The issue of sexual harassment in the workplace not only causes the employed parties involved grief and unwanted attention, but also gives the company a bad reputation. The definition of sexual harassment is the, "unwelcome sexual advances, requests for sexual favours, and other verbal or physical conduct of a sexual nature.” (Shaney, 1986) While the most common idea of sexual harassment is that a man makes an unwanted advance towards a woman, the fact is that sexual harassment can go both ways. In fact, once a person’s work begins to be effected by the harassment the company ultimately loses out on production because they have not effectively treated the issue. In order to deal with the issue of sexual harassment, companies have implemented training courses on how to recognize, and respond to sexual advancements in the workplace.
Normally before a person begins work, they will be subject to many different classes on sexual harassment, and other work related issues like how to work together. These classes may be put into a video format which outlines the different forms of sexual harassment. Unwelcomed advances may be seen by a person simply touching another person without permission or in a way that causes someone to become uncomfortable. This could mean anything as slight as a shoulder rub. Another form of harassment which is taught in the class is unwanted comments which may suggest sexual tones or desires through “jokes”. However, these jokes are not seen that way to the person who is being harassed. These forms of sexual harassment may come from a person in a position of power which would be labeled “Quid pro quo”. (Smolensky, 2003) Each example of sexual harassment is followed by the information that any form of sexual har...
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...5(3), 12-20. Retrieved from http://search.proquest.com/docview/199653868?accountid=15070
Han, D., & Kleiner, B. H. (1999). How to conduct sexual harassment training effectively. Equal Opportunities International, 18(5), 27-31. Retrieved from http://search.proquest.com/docview/199560789?accountid=15070
Mary Jo Shaney, “Perceptions of Harm: The Consent Defense in Sexual Harassment Cases,” Iowa Law Review 71 (May 1986): 1109.
Sisak, J. R., & Laird, M. J. (2001). Sexual harassment claims: A process in reducing corporate liability. Equal Opportunities International, 20(3), 19-27. Retrieved from http://search.proquest.com/docview/199612169?accountid=15070
Smolensky, E., & Kleiner, B. H. (2003). How to prevent sexual harassment in the workplace. Equal Opportunities International, 22(2), 59-66. Retrieved from http://search.proquest.com/docview/199568026?accountid=15070
In Chapter 11 of William Shaw’s The Organization and the People in It goes over issue of sexual harassment in the workplace and its effects. Sexual harassment is defined as the “unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature”, most reports of sexual harassment are from women accusing men however men accusing women is becoming more prevalent in todays society (Shaw, p.444). Sexual harassment is a moral issues because a person becomes a victim by means of verbal comments, gestures, or physical contact of a sexual nature and not being able to refuse them without fear that something worse will happen.
For instance, a representative's unmistakable occupation conditions are influenced when a sexually antagonistic workplace results in her helpful release. Additionally, a boss who makes sexual advances toward a subordinate representative may convey a certain threat to unfavorably influence her employment status in the event that she doesn't go along. Hostile environment badgering may procure qualities of "quid pro quo" harassment if the culpable boss misuses his power over job choices to compel the casualty to persevere or take part in the sexual behavior. Sexual harassment may finish in a retaliatory release if a victim tells the harasser or her employer she will no more submit to the badgering, and is then terminated in striking back for this challenge. “To guarantee a work environment free from inappropriate behavior, associations can take after some essential steps. Initially, the association can build up a strategy proclamation making it clear that sexual harassment won't go on without serious consequences in the working environment. Second, all employees, new and old, can be prepared to distinguish improper working environment conduct. What's more, the association can add to a component for reporting sexual harassment in a manner that urges individuals to stand up. Finally, administration can get ready to act quickly to teach the individuals who take part in sexual harassment, and also to secure the victims of inappropriate behavior (Noe,
The EEOC has also stated that a victim of sexual harassment need not say anything to any supervisor. Co-workers and supervisors are liable if any one kn...
