that demands actions, therefore, they often establish guidelines on how to avoid and handle sexual harassment. However, some companies still do not appear to have sexual harassment regulations or at least not publicly accessible ones. One of these companies is Firestone. It seems as though information about the recent tire recall is the only topic that one can access on it’s website or through emails. Nevertheless, an examination of the sexual harassment policies of other companies provides a basis for recommendations. EDS, Electronic Data Systems, serves as a good model in considering which rules are worth implementation.
Kevin McFarling, Client Delivery Executive, sums up his company’s attitude toward sexual harassment: “Sexual harassment is not to be ignored. It is very serious and needs to be treated that way by all employees. It is inexcusable in any environment, let alone a professional one” (McFarling) EDS’s policy on sexual harassment is as follows: EDS does not tolerate sexual harassment or other lawful harassment in the workplace, whether committed by a co-worker, leader, client, contractor, suppliers, or anyone else. Actions, words, jokes or comments that are derogatory and based on any persons gender, race, ethnicity, sexual orientation, age, religion or disability will not be tolerated at EDS (Ethics and Business Conduct).
In order to create a safe and welcoming environment for everyone affiliated with EDS, tasks and responsibilities have been assigned to all employees, including leaders. These tasks and responsibilities include reporting incidents and adhering to the EDS sexual harassment policy. Leaders have the extra responsibility of educating employees about sexual harassment. EDS also makes sure that training and materials are easily accessible to all employees. These informative materials can be obtained through the EDS Employee Relations and the EDS Office of Ethics and Business Conduct. Other companies should follow the example of EDS in educating their employees so they know that sexual harassment of any kind is not tolerated.
Employees should be aware of what exactly constitutes as sexual harassment and avoid any activity that could be considered sexually offensive.
Shaw describes two types of sexual harassment, “quid pro quo” and “hostile work environment” in both cases the victim can be a man or a woman and in both cases sexual harassment is illegal.
There should be more aggressive and strict policies in cases like sexual harassment because it causes lots of trauma to the victim and as in this case the complaint was filed way later than the actual violation committed. There should be more supportive ways for all the individuals in an organization to report such cases with utmost confidentiality.
This particular article tells the reader how to manage and even prevent sexual harassment with four steps. The first step is to have a sexual harassment policy that is clear and very well defined (Mulligan & Foy, 2003). The second step is to look at what sexual harassment currently exists within the organization; these areas need to review immediately (Mulligan & Foy, 2003). Thirdly the business needs to make sexual harassment training a top priority for all employees (Mulligan & Foy, 2003). Lastly, the report states employers must have a complaint procedure in place for sexual harassment resolve and investigation (Mulligan & Foy,
People can tell when there is a problem by certain signs. In the business setting the same is true. Being aware of unmotivated, unproductive workers is a tell tale sign of problems. With unprofessional behavior the symptoms all point to one direction, and that is the lack of respect. Nancy Bono chimes her discord with "the common occurrence of disrespect in business is troubling." (2006) In the case of sexual harassment the signs could be the amount of male workers conversing with female workers about personal related matters. This should not be the case because professional relationships should only care about the business at hand. Another sign of an unwanted event is from the attire and individual wears and the type of attitude they have when wearing those cloths. Seductive clothing shouldn't be allowed in businesses because of the distractions it causes and the loss of time and profitability. In present day, many sales associates accentuate their bodily features to make a sale but ethically speaking the product should sell itself. In business there should be respect for coworkers, management, other companies, and most importantly for yourself.
In this assignment, I will go to talk about Sexual Harassment in the workplace, which is a serious problem in the workplace, how to recognize it, establishing procedures to report it and how to prevent it. The goal is zero tolerance harassment in the workplace.
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.
Since the concept of workplace dating is changing, companies must adopt some form of dating polices. Companies can decide to ban dating at all, ask employees to sign a love contract, or allow dating outside of the chain of command. The policy must be clearly defined enforced, and employees must be trained on the policy. Companies can also designate an HR official who can answer employee questions about the policy and report any complaints of sexual harassment or favoritism. Having a dating policy eliminates confusion among
... 30 year veteran journalist, producer, then a president of CBS News and now the chairperson and CEO of Sony Corporation of America, had this to say about the future of movies, "I think domestically, it's video on demand. There will be huge audiences for movies that people want to see when they want to see them. And they'll be able to download them on a multitude of devices at convenient moments in convenient places. And that's got to change the nature of viewing.” The world listens when business giants like Stringer make such statements, and it sounds like the home theater experience will only become even more convenient and desirable.
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.
Be aware of any sexual harassment taking place in the workplace and immediately taking action.
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.
Human resources professionals and line managers are frequently in a position to hearthe latest corporate gossip. While we all know the exaggeration and elaboration are the gossipers stock in trade we also know that there is usually a kernel of truth inside the mass of rumor and innuendo when whispers have to do with possible sexual harassment, particularly when same players are featured again and again, the employer ignores these rumors at its peril. Discreet inquires may well uncover a situation that requires fast and professional intervention.
Sexual assault has been a persistent and detrimental problem at workplace. Despite various attempts both publicly and privately to stop this behaviour, it is still happening and causing lots of concern. According to Australian Human Rights Commission, ‘any unwelcome conduct of a sexual nature which makes a person feel offended, humiliated and/or intimidated’ is seen as a sexual harassment. In the area of retail and hospitality where employees have lots of interactions with the customers, the prevalence of this incident seems to be higher than elsewhere. The article by Good L and Cooper R (2014) ‘Voicing their complaints? The silence of students working in
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.