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Sexual assault issues in today's society
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Starting off in the new year, the Time’s Up Movement began with a letter of solidarity to be sent to hundreds of women to encourage addressing and resisting sexual assault as well as the supporting the stories of victims. On January 8th, Keith Kocinski of the “Channel One: Daily News Show” reported on the Golden Globes event that helped debut the equality and empowerment campaign. Its advocates form an alliance to empower women and stand up against the unethical treatment and lack of accountability towards harassers in a broad range of workplaces. Unfortunately, obscene remarks and unwanted sexual advances are far more common than one might realize. According to one study published by Cosmopolitan in partnership with SurveyMonkey, 1 out of
Despite legislation for equal opportunities, sexism is still evident in the workplace. Women have made great advancements in the workforce and have become an integral part of the labor market. They have greater access to higher education and as a result, greater access to traditionally male dominated professions such as law. While statistics show that women are equal to men in terms of their numbers in the law profession, it is clear however, that they have not yet achieved equality in all other areas of their employment. Discrimination in the form of gender, sex and sexual harassment continues to be a problem in today’s society.
Cities and industry grew in growth on the first of January in 1900 which created an influx of the high classes. Andrew Carnegie is a factory owner who was about to sell his steel company, but ended up becoming one of the richest man in the world. However, there was an underside of this whole excitement to earn money and the hope of the American dream. Average earnings were less than $500 a year, but in the unskilled southern workers earned an average of $300 a year. The work hours were 60 hours a week, wages were strained, and horrible child labor. The question is what was the most important problems in America during the early 1900s that needed to be addressed by The Progressive Movement. There are three main reasons: the struggling child labor, women’s voting rights, and
Women should not be forced to put up with any unwanted sexual advances from men. This is a major problem throughout the world yet it seems to fly under the radar. We need to make sure all women know it is okay to speak up about this and not feel ashamed for something that is not their fault. However, articles that reject these ideas such as "Women Can Dump Jerks Without Help of Lawyers", by Judy Jarvis make it difficult for women to feel comfortable enough to voice their problems. In her writing, Judy Garvis expresses her distaste of the concept of women who "play the victim". However, I actually do feel that women should no longer stay quiet on this topic and once and for all destroy this idea that women must suck it up and live in an environment
The Progressive Movement The progressive movement of the early 20th century has proved to be an intricately confounded conundrum for American historians. Who participated in this movement? What did it accomplish, or fail to accomplish? Was it a movement at all? These are all significant questions that historians have been grappling with for the last 60 years, thus creating a historical dialogue where in their different interpretations interact with each other.
In what is sure to be a very solemn matter for all American students and their families across the country , in January 2013 , President Obama, the office of the Vice President and the White House Council on Women and Girls converged and issued a renewed call to action against rape and sexual assault report which analyzes the most recent reliable data about this issue and identifies who are the most in peril victims of this malefaction, investigates the costs of this violence both for victims and communities , and describes the replication very often inadequate of the US malefactor equity system.
Anastasia Engebretson was a typical college graduate, ready to join the workforce. Anastasia graduated university with a bachelor’s degree in physics, and like many new graduates, she was glad to begin to work in her area of study. She began working as a technician, but soon found out that she was being paid significantly less than men at her workplace who were less skilled and less educated than her. Few people at work expected Anastasia to be as capable as her male coworkers, and she recalls being demeaned with statements such as: “Oh, you’re not going to have to work because you’re a girl.” Not only did she suffer from the wage gap and low expectations, but she was also the victim of sexual harassment and even stalking. When she tried to
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.).
