The findings of a 2017 survey conducted by the British Broadcasting Corporation (BBC), which had 2,000 participants, revealed a striking reality: 50% of women in Britain acknowledged suffering sexual harassment in their workplaces, while 20% of men reported similar incidents. A significant majority of women (63%) and men (79%) opted to endure such incidents without speaking up or reporting them. It was found that the victims either did not want to report the abuse to the authorities because they were afraid of reprisals or because they thought the harassment was a joke. Sexual harassment in the workplace can be categorized into two types: quid pro quo and a hostile work environment. Quid pro quo refers to a situation when sexual services are exchanged for a benefit or reward, such as a promotion, salary increase, employment, more advantageous job assignments or shifts, or the prevention of termination. A hostile work environment encompasses various aspects that contribute to employees feeling unsafe and intimidated in their place of work, like the presence of sexual jokes, comments, display of inappropriate materials, unsolicited sexual advances, and inappropriate physical contact (Kabir and Islam, 2023).

According to the Law Phil Project, (2018) the Republic Act 11313, also known as the Safe Spaces Act (Bawal Bastos Law), was enacted in the Philippines on April 17, 2019. This law aims to penalize various form of gender-based sexual harassment, including sexist slurs, wolf-whistling, catcalling, intrusive gazing, cursing, and continually making sexual jokes. These acts are prohibited in public spaces, workplaces, training institutions, and online platforms. Therefore, individuals who are shown to have committed such an act can face penalties or imprisonment under this legislation. This legislation encompasses all instances of gender-based sexual harassment occurring in public areas, professional environments, and educational establishments, including online platforms, targeting individuals of any gender identity. The Safe Spaces Act aimed to fill the loopholes in the Anti Sexual Harassment Act of 1995. Sexual harassments concept has been expanded to encompass not only instances when it is performed by someone in authority, influence, or moral superiority, but also cases where it is perpetrated by strangers, colleagues, peers, or subordinates (Kona et al., 2023).

Notwithstanding the presence of legislation that penalizes Gender-Based Sexual Harassment, a significant number of individuals remain uninformed about its existence and some even dismiss its significance. In the present era, Gender-Based Sexual Harassment is recognized as a type of sexual harassment, and individuals who engage in such behavior can face penalties or imprisonment due to existing laws that safeguard the rights and safety of every person. However, despite these legal protections, Gender-Based Sexual Harassment remains widespread, and many offenders escape punishment. Gardner, (1995) suggests that this issue is pervasive and ingrained in our everyday existence, rendering any attempts to mitigate this kind of harassment futile. This gender-based workplace sexual harassment, particularly in the form of catcalling, is frequently disregarded due to its occurrence among colleagues and its disguised nature as a joke. Some individuals perceive catcalling as a means to offer a compliment, expressing admiration and appreciation for another persons physical appearance, or just a way to “lighten up the mood” and be funny. However, for the victim, this experience is highly distressing. The sensation of being objectified has a profound impact on how victims perceive themselves and present themselves to others. It impacts their entitlements to dignity, privacy, and autonomy as individuals. According to research by (Fuller-Tyszkiewicz et al., 2012; Kozee et al., 2007; Szymanski and Feltman, 2014), catcalling constitutes a form of sexual objectification correlated with heightened self-objectification, feelings of body shame, and psychological discomfort.

The primary objective of this Safe Spaces Act is to guarantee the right of every individual to a secure environment. Metro Roxas Water District (MRWD) is committed to upholding this by ensuring that its premises are free from any form of sexual harassment for both its personnel and concessionaires. Although it has been noted that MRWD personnel are knowledgeable about the Anti-Sexual Harassment Act of 1995 but their awareness of the Safe Spaces Act is minimal. Consequently, there is a concern regarding the level of awareness among MRWD employees and whether this awareness has an impact on the occurrence of this gender-based sexual harassment.

This studys primary goal is to ascertain whether Metro Roxas Water District employees awareness of the Safe Spaces Act, also known as Republic Act No. 11313, and the gender-based sexual harassment they experienced were influenced by their knowledge of the act.

