Sexual harassment

 Sexual harassment

Figure 01: (Gerdeman, 2018)

Sexual harassment people can file a lawsuit, but the organization’s policy must make it clear that it will not be permitted, and this policy must be backed up by procedures and practices for dealing with harassment. Workplace sexual harassment is becoming a cause of concern for both employees and employers. (Schneider et al.,1997). Sexual harassment is defined as unsolicited sexual advances, unsolicited solicitation for sexual favors, or any unwanted sexual behavior that causes a person to feel humiliated, ashamed, or afraid in situations where it is possible. The victim may be the boss, the head of another department, a co-worker of the company, or a non-employee as a client. While the statistics clearly reveal that women of lower social rank are the most prevalent targets of sexual harassment perpetrated by males of higher social standing, sexual harassment is not restricted to this dynamic.

There are two types of sexual harassment:

1) Quid pro quo: when a job reward (such as a pay raise, promotion, or even continued employment) is conditional on the victim agreeing to sexual behavior expectations.

2) A hostile working environment in which the victim is intimidated or humiliated as a result of his or her actions.

Problems in dealing with sexual harassment

1) It can be difficult to make a clear-cut case. Victims of sexual harassment are often unwilling to take action and, in practice, seldom do so.

2) Sexual harassment may be a component of the organization’s culture, the way we do things around here; a standard that is followed at all levels.

Solutions

These issues do not have simple solutions.

1) The senior executive should make a clear declaration that sexual harassment will not be tolerated.

2) Back up the statement with a policy directive that explains why the organization is against it in greater depth.

3) Reinforce the policy statement with senior-level action that demonstrates that it is more than just words.

4) Ensure that the sexual harassment policy is clearly outlined in induction training and that everyone on promotion is aware of it.

5) Make arrangements for sexually harassed employees to seek guidance, support, and counseling without feeling obligated to file a complaint.

Conclusion

Sexual harassment is defined as a pattern or behavior in which a person is harassed because of his or her sexual orientation. The interaction of power and gender that exists in almost every sector of the economy at virtually every level is what sexual harassment is all about.

References

Anon., n.d. Sexual Harassment at work, s.l.: International Labor Officer.

Anon., n.d. Sexual Harassment in the workplace. [Online]
Available at: http;//humanrights.gov.au

Gerdeman, D., 2018. Sexual Harassment: What Employer Should Do Now. [Online]
Available at: http://hbswk.hbs.edu

Schneider, K. T., Swan, S. & Fitzgerald, L. F., 1997. Job- Related and Psychological Effects of Sexual Harassment in the Workplace: Empirical Evidence From Two Organizations. Journal of Applied Psychology Vol 82, pp. 401-415.