A OSH report review assessment submitted to Engr. Michael V.

Almeida

as partial fulfillment of the requirements for the subject

CONSTRUCTION OCCUPATIONAL SAFETY AND HEALTH

COSH

Submitted by:

ADUBE, PRINCE MARC PHILIPPE F.

ESQUIVEL, ALJHUNE G.
LUISTRO, AIVIN JOASH R.
PANGILINAN, ALDRIN P.
PATAWARAN, CHRISTIAN PAUL C.

BACHELOR OF SCIENCE IN CIVIL ENGINEERING PROGRAM

School of Engineering and Architecture

Holy Angel University

January 24, 2023

 GLOBAL ARTICLE

TITLE OF THE ARTCLE:

Experiences of violence and harassment at work: A global first survey

AUTHORS:

Valentina Beghini, Umberto Cattaneo and Emanuela Pozzan, and Ira Postolachi

SUMMARY

Workplace violence and harassment does not choose a particular victim. Anyone can
experience this harmful incident. The study was done to measure people’s own experiences of
violence and harassment at work, including its main different forms of physical, psychological,
or sexual – including the respondents’ experiences with disclosing these occurrences. The
study’s goal is to raise awareness on a long-standing and highly complex issue rooted in wider
economic, societal, and cultural context, including the surrounding world of work and
established gender roles. Three main questions were asked in the study. First, what is the state of
violence and harassment at work? Second, who is more at risk? Lastly, why is it so difficult to
talk about violence and harassment at work?

To address these questions, the survey on violence and harassment at work was designed
as a sub-module within the 2021 Lloyd’s Register Foundation World Risk Poll, which in turn
was fielded as part of the Gallup World Poll. In executing the 2021 World Risk Poll, Gallup
conducted roughly 125,000 interviews in 121 countries and territories during 2021, gathering
information regarding people’s experiences on violence and harassment at work, as well as other
risks ranging from climate change and disaster resilience to the use of personal data. In most
countries and territories, the survey was conducted among 1,000 individuals using a standard set
of questions that had been translated into the major languages of the respective country.

The authors assumed that the results of the study can be interpreted in the whole specific
country where the interview was conducted. The estimates of these assumptions were calculated
using survey weights to ensure samples are nationally representative for each country and is
intended to be used for generating estimates within a specific country.

The study was conducted roughly 125 thousand interviews in 121 countries and
territories during 2021 where it found that both men and women experienced physical,
psychological, and sexual violence and harassment at work in their working life. Where men at
nearly 277 million were more likely than women reported that they are experiencing physical
violence and harassment at work in their working life. 583 million of both men and women
experience psychological violence and harassment at work in their working life. 205 million of
women on the other hand experienced sexual violence and harassment at work in their working
life.
 Violence and harassments at work is recurrent and persistent phenomenon. The results
also shown that more than three in five victims experienced violence and harassment at work
multiple times, and most of them experienced the harmful phenomenon within the last five years
before 2021. Persons who have experienced discrimination at some point in their life based on
gender, disability status, nationality/ethnicity, skin color and/or religion were more likely to have
experienced violence and harassment at work than those who did not face such discrimination.

The study showed that it still be difficult to discuss one's own experiences with violence
and harassment. Only 54.4 percent of victims shared their harmful experience with someone
often only after they experienced more than one form of violence and harassment. They are also
more likely to tell friends or family, rather than telling other people. Multiple barriers such as
waste of time or fear for their reputation discourages people from talking about heir experiences
of violence and harassment at work.

I found the results about the difficulty to talk about violence and harassment at work
interesting. Violence and harassment are already happening in humanity’s lifetime. However,
there is still no effective countermeasures to even just lessen these kinds of harmful phenomena.
In this study, almost half of the respondents at 42.5 percent are lacking trust in the police,
community leaders, and labor inspectors which are expected to help those who are aggrieved.
Some are afraid of punishment. Some are worries about people finding it out. In these results,
there are problems that need to be addressed to encourage people to stop these violences and
harassments and encourage victims to be brave in defending themselves against this kind of
violence. Barriers must be removed, and encouragement should be established.

What questions are still unanswered?

METHODS

To investigate the study questions, the authors utilized interviews with specific questions
in gathering information regarding people’s experiences on violence and harassment at work, as
well as other risks ranging from climate change and disaster resilience to the use of personal
data. These interviews were conducted by telephone and face-to-face where possible.

