Introduction
Workforce diversity is a new term in business and industry. It is a term that is still uncommon in various areas of the world. Diversity can be considered by taking two different perspectives. Firstly, there are those fundamental individual attributes that make everyone on the earth unique for example disability, personality among others. Secondly, there are those differences that exist based on group membership for example race, ethnicity, and cultural differences among others (Barak, 131). Diversity is being an associate of either an indiscernible or discernible groups that are believed to be mainstream in the society (Barak, 131).
Pluralism, on the other hand, is the distribution of supremacy among the many groups of the society (Carroll and Buchholtz, 8). In other words, pluralism means decentralization and diversification of authority from a group of few individuals from the top to the majority at the bottom of the societal hierarchy.
Workplace diversity brings about a variety of ethical issues in the places of work. For example, sexual harassment due to sexual orientation, racism and ethnicity, gender issues among others. Sexual harassment is characterized by annoying sexual advances and innuendos meant for others; who think that such actions violate their right or interfere with their work. People take part in sexual harassment because of their sexual desires, or when, they want some sexual favors; prompted by the prevailing situation. For example, employees may be harassed sexually, by their managers, so that they get promotion. Sexual harassment is one of the ethical issues that face managers and employees alike. If it is perceived in an organization, it can strain the relationship between the organization and the society (Carroll and Buchholtz, 4).
My personal view
Regarding sexual harassment, I personally think that people need to have a more mature way of dealing with issues of sexuality. We need to go about them more carefully and privately. Sexual advances can be made provided the two individuals consent on the same. These advances should not be pegged on certain expectations on favoritism in workplace but can be for the continuity of the genealogy or for the purposes of procreation.
Various cultural practices have seen various forms of sexual relationships that exist within the society. As a Christian, I think is wrong and unfair to engage in irresponsible sexual behaviors like sexual harassment. We should bear in mind that it is against Christian teaching and against the ten commandments of God.
“Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conducts of a sexual nature constitute (are) sexual harassment when: (1) submission to (agree to) . . . or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individuals, or (2) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile (threatening), or offensive working environment” (ENotes.com...
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.
Roberts, Barry S. and Richard A. Mann. ?Sexual Harassment in the Workplace: A Primer.? n.pag. On-line. Internet. 5 Dec 2000. Available WWW:
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).
What comes to mind when you think of sexual harassment? Most people picture an individual grabbing another individual unwillingly in attempt of committing nonconsensual sex. However, sexual harassment can be something as insignificant as being called something negative. It is anything that makes a person feel uncomfortable about his/her sexuality. According to the law, sexual harassment is anything from unwelcome sexual advances and requests for sexual favors to verbal statements of a sexual nature. It violates Title VII of the Civil Rights Act of 1964. The Sexual Harassment Policy, which is currently in place in all schools and work places, is aimed at providing an educational and work environment free of harassment. This includes sexual harassment and every form of intimidation or exploitation.
Sexual harassment and sexual assault is nothing new to the modern world. Though the aspect of sexual assault and harassment has existed since the dawn of time. Cavemen would club their selected mate and have their way with them. It wasn’t until the early 1980s that it became more pronounced as immoral and derogatory. Though some may say that certain acts, gestures, jokes, songs, or even quote do not fall under anything worth mentioning, it all boils down to who is present and how the offended perceives it. Bystanders may just see it and not think anything of it, or they will find it extremely offensive.
Diversity in the work place has generally been thought of as purely an employment equity issue. However, diversity is coming to be recognized as an asset which can, like any other asset that is well managed, contribute to the bottom line. Diversity is growing almost as quickly as the number of software vendors at an accounting convention (Talbot-Allen, 1995, p. 3)
Eliza G.C. Collins and Timothy B. Blodgett. "Sexual Harassment…Some See It…Some Won’t" Harvard Business Review, March 1981. Web. 6 June 2015.
Workforce diversity has become a reality in organizations. More organizations have written workforce diversity policies or programs. Although there is still no consensus on how to define workforce diversity, diversity policies and program are producing positive effects in organizations. Diversity in the workplace is a way of defining acceptable behaviors of employees. Diversity represents all the ways in which individuals are both similar and different. It involves a variation of characteristics such as: age, sex, color, religion, national origin, disability, or any other differences. Although diversity initiatives are common in the workplace today, this is due mainly to the federal government use of constitutional amendments, legislation, and executive orders, along with court decisions to interpret the laws for equal rights (Noe, Hollenbeck, Gerhart, & Wright, 2010). The way an organization defines diversity and how it manages its diverse workforce may determine its effectiveness.
Each year many people first become aware of sexual harassment when they are harassed in the workplace. Today in the United States there still seems to be a need for general information about sexual harassment. Many people are unaware of exactly what sexual harassment is, how it affects its victims, where it happens, and what to do if it happens to them. There are many laws that protect people from sexual harassment and provide them with information about what to do if you should ever be in this situation (Wyatt, 2000).
To be sure, modern laws are made to express the general will, a will that aims at the common good. This means that laws in most cases intend to protect every social member’s rights under the principle of justice and fairness. For telling examples one need to look no further than American judicial system. The access to the two courts systems, one federal court and one state court, provides citizens with the greatest potential to have their legal problems resolved quickly and justly. Besides, the entire U.S. legal system depends upon the involvement and integrity of citizens in the roles of parties, witnesses, jurors, legal counsel and judges， making the legislation, judgment and enforcement respecting more citizens' will, which is probably based on various interests, so that laws can be as just as possible. Therefore, modern laws are in nature pursuing to treat and protect every individual in the society.
To conclude sexual harassment is a tremendously huge issue that should be taken seriously. The only solution for tackling this situation is to speak up when this situation happen to someone. Encourage the victim of sexual harassment to come forward and report to proper authority as soon as possible. The longer the victim waits, the less probability that it will be corrected. If there is someone out there that had been victim of harassment confront the person regarding the situation. Call for help and consult with local HR representative or appropriate authority. Do not become part of the statistics of such shameful acts. Get help! Finally, sexual harassment laws must be strengthened in order to fix what has become a serious problem today in the workplace in order to avoid having more victims.
Sexual Harassment/Assault is a growing issue in the U.S. In this paper I will highlight the meaning of sexual harassment, some of the signs, behavior theories, and concepts of being sexually harassed. The history of sexual harassment dates back to slave days when it didn’t really have a meaning or name but women activist were protesting against it. I will explore the statistics of sexual harassment and how it occurs more common in women. Also I will connect my personal experiences as a teenager dealing with my sister being sexually harassed at her first job. Research shows that women are more affected by being sexually harassed or abused especially when it happens at their job. They find it more difficult to carry on after they have been harassed and to move on comfortably. This issue usually has a more long term effect on women then it would have on men. Men are usually the ones who initiate any sexual act that’s going to take place. Therefore it’s more common to find that the men are harassing the women not saying it’s never vice versa but women are shown more in my research. My personal experiences aren’t exactly direct but it gave me a firsthand view on how this issue is sometimes hard to recognize but very prominent in society today. Studies show that being sexually harassed can effect and devastate your psychological health, physical well-being and vocational development. Therefore it’s better to be aware of the history, and behavioral concepts of this issue to avoid it from happening to you.
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
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.