A convergent mixed method research design was utilized, which both quantitative and qualitative data collected and analyzed, then compared their analysis to see if the data confirmed and disconfirmed each other. This study was conducted at the MRWD, covering the regular employees and job order employees. An interview guide and survey questionnaire were utilized to gather the needed data, providing a thorough understanding of employees encounters and perceptions of this gender-based workplace sexual harassment. The data collection period spanned from February 15, 2024, to March 22, 2024. The survey questionnaire aimed to collect quantifiable data on employees awareness, encounters, and perspectives concerning workplace harassment, thereby complementing the qualitative insights obtained from interviews. The research instruments validity and reliability were established through validation and reliability testing conducted with a sample of 30 MRWD employees, encompassing both regular and job order personnel. Quantitative data were analyzed using the Statistical Package for Social Sciences (SPSS) version 28, and qualitative data were assessed through thematic analysis to uncover significant patterns and insights.

The researcher conducted a systematic analysis and interpretation of the collected data employing various statistical tools to ensure accuracy, validity, and reliability in drawing meaningful conclusions. Frequency and percentage were utilized to characterize categorical data, offering an overview of response distribution. Frequency analysis quantified specific responses, and percentage calculations contextualized these values relative to the total number of responses, enabling the researcher to discern prevalent trends and patterns. The mean was calculated to ascertain the central tendency of the collected data, offering insight into the general responses or behaviors of participants, especially in Likert-scale survey items where numerical values were assigned to evaluate agreement, perception, or satisfaction levels. The researcher employed the F-test and T-test to assess statistical significance.  The F-test was utilized to evaluate variance differences among two or more groups, confirming that observed variations in responses across various demographics, including gender, department, or years of experience, were not attributable to chance. The T-test was utilized to compare the means of two independent groups, facilitating the identification of significant differences in responses related to variables such as gender or job position.

The Pearson correlation coefficient was employed to assess the strength and direction of relationships among variables. This tool assessed the correlation between increased awareness of workplace policies and a reduction in reported instances of gender-based sexual harassment. The application of these statistical methods enabled the researcher to derive reliable conclusions, identify significant patterns, and establish meaningful relationships among variables, thereby enhancing the validity and credibility of the studys findings. The participation of the respondents in the survey and interviews was voluntary. They were assured that all the information gathered from them would be treated with confidentiality and strictly for the use of the study. The identities of the respondents were protected and treated ethically. Also, necessary permissions from the individuals and entities were obtained first before the actual data-gathering procedure. Before taking part in the study, participants received thorough information about its goals, methods, possible hazards, and advantages. They were told that they might leave at any time without penalty and that their participation was optional. 

Measures were taken to ensure the confidentiality and anonymity of participants data. Identifying Information was removed or anonymized to protect participants privacy. The raw data were kept safely to stop unwanted access and were only accessible to the researcher.

Steps were taken to minimize any potential harm to participants. This included careful design of research procedures to avoid physical or psychological discomfort. Following the interview and the survey, participants received a debriefing to address any questions and offer more details about the study. The study sought to advance the knowledge on gender-based sexual harassment to benefit society and the organization. Efforts were made to ensure that the potential benefits of the research outweighed any potential risks to participants. Resources or support services were made available to participants.

Participants were treated with respect and dignity throughout the research process. Their autonomy and right to make informed decisions about participation were upheld. Any potential conflicts of interest were addressed transparently and ethically.

The result of the study revealed that the respondents possessed a considerable amount of information regarding several elements of the Safe Spaces Act. As seen by the high mean ratings for these categories, individuals were particularly well aware of problems associated with misogynistic, homophobic, and transphobic comments. The elevated   awareness of the Act, especially concerning misogynistic, homophobic, and transphobic comments, is attributed to the influences from social media, professional training initiatives, and robust gender advocacy efforts in the Philippines. Nevertheless, awareness of the laws Implementing Rules and Regulations (IRR) has diminished, presumably due to insufficient dissemination and an emphasis on recognizing harassment rather than legal enforcement. This indicates a want for enhanced knowledge on legal frameworks, encompassing reporting methods and legal rights. Research conducted by Borito and Yango, (2022) supported these findings, demonstrating that heightened exposure to gender equality campaigns significantly enhances public awareness and recognition of offensive comments and discriminatory actions.  Ali et al. (2017) reported that 87.3% of employees in their study recognized gender-based sexual harassment, indicating an enhancement in awareness of gender-based discrimination in recent years, attributed to institutional policies and increased societal discourse on workplace safety.