The survey questions were used were design in a simple dichotomous manner that can be
answered by yes or no. All cross-country percentage estimates are calculated using population-
scaled weights. The survey on violence and harassment at work employed a “self-labelling”
approach, meaning that the respondents were asked directly to assess whether they had
experienced violence and harassment at work, and therefore an answer in the affirmative means
that it is the respondents themselves who qualify the experiences as constituting violence and
harassment.
RESULTS AND DISCUSSIONS

The study found that there are more than one in five persons in employment has
experienced violence and harassment at work during their working life in a global scale. 743
million persons in employment had experienced violence and harassment at work whether
physical, psychological, or sexual – over their working life across the world. For 79.4 percent of
these victims, the last occurrence was in the five years prior to completing the survey.

The Americas registered the highest prevalence rate at 34.3 per cent, followed by Africa
(25.7 per cent), Europe and Central Asia (25.5 per cent), Asia and the Pacific (19.2 per cent) and
the Arab States (13.6 per cent). When looking at gender differences, in the Americas, women
were 8.2 percentage points more likely than men to have experienced violence and harassment in
their working life (39.0 per cent versus 30.8 per cent), followed by Europe and Central Asia (8.0
percentage points) and the Arab States (5.9 percentage points). Conversely, in Asia and the
Pacific and in Africa, men were more likely than women to have such an experience, both in
their working life and within the past five years (by 3.2 percentage points and 2.2 percentage
points, respectively).

The respondents were asked how many times they experienced any form of violence and
harassment. Most of the victims globally at 61.4 percent responded that during their working
lives, they experience violence and harassment more than multiple times. In this group, 38.1
percent have experienced it more than five times. The highest prevalence rate appears to be the
Americas (48.2 percent). Followed by Africa (43.2 percent) and Europe and Central Asia (39.2
percent). The results shown that women experience violence and harassment more than five
times than men at their work.

Nearly one in ten persons in employment has experienced physical violence and
harassment at work in their working life. Respondents were asked about their experience with
physical violence and harassment at work, such as hitting, restraining, or spitting, as well as the
frequency of such experiences and how recently they had occurred. Worldwide, 8.5 per cent or
277 million persons in employment have experienced physical violence and harassment in their
working life (figure 1.3). Most of these incidents (71.8 per cent) last occurred within the previous
five years – meaning that 6.1 per cent or 199 million people in employment have been recently
exposed to this type of unacceptable behavior. Disaggregation by sex shows that physical
violence and harassment at work is more commonly faced by men than by women (9.0 per cent
and 7.7 per cent, respectively).

Persons in Africa were almost two times as likely to report experiencing physical
violence and harassment in their working life as those in Europe and Central Asia. Looking only
at recent experience with physical violence and harassment at work (last five years), Africa still
had the highest prevalence at 10.1 per cent, followed by the Americas (6.5 per cent), the Arab
States (5.8 per cent), Asia and the Pacific (5.4 per cent) and Europe and Central Asia (4.5 per
cent). In a global scale, men were more likely than women to have experienced frequent
incidents of physical violence and harassment at work.
 The survey also asked respondents about their experience with psychological violence
and harassment at work, such as insults, threats, bullying or intimidation, as well as its frequency
and the last time it occurred. Globally, 17.9 per cent of persons or approximately 583 million
people in employment have experienced such unacceptable behavior in their working life. For
almost 80 per cent of victims or approximately 463 million people in employment, regardless of
sex, the last occurrence happened within the past five years. Overall, women registered higher
prevalence than men, both in their working life and in the past five years, although with modest
differences (by 1.3 percentage points and 0.6 percentage points, respectively). In their working
lives, about one in five people who are employed have encountered psychological violence and
harassment at work.

The results of the survey shown that more than three in five people in work have
experienced psychological violence and harassment multiple times and more. In almost all
regions but Americas and Asia and the Pacific, men more likely experienced psychological
violence and harassment than women.

