1.2.2 Monitoring the Level of Harassment:

?	Does FPAB monitor the incidence of harassment in its workplace?	?	Is FPAB confident that no sex based harassment occurs in your organisation? What evidence do FPAB have to support this?
?	Have FPAB got mechanisms in place that would allow you to know whether complaints are being raised informally, without breaching confidentiality (eg a women’s network, informally with a manager, harassment contact officers)?	?	Is information on sex-based harassment freely available, accessible and known to all staff?
?	Does FPAB know who is raising the issues – Men? Women? Part-timers? Pregnant women? Women of a different cultural or linguistic background?	?	Have staff views on whether sex-based harassment is an issue been sought?
?	Have FPAB surveyed employees to see whether they feel free to raise issues without fear of victimisation or reprisal?	?	Does FPAB have any ways, other than through formal complaints, of telling whether there are any issues in FPAB workplace? Such as:
?	Does FPAB exit interview aim to identify whether people are leaving because of harassment issues?		- Staff surveys - Exit interviews - Morale indexes - Informal feedback mechanisms - Independent audits
?	Can FPAB identify what the precise nature of the issues are (eg sexual harassment or pregnancy discrimination)?	?	What are these mechanisms telling FPAB? Are some women more vulnerable than others to harassment, eg, due to poor expressive skills, low official position or age?