Fiona David on Workplace Harassment and the Fight for Safer Workplaces #BreakingtheSilence

Why Are We Still Talking About This?

Why is workplace harassment still a problem in 2025? Why do so many women stay silent, afraid to speak up? And why do companies fail to create truly safe workplaces despite all the policies and training?

These are the questions Fiona Julianne David has spent years trying to answer. With over two decades in HR, Fiona is a Consultant, Corporate Trainer, Executive Coach, and Counsellor. She’s worked at the highest levels of HR, runs her consultancy, and has dedicated her career to developing people. But beyond policies and corporate strategies, she’s seen something much darker—how power is abused, how victims are silenced, and how the system often protects the wrong people.

“As a single mother raising three kids, I’ve faced my battles,” she says. “I’ve seen how difficult it is for women to come forward, how easily the blame shifts onto them. Harassment is real and happens daily in offices across Sri Lanka.”

Sexual harassment in the workplace is a pervasive issue, yet it remains unspoken mainly, especially in Sri Lanka. Fiona highlights how this problem is most severe at the highest levels of corporate leadership, where power dynamics often allow predators to operate unchecked.

“It’s so subtle,” she explains. “It’s done in a way that allows the perpetrator to turn the situation around and make themselves the victim. Many women don’t even realise they’ve been harassed until much later, and by then, it’s too late to gather evidence or fight back.”

Women, particularly those in junior roles, are often the primary targets. Increments, promotions, and even job security are sometimes used as leverage by those in power.

The stigma attached to harassment further complicates matters. “When a woman speaks up, she is often blamed. People say she must have done something to invite the behaviour. I have seen many women rise in their careers and refuse to reveal their stories because they fear backlash.”

Breaking the Cycle: Three Critical Steps for Safer Workplaces

Fiona believes addressing workplace harassment requires more than policies; it demands a cultural shift. She outlines three fundamental steps every organisation must take:

1. A Strong Sexual Harassment Policy

Every company must have a clear and well-documented policy on workplace harassment.

The policy should define unacceptable behaviours, including inappropriate jokes, unsolicited touching, suggestive comments, and the misuse of authority.

HR teams must go beyond just writing policies; they must communicate them effectively through mandatory training. Employees should hear these policies verbally to understand their seriousness. Cultural differences can affect what people consider acceptable, so training should address those nuances.

2. A Secure, Anonymous Grievance System

Victims of harassment often fear retaliation or being disbelieved. Many women don’t report incidents because they aren’t prepared to provide immediate evidence. Fiona stresses the importance of an anonymous reporting mechanism that allows employees to submit complaints securely.

“A simple complaint box isn’t enough,” she says. “It must be managed by an external consultant to ensure confidentiality and trust.”

Employees should be encouraged to attach evidence or request investigations without fear of exposure.

3. Leadership Accountability

Addressing harassment isn’t just an HR problem; it’s a leadership responsibility.

Leaders must create a zero-tolerance culture where employees feel safe speaking up.

“If leadership does not take this seriously, then nothing will change,” Fiona states. “I have seen cases where companies chose to protect the harasser rather than support the victim because of their rank or influence.” Therefore, training programs should educate leaders on how to handle complaints sensitively and fairly.

The Reality of Workplace Harassment: What Needs to Change?

Fiona believes that Sri Lanka’s labour laws are outdated regarding harassment. “We have audits for payroll and compliance, but who checks whether companies have safe working environments for women?”

She calls for:

• Government audits to assess workplace safety and harassment policies.
• Stronger legal frameworks to hold companies accountable for inaction.
• Mandatory mental health support in organisations.

“Unlike other countries, Sri Lanka lacks proper mental health policies in the corporate sector. This is not taught even at the highest levels of HR education.”The absence of structured psychological support means that many victims suffer in silence, and even HR professionals often struggle to manage such situations effectively.

A Call to Action for HR Professionals

Fiona emphasises that HR professionals must be unbiased and fair when handling harassment cases.

“As much as your HR role is to protect the company, it should never come at the cost of unfair or biased decisions. Mishandling harassment cases can seriously hurt employer branding. One unhappy employee doesn’t just keep quiet; they talk. Just like a bad customer experience, word spreads fast. This hidden damage makes it even harder to attract good talent, and then companies wonder why hiring is a struggle. Hence, trust and credibility matter.”

She warns against the declining standards in HR ethics, where financial incentives and company loyalty often cloud judgment. “We are not handling machinery or marketing strategies; we are handling people. If we don’t take this responsibility seriously, we fail them.”

Therefore, HR professionals must:

• Advocate for transparent investigations and fair decision-making.
• Ensure victim protection from retaliation.
• Actively work towards building trust between employees and leadership.

“HR is not an easy job,” Fiona admits. “It’s tough to balance the company’s needs and employees’ rights. But if we don’t stand up for the right thing, who will?” Concluding, she says, “We need to raise the standard,” she says firmly. “A safe workplace isn’t a privilege—it’s a basic right!”