Respondents were asked about their experiences with sexual violence and harassment at
work, such as unwanted sexual touches, comments, images, emails, or sexual requests, in
addition to physical and psychological violence and harassment. 6.3 per cent or approximately
205 million people in employment had experienced sexual violence and harassment in their
working life. Of those, more than two-thirds (71.4 per cent) faced these incidents within the last
five years – meaning that 4.5 per cent or approximately 147 million people in employment
worldwide were recently exposed to this scourge. Overall, 8.2 per cent of women in employment
had experienced sexual violence and harassment over the course of their working life, compared
to 5.0 per cent of men. This is by far the largest gender difference in experience of violence and
harassment at work among the three forms of violence and harassment. One in 15 people in
employment has experienced sexual violence and harassment at work in their working life.

Women were more likely than men to have experienced recurrent sexual violence and
harassment at work. More than half of the respondents said that they experienced sexual violence
and harassment three or more times, and 29.5 percent said they faced it more than five times. The
likelihood of experiencing recurrent episodes of sexual violence and harassment was higher for
women victims than for men victims (56.5 per cent versus 46.2 per cent).

The study shown that the youth, migrant women, women in wage and salaried work, and
persons affected by discrimination have experienced and at risk of experiencing violence and
harassment. Youth in employment (ages 15–24) were most likely to have experienced violence
and harassment at work within the past five years, with a prevalence of 23.3 per cent. This figure
decreases with age, from 20.2 per cent among employed persons aged 25–34 to 12.0 per cent for
those aged 55 years and above. Young women also more likely than young men have
experienced violence and harassment at work the past five years from 2021. Younger men and
women reportedly have higher prevalence of violence and harassment at work than those who
aged 55 years or above.
 Also, migrant women were likewise more vulnerable than non-migrant women (21.4
percent versus 14.8 percent), and to a lesser level, they were also more likely to encounter
physical abuse and harassment (6.1 percent versus 5.3 percent).

Women were 2.5 percentage points more likely than men to experience abuse and
harassment among wage and salaried workers. Additionally, paid and salaried women were 6.0
percentage points more likely to have suffered violence and harassment than self-employed
women, making them in a worse situation overall. In contrast, there wasn't much of a difference
between males who worked for a salary and those who were self-employed.

Around the world, 54.4 percent of those who had experienced harassment or violence at
work in the previous five years said they had told someone else about it, with female victims
being more likely to do so (60.7 percent, versus 50.1 percent of men victims). With the exception
of Africa, this is true in practically every region, however to varying degrees.

Depending on the type(s) of violence and harassment a person experienced, a person's

decision to share their experiences with others varies significantly. Those who had only
experienced physical abuse and harassment during the previous five years had the lowest
disclosure rates (37.6 percent). The disclosure percentage was greater among those who had only
encountered psychological abuse and harassment (51.1 percent) and higher still among those
who had only encountered sexual abuse and harassment (62.0 percent). Respondents will likely
talk about their bad experience when they experience more than one form of violence and
harassment.

In general, victims who shared their experiences reported using an average of 2.4 out of
the 6 channels, with little variation between men and women. They were also much more likely
to confide in others than to use institutional channels. These channels are: a friend or family
member; a co-worker, their employer, police, trade union representative, and social services.
Most of them turned to friends or family members especially women. While men turned to their
co-workers.

CONCLUSION / RECOMMENDATION

This survey revealed that workplace violence and harassment are a common occurrence
around the world, with more than one in five working people reporting having dealt with such
behavior. More than three out of five victims of violence and harassment at work report having
experienced it more than once, according to research. The most recent incidence for most of the
victims occurred during the last five years. Additionally, it has been shown that psychological
violence and harassment are the types of violence and harassment that respondents have
encountered the most frequently during their working lives, considering the survey questions'
restrictions on the coverage of some regions.
 The authors recommend that there should be a more regular collection of robust data on
work-related violence and harassment at the national, regional, and global levels to measure the
issue significantly and monitor the progress well in the future.

The Prevention mechanisms should be also extended and adapted to effectively prevent
and manage violence and harassment in all workplace which includes occupational safety and
health management systems, policies and programs, OSH national tripartite mechanisms, and
labor inspection systems. All of these should be updated to continuously enable protection of
workers against all forms of violence and Harassment in all human diversity.

Rights-based framework for prevention and eradication of violence and harassment built
on fair labor practices and the eradication of inequality The study's findings shed light on the
significant relationship between people's overall susceptibility to discrimination in both private
and public life and their likelihood of experiencing violence and harassment at work,
demonstrating that these issues do not arise in a vacuum but are rather fueled by a general
climate of injustice and inequality. To reduce discrimination, aggression, and harassment in both
society and the workplace, it is important to advance substantive equality and dismantle negative
social norms, such as stereotypes based on sex and other personal traits.