Nevertheless, there appeared to be a relatively lesser level of awareness regarding the implementation guidelines and regulations of R.A 11313, as evidenced by its lower mean score. This indicates a possible gap in the knowledge or understanding of the respondents regarding the precise legal structure and guidelines described in the act. The gap in respondents understanding of the legal structure and guidelines of the Safe Spaces Act may be due to complex legal language, limited public education, and a focus on awareness rather than enforcement. The implementing rules and regulations (IRR) are not extensively disseminated, resulting in a lack of clarity regarding procedural details. Furthermore, ambiguity in enforcement, prevailing social norms, and a deficiency of trust in institutions may inhibit more profound engagement with the legal framework. Although individuals may acknowledge the existence of harassment, they may not possess a comprehensive understanding of the reporting mechanisms, legal procedures, or associated penalties. This underscores the necessity for enhanced legal education and improved accessibility to pertinent information. These factors reflect the conclusions of Davidson et al. (2016), which indicated that although workplace policies addressing sexual harassment are in place, employees frequently lack awareness regarding the enforcement of these policies.  Ali et al. (2017) observed that despite organizational efforts to raise awareness of harassment, 59.3% of employees indicated a lack of understanding regarding formal complaint mechanisms and legal enforcement procedures.  The insufficient understanding of legal frameworks and reporting mechanisms indicates that employees may identify inappropriate behaviors but may lack the necessary tools to report them, pursue legal action, or ensure institutional accountability.  

Given that RA 11313s implementing rules and regulations had the lowest mean score, the results suggest that while respondents are well-informed about the various forms of gender-based sexual harassment, they are not as well-informed about RA 11313s implementing rules and regulations. The results show that while participants were well-informed on gender-based sexual harassment, they had relatively little knowledge of RA 11313s Implementing Rules and Regulations (IRR). Compared to the more complex and little-known legal processes and enforcement mechanisms, the disparity is probably due to the increasing exposure to discourse on harassment. Awareness efforts frequently emphasize the identification of harassment above comprehending reporting procedures, sanctions, and institutional obligations. The results underscored the necessity for improved dissemination of the IRR, streamlined legal education, and enhanced focus on enforcement protocols. The study conducted by Ali et al. (2017) confirms that though there remains a gap in employer initiatives to increase awareness, employees are quite aware of the concept of sexual harassment. 

The limited awareness of the Safe Spaces Acts IRR carries significant implications for workplaces, institutions, and policymakers.  Initially, it establishes obstacles to reporting and pursuing legal action, as employees may be reluctant to report harassment due to ambiguity regarding legal protections and procedural requirements. Victims may be deterred from filing complaints due to fear of retaliation or a lack of confidence in enforcement mechanisms.  Ineffective implementation of the Act may arise if workplaces do not educate employees on reporting procedures and legal protections, thereby hindering the effective enforcement of anti-harassment policies. In the absence of structured awareness campaigns, organizations may fail to comply with the policies mandated by RA 11313.  Finally, the necessity for enhanced institutional support and advocacy is evident, highlighting the imperative for employers and government agencies to improve legal education initiatives to address knowledge disparities.  Training programs, workshops, and HR policies must focus on both the identification of harassment and the comprehension of the reporting process, available legal remedies, and institutional responsibilities.

The data also revealed that respondents primarily encounter non-verbal gender-based sexual harassment, whereas occurrences of psychological harassment are relatively infrequent. The mean scores for verbal and non-verbal harassment differed by only 0.05, indicating that both forms are relatively prevalent. Qualitative data from interviews indicated that verbal harassment is perceived as more prevalent than other forms.