According to legal dictionary (2013), sexual harassment refers to any form of unwelcome sexual behavior or advances, appeals for sexual errands, and other form of physical or verbal conduct or behavior that portrays sex nature and tends to make the working environment offensive or hostile. Any behavior or remarks that take such forms constitute sexual harassment when: Compliance to such conduct happens either implicitly or explicitly based on employment of an individual, rejection or compliance to such conduct is used to make decisions during employment and when such conduct interferes or affects performance of a person at the workplace. Sexual harassment ta...
Men and women comprise two very different and distinct cultures. In an organizational setting, misunderstandings between these two cultures can cause major problems and disrupt the process of working to achieve organizational goals. This problem is compounded when men and women of different cultural backgrounds come together in an organizational setting. One such problem that may occur is the issue of sexual harassment in the organization. The following study will explore the possible definitions of sexual harassment from a cultural perspective. Do different cultures perceive and define sexual harassment differently?
According to Webster’s online dictionary, it is believed that the phrase “sexual harassment” was coined at Cornell University in 1974 ("Sexual harassment," 2011). The phrase wasn’t, however, really used in common language until the testimony of Anita Hill against Clarence Thomas in 1991. Sexual harassment can take many different shapes and forms. According to a Fox News article, the sexual harassment claims made by men have increased twofold in the last twenty years ("Sexual harassment claims," 2010). Because sexual harassment is illegal both on a federal and state level in many states, there are steps that an individual and employer should take to prevent sexual harassment.
Anna’s claim comes under the broad rubric of the unlawful employment practice of sexual harassment which has become known as “hostile work environment” developed under Title VII of the Civil Rights Act of 1964:
Roberts, Barry S. and Richard A. Mann. ?Sexual Harassment in the Workplace: A Primer.? n.pag. On-line. Internet. 5 Dec 2000. Available WWW:
Acts of sexual harassment against another individual have sadly become a common incidence in the workplace. It can be either physical or verbal. In 2008 the Association of Women for Action and Research conducted a survey addressing the issue of sexual harassment in the workplace. The study, which included 500 respondents and 92 companies, showed that 79% of the victims are women and 21% were men; 54% had experienced some form of workplace sexual harassment, 27% experienced harassment by their colleague, while, 17% were harassed by their superior. The study also showed that 12% had received threats of termination if they did no comply with the requests of the sexual harassers ("Statistics | AWARE | Workplace Sexual Harassment", n.d.).
Why should Lael get involved in reporting if she has not experienced any of the allegations the other employees are making?
gives all of us the right to be treated fairly and to take action if
Sexual harassment is so ordinary in the workforce that frequently we fail to even recognize harassing behavior as immoral. This is because so many of us--women and men alike--have become desensitized to offensive behaviors. Sexual harassment in any form is unacceptable behavior and should not be tolerated by anyone. It undermines our ability to study, to work, and to feel like effective, empowered people in the world.
KANE-URRABAZO, C. (2007). Sexual harassment in the workplace: it is your problem. Journal Of Nursing Management, 15(6), 608-613. doi:10.1111/j.1365-2834.2007.00725.x
Sexual harassment in the workplace has been a huge problem in recent history. It can happen to anyone, and it can happen everywhere. It can affect all types of races, genders and ages. Statistics today show that more and more sexual harassment has become an issue due to the large number of cases presented. Mainstream media becomes consumed covering sexual harassment because of the high-profile cases.
In today’s workplace, sexual harassment is a growing problem. The legal definition of sexual harassment is any unwelcome sexual advance or conduct on the job that creates an intimidating, hostile or offensive working environment. Another definition is the making of unwanted and offensive sexual advances or of sexually offensive remarks or acts, especially by one in a superior or supervisory position. Women and men of all ages, backgrounds, races and experience are harassed on the job. Sexual harassment encountered in workplaces is a hazard across the world that reduces the quality of working life, jeopardizes the well-being of women and men, undermines gender equality and imposes costs on firms and organizations.