There should be an increased awareness on violence and awareness at work, including

social stigma and attitudes to change perceptions and behaviors that perpetuate all forms of
violence and harassment. To prevent people from being afraid to speak up and stand for
themselves, heightened awareness and knowledge will be the start in encouraging people.

To increase public confidence in the legal system and guarantee that victims are not left
to deal with these intolerable occurrences alone, institutions at all levels must be better equipped
to provide effective preventive, remediation, and support services. This would involve enhancing
the abilities of employers' and workers' organizations to develop and put into action effective
measures as well as to offer support services to their members, in accordance with ILO
Convention No. 190 and Recommendation No. 206. It would also entail improving dispute
resolution processes and services to handle incidences of violence and harassment quickly and
sensitively based on gender.

It can be difficult to create and put into practice comprehensive and efficient methods and
measures to prevent and address workplace violence and harassment. To do this, it is necessary
for all tiers of government, business and labor groups, general society, and pertinent international
actors to participate. A world of work free from harassment and violence for everyone depends
on strong political resolve and coordinated initiatives.
 LOCAL ARTICLE

TITLE OF THE ARTCLE:

Impact of COVID-19 on private recruitment agencies in the Philippines

AUTHORS:

Hussein Macarambon (FAIR Project Philippines)

SUMMARY

The International Labour Organization conducted this assessment to understand the

impact of COVID-19 pandemic on the processes and key stakeholders engaged in labour
recruitment. The assessment’s purposes are to identify what are the direct and indirect effects of
the pandemic on the PRAs’ business operations, to understand what the resulting challenges are
faced by the PRAs, identify what are the specific actions PRAs taken to respond to the situation
and their anticipation to restore operations, and lastly, to identify what recommendations will
help PRAs restore operation while sustaining fair recruitment principles.

The study used a simple and uncomplicated approach, sensitive to gender and non-
discrimination issues, which can provide valid insights to various stakeholders. An online
questionnaire via Google forms was used and prepared by experts on specific ILO areas. The
survey included 15 main questions separated into three main sections: profile of agency; impacts
of the crisis on business operations; and ways forward to restore operations. 54 respondents
participated in the survey, 37 from Hong Kong SAR and 17 from Philippines. The survey did not
seek to support in-depth analytical data collection nor statistically significant data, but rather to
capture emerging and often rapidly evolving realities and needs to support targeted interventions
and mitigation strategies. The sources of the survey’s findings are anonymous.

Because of COVID-19 global pandemic, workers are at risk of facing significant decent
work deficits. ILO assumed a situation without any alternative income sources, it will result in an
increase in relative poverty for workers and their families of more than 21 percentage points in
upper-middle-income countries, almost 52 points in high-income countries, and 56 points in
lower and low-income countries. The study believes that because of COVID-19 pandemic, there
are crises affecting most of PRAs. Thus, more data and information is needed to find out how
RPAs are coping with the crisis.

68.5 percent of the recruitment agencies said that they only had one to ten employees
before COVID-19 crisis; 26 percent had 11 to 50 employees; and 5.5 percent had more than 50
hired workforce. Before the pandemic, the respondents had way more workforce than that of
when the pandemic came. During the pandemic, the number of employees significantly reduced
to two digits. The largest sector is the domestic work, followed by construction sector.

In contrast to Hong Kong SAR, where agencies are based, the situation in the Philippines
does not allow migrant workers with contracts that have expired or been prematurely terminated
because of the COVID-19 crisis to renew them or find new employers through an agency.
However, the Hong Kong SAR labor immigration authorities and the Philippine Overseas
Labour Office (POLO) have both curtailed or stopped their operations.

Employers' demand decreased generally between March and mid-May 2020 in several
industries, particularly for domestic work (38 percent) and hotels (9 percent). On the other hand,
employers' needs for healthcare personnel increased, especially for nurses and caregivers (17
percent). However, most recruitment agencies found that any shifts in employer demand—
positive or negative—were overwhelmed by the lack of Filipino workers. This observation only
applies to the time period from 16 March to 15 May 2020 (the survey's end date), when the
Philippine government began enforcing the Enhanced Community Quarantine, which limited
travel from one region of the Philippines to the National Capital Region, where the country's
major international airports are situated.