The findings were consistent with Mamaru et al. (2015), who classified sexual harassment into nonverbal, verbal, and physical categories, noting that verbal harassment is the most prevalent, while physical harassment is reported less frequently, as victims are more likely to report or confront physical incidents. The results of the present study indicated low occurrences of all forms of GBSH, suggesting either a strong workplace culture that discourages harassment or a lack of reporting due to social stigma or limited awareness. Mohanan et al. (2017) similarly found that a significant number of respondents were unaware of sexual harassment prevention, with some asserting that victims exaggerate or misinterpret their encounters. The discrepancy in perception may lead to a reduced reported incidence of harassment at MRWD, as employees might fail to identify behaviors as harassment unless they are overt or physical.

The low levels of reported harassment may be attributed to the high awareness and robust workplace policy framework demonstrated by MRWD employees. The findings raise the question of whether respondents fully recognize subtle forms of harassment, particularly nonverbal and psychological types, which are often more challenging to identify. Davidson et al. (2016) and Stop Street Harassment, (2014) confirmed that gender-based harassment in workplace settings can lead victims to alter their behaviors, avoid specific environments, or suffer from psychological distress. The findings indicate that although harassment is not widespread at MRWD, ongoing education and policy reinforcement are essential to enable all employees to identify, prevent, and report even subtle forms of harassment.

The low mean levels of gender-based sexual harassment reported by MRWD employees indicated either an effective workplace culture that deters harassment or potential underreporting stemming from insufficient awareness or fear of retaliation. The findings indicated a generally positive trend; however, they highlight the necessity for ongoing reinforcement of gender-based harassment policies and training to ensure effective recognition and addressing of all forms of harassment, including nonverbal and psychological types.

According to the quantitative data analysis, there were no noticeable differences in the level of awareness when categorized based on their profiles. This indicates that the respondents had the same level of awareness, regardless of their age, gender, civil status, educational attainment, and employment status.

The same result was generated from the quantitative data for the level of gender-based sexual harassment encounters. When grouped according to their profile, there were no statistically significant differences observed in the level of gender-based sexual harassment encounters among participants. This suggests that the respondents have the same level of gender-based sexual harassment encounters, regardless of their age, gender, civil status, educational attainment, and employment status.

The data revealed that there was no significant relationship between understanding of the Safe Spaces Act and gender-based sexual harassment occurrences among Metro Roxas Water District personnel. In other words, awareness of the Safe Spaces Act had no meaningful impact on the level of gender-based sexual harassment encountered by employees.

Social Dominance Theory (SDT) supported the notion of a generational gap in awareness, highlighting how power dynamics, particularly in relation to access to information and technology, influence individuals engagement with policies and regulations. Younger employees exhibit greater integration into modern workplace environments that advocate for gender equality, whereas older employees may have encountered fewer institutional initiatives during their careers. The findings were consistent with Borito et al. (2022), indicating that increased awareness of the Safe Spaces Act correlates with improved compliance with its provisions. Ali et al. (2017) identified that awareness of workplace sexual harassment is influenced by factors including understanding, education, and the willingness to report, which may vary among different age groups. Banduras Social Cognitive Theory (SCT) (2012) elucidates that awareness is shaped by observational learning and social influence, indicating that younger or more socially engaged individuals may exhibit elevated levels of awareness.

Research indicates that harassment is a prevalent issue impacting individuals across various demographics. Mohanan et al. (2017) discovered that awareness of sexual harassment prevention methods is typically low, suggesting that experiencing harassment does not inherently relate to levels of awareness. Davidson et al. (2016) and Carretta, (2018) reported high prevalence rates of verbal and physical harassment among various groups, supporting the idea that harassment is influenced by power imbalances rather than age. Del Greco et al. (2020) asserted that street harassment exemplifies male authority, thereby reinforcing the significance of power and gender dynamics in harassment encounters. 

Insights to Safe Space Workplace

The studys results provided significant insights that could enhance the safety and inclusivity of the workplace at Metro Roxas Water District (MRWD). The quantitative data revealed that employees exhibit a significant awareness of the Safe Spaces Act and different types of gender-based harassment, such as sexist, misogynistic, homophobic, and transphobic comments. This awareness indicates that current advocacy and education campaigns designed to inform the public about the law and its provisions may have yielded beneficial outcomes. The capacity of employees to recognize inappropriate behavior and classify it as discrimination suggests that these initiatives may be contributing to the development of a more respectful and informed organizational culture. While this awareness is commendable, it may not be adequate on its own to completely eliminate gender-based sexual harassment in the workplace.

