesture with a sexual connotation, made by one person towards another in the workplace, that touches their body, affects their honor, or violates their modesty in the workplace, by any means, including modern technological methods.
This charter applies in the workplace whether the harassment originates from managers, or employees of the Ministry, or individuals related to the Ministry such as training applicants or job seekers, and the like.
Harassment in the workplace is defined according to what is mentioned in Article One of the Charter, whether it occurs during official working hours or outside of them, within the Ministry or outside of it.
The Ministry is responsible for providing a healthy and safe work environment characterized by mutual respect for all, in accordance with the following:
1. Taking the necessary preparations and arrangements to avoid seclusion between genders, and anything that may facilitate harassment or lead to it.
2. Ensuring that all employees and anyone related to this charter are notified through a circular, and that they sign to acknowledge receipt and commitment to it.
Everyone associated with the Ministry must avoid being alone with the opposite sex, and the guideline for this is:
Meeting in an open space, or leaving the door of the place open to allow visibility of what is inside.
Any person working in the Ministry or associated with it must adhere to the following:
1. Lowering one's gaze, respecting the personal space of the opposite gender, and refraining from discussing personal matters outside the scope of work, whether seriously, jokingly, insultingly, or otherwise.
2. Adhering to the official dress code, and regarding women's work attire, the hijab must be modest, loose-fitting, and non-transparent.
3. Reporting any incident of harassment that comes to their knowledge, even if they are not a party to it.
4. Maintaining the confidentiality of information upon learning of an incident of harassment.
The matter is raised to the Committee responsible for receiving harassment complaints in the event of experiencing an incident of harassment or becoming aware of it.