Mobility restrictions (internal flights inside the Philippines and international flights with
a destination in Hong Kong SAR), according to 98 percent of respondents, have the greatest
impact on recruitment operations. At 96 percent, formal recruitment, or migration processes,
such as the required quarantine period for foreign workers, came in second. The third key
problem, with a 96 percent success rate, was maintaining cash flow for employees and business
operations. However, RPAs said that they could recover from the crisis if the restrictions will be
lifted as soon as possible. The recovery was estimated for roughly half a year.

I found the time required to restore operations to be interesting. After an instant cease of
work, it is difficult to retrieve the cash flow that maintains the good state of PRAs and the
economy of their specific countries. Time is a critical aspect of recovery from COVID-19
pandemic. It should be utilized very well by critical planning, and prevention of errors to happen.

METHODS

The study used a simple and uncomplicated approach, sensitive to gender and non-
discrimination issues, which can provide valid insights to various stakeholders. An online
questionnaire via Google forms was used and prepared by experts on specific ILO areas. To
strengthen the validity and reliability of the survey's questions and the data to be gathered, the
survey instrument was pre-tested with three distinct PRAs through phone interview. Three
associations of private recruitment agencies were contacted by the ILO FAIR project between
2016 and 2019 and were specifically, though not exclusively, involved in the domestic work
sector in the Philippines-Hong Kong SAR corridor. The final instrument was then uploaded, and
a link to the online survey was sent to each of these associations.

The survey included 15 main questions separated into three main sections: profile of
agency; impacts of the crisis on business operations; and ways forward to restore operations. 54
respondents participated in the survey, 37 from Hong Kong SAR and 17 from Philippines. The
survey did not seek to support in-depth analytical data collection nor statistically significant data,
but rather to capture emerging and often rapidly evolving realities and needs to support targeted
interventions and mitigation strategies. The sources of the survey’s findings are anonymous.
RESULTS AND DISCUSSIONS

The report is divided into the three sections: 1) Respondent profiles; 2) COVID-19's
impact on recruiting agencies; and 3) Recruitment agencies' perspectives on the future and
recommendations. Recruiting agencies with headquarters in Hong Kong Special Administrative
Region (68.5 percent) and recruitment agencies with headquarters in the Philippines (31.5
percent) made up the survey's respondents.

68.5 percent of the recruitment companies that responded to the poll said they had fewer
than ten employees prior to the COVID-16 crisis, while 26 percent had between 11 and fifty
employees, and five percent had more than fifty hired workers. The respondents had a
deployment range prior to the COVID-19 crisis that ranged from 341 personnel for smaller
recruitment agencies to 1,223 workers for companies with a higher deployment capacity.

77.4 percent of the agencies that responded to the survey said they solely deployed
workers and enabled employment for overseas labor markets (cross-border recruitment). While
two agencies specifically stated that they also recruited for the Philippine labor market, the
agencies based in the Philippines have a bigger proportion of the foreign labor market recruiting,
accounting for 88 percent. Hong Kong Special Administrative Region (SAR) has a higher mix of
migrant worker placements, with 28 percent supporting local employment (direct recruiting
within Hong Kong SAR) and international employment (across borders).

Employers' demand decreased generally between March and mid-May 2020 in many
industries, especially for domestic work (38 percent) and hotels (9 percent). On the other hand,
employers' needs for healthcare personnel increased, especially for nurses and caregivers (17
percent). However, most recruitment agencies found that any shifts in employer demand—
positive or negative—were overwhelmed by the lack of Filipino workers. This observation only
applies to the period from 16 March to 15 May 2020 (the survey's end date), when the Philippine
government began enforcing the Enhanced Community Quarantine, which limited travel from
one region of the Philippines to the National Capital Region, where the country's major
international airports are situated.

All agencies in the Philippines and the Hong Kong SAR were impacted by the crisis,
which stopped the deployment of workers for whom agencies had begun recruiting. In fact, it
was discovered that 94% of the agencies in the Philippines, as opposed to 70% in Hong Kong
SAR, had been affected by the crisis in terms of their activities. 78% of the respondents claimed
that they had partially or completely halted operations. The policy disparities between the
Philippines and Hong Kong SAR, notably regarding internal flights inside the Philippines and
international flights from Manila to Hong Kong SAR, may provide an explanation for these
findings.