In “A distressing summer of workplace sexism reminds us how far we have to go” by Susanna Schrobsdorff, the author states, “according to a Pew Research survey released in August, most American men—56%— think sexism is over and done with. More than half believe that “the obstacles that once made it harder or women than men to get ahead are now largely gone. Of course, most women—63%—disagree” (Schrobsdorff 55). The misbelief that sexism still does not exist allows for the culture in which women continue to only be seen as sexual objects and not competent workers. Ehrenreich describes that, “[you should] watch out for Lon, who has a habit of following his female coworkers into service closets” (Ehrenreich 64). Ehrenreich is warned about a potential harassing employee and that it may happen to you, but most importantly, the behavior is normalized instead of trying to stop it. In “Not Just Fox” by Katha Pollitt, she explains that there is a misconception when it comes to being harassed and it is that, “being harassed is not a matter of weakness; it’s about the enormous power differential between worker and boss” (Pollitt 6). This is further supported by “ a 2015 Cosmopolitan survey, 71% of women said they did not file complaints about sexual harassment, likely because they feared appearing difficult or ‘too sensitive.’And they worry about retaliation and job security” (Schrobsdorff 55). Sometimes the person that is doing the harassing is the supervisor or the manager, when this occurs the victim is left with little options that will not disrupt the workplace. She also runs the possibility of being fired solely to avoid a sexual harassment complaint that she may file against him. Ehrenreich states that, “as a dietary aide, as I understand the job, is dependent on a cook as a waitress is[;] He or she
Anita Hill gave women hope, but none of this would have happened if she had not have had the courage to speak up about the sexual harassment by Clarence Thomas. Even though the EEOC had defined sexual harassment as sexual discrimination ten years prior to the initial accusation, women were afraid to speak up about it. Sexual harassment was viewed as a victim’s probl...
It calls for every person to counter these perceived vices in society. Thus, matters of inclusion and personal intuition are very paramount to be alive in a world which is more ethical. Sexual harassment in the workplace presents an ongoing and growing risk to businesses operating in the United States. Today, the time is right for businesses to begin to manage their risk in this area more wisely. Preventing sexual harassment in the workplace requires a considerable investment of time and personnel. In the end, however, these costs will be offset by significant savings in legal fees and health-care costs. Companies will also benefit from increased worker productivity. From a purely business perspective, a company only stands to gain if it takes a no-nonsense, hardline position on sexual harassment. Not only is it the right thing to do, it is the smart thing to
The Equal Employment Opportunity Commission (EEOC), under Title VII of the Civil Rights Act of 1964, defines sexual harassment as a behavior of a sexual nature that affects an individual’s terms of employment or creates a hostile and intimidating work environment. According to the EEOC, it is “unlawful to harass a person, an applicant, or employee because of that person’s sex.” (Sexual Harassment) The term “sexual harassment” can be a bit misleading as other forms of work related harassment can take place that have nothing to do with ‘sex’ but do however, fall under the same umbrella. We will look to identify the different types of sexual harassment in the workplace, specifically, ‘Quid Pro Quo’ and what it’s like to work in a ‘Hostile Work Environment’. This paper will focus on the law, woman’s rights in the workplace, and discuss an example from the Supreme Court Case of: Meritor Savings Bank, FSB v. Vinson, 477 U.S. 57 (1986).
This article is about employment related sexual harassments that have been increasingly dramatically and has been an important ec...
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.
Every public and private employer in the State of California (except the federal government and religious, non-profit corporations or associations) is subject to the California Fair Employment and Housing Act’s (FEHA), which prohibits against sexual harassment in the workplace. Individual supervisors, managers and non-supervisory employees are individually subject to the FEHA’s anti-harassment provisions. The goal of the FEHA is to familiarize supervisors and managers with their responsibilities under California law for responding to, and preventing, sexual harassment. Although federal law imposes similar duties as those required by the FEHA, there are some important differences that will be highlighted in my paper.
... named in the1970s, workplace sexual harassment has increasingly been the subject of legal measures, awareness campaigns and workplace policies in countries across the world. Through these initiatives, a broad consensus around how this kind of treatment should be defined has been developed: it is usually identified as sex-based or sexual behavior unwelcome to its recipient. The research conducted on its extent and dynamics has confirmed that workplace sexual harassment, although it has male victims, is overwhelmingly directed at women. Moreover, it appears to be more often encountered by those who are in a less-powerful labor market position, including young workers, domestic workers, women in non-traditional jobs, migrant workers and women in the informal sector. It is also apparent that sexual harassment imposes heavy costs on both its victims and their employers.