Sexual Harassment in the Workplace

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Sexual harassment can be described as any unwanted sexual comments or unwanted sexual advances. People think that in a sexual harassment situation that the offender is always a male but that is not the case, females can also be the harasser. There can be several incidents where a male is sexually harassing a female, female harassing a male, female harassing a female, or a male harassing a male. When sexual harassment occurs it can make any situation uncomfortable, especially if the advances are unwelcome.

The EEOC also provides guidance as to some of the circumstances in which sexual harassment can be deemed to have occurred. These include: The victim as well as the harasser may be a woman or a man. The victim does not have to be of the opposite sex. The harasser can be the victim’s supervisor, or an agent of the employer, a supervisor in another area, a co-worker, or a non-employee. The victim does not have to be the person harassed but could be anyone affected by the offensive conduct. Unlawful sexual harassment may occur without economic injury to or discharge of the victim. The harasser’s conduct must be unwelcome. (Howarth 2005)

He increasing number of women in the professional workforce poses a challenge to business managers and executives. Women are sometimes stereotyped by those who believe they aren’t capable of being a good employee. With the addition of women to a male dominated profession, it can create a situation in which women are singled out and made to feel unwelcome because of their gender, regardless of their work performance.

The challenge for professional managers and executives is to break down the inaccurate stereotype attached to women and eliminate the treatment of employees based on gender. Even t...

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...tion that can be taken to stop workplace harassment and minimize liability. Employees should assist victims of harassment by reporting any observed incidents. The employees should document each incident of harassment regardless of just how severe it is. Failure to act on a complaint, regardless of how severe it is could result in employer being held liable. The goal is for superiors to prevent sexual harassment from occurring. If it does exist, the harassment must be confronted and stopped immediately to avoid liability.

Works Cited

Alvarez, F., Court, L., & Stohler, C. (2005) ExecBlueprints. Legal Issues for Managers: Avoiding Sexual Harassment in the Workplace.

Howarth, F. (2005) Curbing Sexual Harassment in the Workplace. Faulkner Information Services.

Swanson, C., Territo, L., & Taylor, R. (2008) Police Administration. Pearson/Prentice Hall Publisher.

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