Three out of ten agencies claimed to be aware that employees they had hired or were
deploying had COVID-19 infection. When the employees were already in Hong Kong SAR, the
agencies would notify the POLO-HK, the Health Department, and the Philippine Consulate
about the cases and direct the employee to the hospital for care. Additionally, they would speak
with the company to ask that the workers receive the proper pay and benefits, as well as any
necessary healthcare. If the workers were still in the Philippines, the agencies would wait until
they had received permission from the Philippine government to fly to Hong Kong SAR before
deploying them and processing their contract.

The following question was asked to the respondents: How long do you believe it will
take your agency to completely resume normal activities if travel restrictions and confinement
measures are withdrawn in all the nations where your firm operates over the next two months?
85% of those polled said that if the limits were eliminated, they would be able to get out of the
predicament they were in. They anticipated that the recovery would take one to more than six
months.

CONCLUSION / RECOMMENDATION

After the assessment, ILO is proposing several recommendations to restore recruitment

operations while maintaining international standards and principles on fair recruitment. The
recommendations are:

• Enhance access to government financial support to agencies or grant a reprieve of tax.

✓ ILO suggests including affected organizations in government help programs provided to

companies in other industries, such as an employment support package and SSS loan
guarantees for employees of recruitment agencies; relaxation of mobility limitations for
recruitment firms, which were operating at 30% of capacity during the lockdown's peak.
✓ Dialogue with industry members, represented by the associations, would help ensure the
adequate level of assistance and identify secure ways of resuming and adapting
recruitment operations.

• Introduce guidelines on monitoring and coordinating affected OFWs with the POLO-HK
and HK Labor Department

✓ ILO advises fostering further social dialogue to address novel challenges like paying
salaries during mandatory quarantine, allowing infected workers to take sick leave, etc.
✓ The ILO recommends that both origin and destination governments hold orientation and
information sessions, or publish relevant guidelines, targeting recruitment agencies.
These information sessions could be offered online and aim for agencies to better assist
OFWs who are about to depart, be repatriated, or be processed as new applicants. They
may also include sessions on how to enhance the recruitment agencies’ Operational
Health and Safety compliance for their staff and the applicants that visit their offices.

• Introduce flexible and online procedures and systems to sustain operations.

✓ The ILO advises that the government develop alternate methods of operation, such as an
online system for pre-departure certification, although this should come after broad
engagement with key stakeholders in the sector.
 ✓ The Employment Permit System in the Republic of Korea, eMigrate in India, and
Musaned in the Kingdom of Saudi Arabia are examples of e-recruitment systems that
governments should build and adapt.

• Recognize increased recruitment fees due to the COVID-19 crisis.

✓ The ILO advises that recruitment agencies document recruitment cost changes because of
the COVID crisis. The HKLD should be consulted for advice on how to include cost
adjustments in the service agreement between the employer and the recruiting agency.

• Coordinated efforts to find solutions to recruitment bottlenecks.

✓ The ILO advises the appropriate national agencies (the Philippine Consulate-General,
POLO-HK, and the HKLD) to form a working group to eliminate recruitment process
bottlenecks so that employees and employers are not negatively impacted by delays in the
hiring process.
✓ The presence of organizations representing the employment market, labor unions, and
employers would be advantageous to such a working group. The debates would benefit
from the technical support provided by civil society organizations, such as the UN, in the
Philippines, Hong Kong Special Administrative Region, and Hong Kong.

• Access to justice.

✓ The ILO emphasizes the need of facilitating due process and conciliation between the
OFW and the employer while the OFW is still in Hong Kong SAR. This may be assured
through the POLO-HK.

• Engaging PRA associations to disseminate relevant information.

✓ Having access to trustworthy and accurate information through recruiting agency

associations would help inform their members on how to continue their operations and
better plan when they re-enter the market, once the situation returns to normal. In this
situation, the Philippine and Hong Kong SAR governments were negotiated with through
the association's channel for member recruitment agencies.
✓ To enable the smooth return of ethical hiring practices, the delivery of training and
capacity building for private recruiting firms on international labor standards, GP, and OP
should be continued.

ATTACHMENTS:

wcms_863095.pdf (Global Article - Experiences of violence and harassment at work: A global

first survey).

wcms_817006.pdf (Local Article – Impact of COVID-19 on private recruitment agencies in the

Philippines).