Knowledge of the law does not necessarily lead to corresponding action. Employees possessing knowledge of their rights and the behaviors that are considered gender based sexual harassment may still hesitate to intervene or report such incidents when they arise. This hesitancy may stem from several factors, including fear of retaliation, concerns about confidentiality, uncertainty about the handling of reports, or the normalization of specific behaviors over time. Gender based sexual harassment may persist in environments where employees demonstrate legal literacy. Awareness serves as a fundamental basis; however, it requires reinforcement through explicit enforcement mechanisms, continuous dialogue, and strong institutional support that empowers employees to respond effectively to violations. A safe workplace is best achieved through the integration of knowledge, practical application, policy enforcement, and a collective dedication to shared values.

Another important insight from the study is the observation that although many respondents are familiar with the general provisions of the Safe Spaces Act, their awareness of the laws implementing rules and regulations is significantly lower. This gap suggests that information regarding the enforcement and application of the law in real-world workplace settings is not communicated clearly or consistently. Employees lacking knowledge of the specific protocols for addressing gender based sexual harassment cases - such as reporting procedures, investigation processes, and protections for complaints - may be dissuaded from taking action, despite recognizing that harassment has occurred. The lack of operational knowledge may restrict the laws effectiveness and limit its capacity to foster a responsive and secure organizational environment.

Extending this investigation to additional public service sectors, including healthcare, education, law enforcement, and public transportation, may be beneficial in identifying whether similar awareness patterns and deficiencies are present. A lack of familiarity with the implementing guidelines of the Safe Spaces Act in these sectors may indicate a wider issue regarding the communication and operationalization of policy details within public institutions. On the other hand, significant variations in awareness and understanding may suggest that specific industries have implemented more effective practices that could serve as benchmarks for others. For instance, if male-dominated sectors like law enforcement exhibit significantly lower awareness or higher encounters of gender based sexual harassment, this may indicate the necessity for targeted interventions that specifically address power dynamics, workplace hierarchies, and cultural norms within these contexts. Healthcare settings, typically employing a predominantly female workforce, may exhibit lower sensitivity to specific forms of gender based sexual harassment, such as sexist remarks. This observation could indicate underlying implicit biases that require attention through more targeted training programs.

Although the reported incidence of gender-based sexual harassment at MRWD appears to be low, this finding should be approached with careful consideration. The lack of documented encounters does not necessarily indicate that gender based sexual harassment does not occur. This may indicate that certain employees choose not to report their encounters due to various factors, such as fear of consequences, doubt about whether their complaints will be taken seriously, or discomfort with existing reporting channels. It is also possible that certain behaviors may have become normalized over time, and are no longer identified as inappropriate or worthy of reporting. This highlights the necessity of upholding formal policies while fostering an environment in which employees feel secure, supported, and motivated to express their concerns. Employees may choose to remain silent in the presence of inappropriate behavior when there is a lack of trust in the system or fear of negative consequences.

To further understand whether the low rate of reported encounters is specific to MRWD or indicative of a broader trend, future research should consider expanding the analysis to include additional organizations and sectors. Analyzing data across various industries may reveal shared risk factors or institutional practices that either facilitate or mitigate gender based sexual harassment. In contexts with increased reports of harassment, additional analysis may clarify whether this reflects a true rise in incidents or merely improved reporting mechanisms. In contrast, sectors with minimal or absent reporting require further scrutiny to ascertain that the lack of reports does not conceal underlying problems such as fear or mistrust. Such comparisons may enhance the development of prevention and intervention strategies across various workplace settings.

The research indicated no significant differences in awareness or encounters with gender-based sexual harassment among different demographic factors, such as age, gender, civil status, educational level, and occupational role. This finding indicates that the current awareness initiatives at MRWD have been effective in reaching a diverse employee demographic, thereby ensuring the inclusive and widespread dissemination of the Safe Spaces Act message. However, the weak correlation between legal awareness and actual encounters of gender-based sexual harassment highlights the complexity of the issue. Legal knowledge by itself may be insufficient to affect behavior or decrease incidents. Harassment may persist in subtle or unreported forms, and deeper organizational efforts may be needed to challenge ingrained workplace dynamics, cultural expectations, and unspoken rules of conduct.

The qualitative insights from the study further emphasize the significance of ongoing education and enhanced enforcement efforts. While MRWD includes fundamental discussions of workplace behavior in employee orientation, informants observed that issues pertaining to gender-based sexual harassment are not always given adequate attention. This may result in limited understanding among employees regarding the scope of the law, their rights under it, and the proper procedures for reporting violations. In the absence of regular training or reminders, employees may struggle to differentiate between acceptable and inappropriate behavior, and may not feel equipped to respond effectively when witnessing or encountering gender-based sexual harassment. Informants indicated that orientations could be enhanced by incorporating more comprehensive discussions of the Safe Spaces Act, potentially supplemented by materials such as brochures, posters, digital content, and handbooks. Translating these resources into the local language (Hiligaynon) may further enhance comprehension and engagement, particularly among non-specialist staff and concessionaires. Regular seminars or workshops may also help enhance employees comprehension and promote dialogue, enabling them to raise questions or articulate concerns within a structured and supportive environment. These initiatives may enhance legal literacy and demonstrate the organizations commitment to fostering a workplace culture that prioritizes safety and respect.

Finally, concerns regarding underreporting remain a recurring theme throughout the study. Informants indicated that employees may exhibit reluctance to file complaints due to uncertainties regarding the procedural aspects, a lack of trust in confidentiality, or fear about potential social and professional repercussions. To address this, improvements in reporting mechanisms may be considered to address this issue. Confidentiality, transparency, and fair resolution processes can promote employee willingness to report concerns without apprehension. The composition of grievance committees may also be evaluated to guarantee the inclusion of trained, impartial individuals who can manage sensitive cases with professionalism and empathy.

In summary, the study identifies several areas for improving the implementation of the Safe Spaces Act in workplace settings. The overall awareness among MRWD employees is promising; however, challenges persist in the implementation of policies, underreporting of incidents, and comprehension of legal procedures. A safe workplace can be achieved through ongoing education, clear enforcement, trust-based reporting systems, and a culture that empowers all employees - regardless of gender, position, or background to maintain respectful and inclusive work environments.

The demographic factors, such as age, gender, civil status, educational attainment, and employment type do not significantly influence respondents awareness of the Safe Spaces Act or their gender-based sexual harassment encounters, indicating that awareness levels were probably influenced by broader factors, including workplace training and organizational culture, rather than by individual traits. The respondents exhibit significant awareness of the Act, especially concerning misogynistic, homophobic, and transphobic comments. Nonetheless, their comprehension of the implementing rules of RA 11313 was very limited. Employees demonstrated a significant commitment to advancing gender equality in the workplace, reflecting an overall alignment with the broader objectives of the law, despite the existing knowledge gap. Incidents of gender-based sexual harassment are rare, with non-verbal harassment identified as the most frequently reported type. Verbal harassment is observed more frequently frequency; however, it remained relatively infrequent overall. Employees typically held mutual respect, fostering a positive and supportive workplace atmosphere. There is an absence of a significant relationship between awareness of the Safe Spaces Act and gender-based sexual harassment encounters. Mere awareness of the law does not inherently discourage harassment. The low incidence of workplace harassment may indicate the positive impact of gender equality awareness, suggesting that a culture of respect contributes to the reduction of such behaviors. The study demonstrates significant awareness of the Safe Spaces Act among employees; however, it emphasizes that awareness alone is insufficient to eradicate harassment. This emphasizes the significance of additional factors, including strong policy enforcement, effective workplace leadership, and a supportive organizational culture, in fostering a harassment-free environment. While awareness may not directly prevent harassment, it likely fosters a broader culture of respect and equality that aids in reducing incidents of gender-based sexual harassment.

The researcher is indebted to everyone who supported with this research, specifically the participants/ respondents and Capiz State University.

The author declares no conflict of interest.