Sexual Harassment in the Workplace

Sexual Harassment in the Workplace

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According to the United States Equal Employment Opportunity Commission (EEOC) the definition of sexual harassment is “Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment.” Regardless of position in company or type of candidate it is against the law to make passes or harass one because of their sex or gender. In order to harass a person it does not have to necessarily be physical contact but this regulation also includes any offensive verbal context that anyone may say towards a person’s sex and/or gender. Also, a lot of times sexual harassment is based on personal opinion, meaning what may come off as offensive to one person another may be fine with working. A good example is if a woman is wearing a blue dress and makes a random comment of saying “I really do love the color blue on women.” All depending how the woman wearing a blue dress perceives the comment will depend on whether or not she feel the person was looking at her and how the comment was said in her eyes.

Sex and/ or Gender play absolutely no role in whether or not you can be sexually harassed any side of sexual harassment can be played by any sex and/or gender. A third party of someone that heard or saw the sexual harassment also has the right to file sexual harassment charges, so technically that person does not have to be involved in the situation directly. With sexual harassment there is a very gray area because unfortunately it does not allow teasing, general comments and minuet one on one problem. Harassment is so serious it is a criminal offense, but it also creates a terrible environment for productivity and plays a vital role many times in position movement in the company or organization. Sexual harassment is a form of sexual bigotry and is written into law with Title VII of the Civil Rights Act of 1964. To be specific this title only extends to that employer of 15 or more workers and is included for everyone from federal governments to employment agencies. Sexual harassment cases are inspected by the EEOC on a case-by-case basis usually after the victim has told or made it obvious that the harasser should stop.

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Quid pro qou cannot be tolerated into the workplace with no exceptions. Anybody who uses quid pro qou should be immediately terminated and brought up on criminal charges to local officials. This is a criminal offense because you are mentally forcing someone to give you sex as compensation promissory of them moving up or down in the company all depending if the workplace. Sexual harassment in the work place occurs mainly because of societal to workplace inequality, poor management and mental issues. Usually societal to workplace inequality plays a role, because women in this country are looked at generally as second class citizens. Although sexual harassment is not sex and gender biased it mostly occurs to women, because they are thought as inferior. Until we learn make our societal views on women, only then we will see changes in the workplace. Poor management is one of the most important parts of workplace sexual harassment because they are the frontline to stopping these situations possibly before they happen. Managers have the opportunity of setting a precedent and weave or embed an ideal environment that will absolutely not tolerate sexual harassment by making them aware of all the expectations, guidelines, rules, standards, laws and regulations that the company has set. Mental issues play a role in sexual harassment this entails issues in workers personal life such as death, separation in relationships or even sexual harassment outside the workplace can be translated into the workplace. Three consequences that can root from sexual harassment in the workplace is less productivity, possible law suit and tarnish the public’s view on the company. If a person is uncomfortable in their place of work they will not contribute as much production as if they were in a happy environment. A sexually harassed environment will make the worker have their mind elsewhere worrying about the harasser instead of work related issues. If sexual harassment is observed and not reported then that makes a company very susceptible to being sued and for a smaller company it could possibly put them out of business. The public’s view on your company is very important because they are the life to any company and have a good socially aware and responsible business will help a business thrive. If sexual harassment happens at your company and new gets out, it makes your company look bad.

Women are more vulnerable to sexual harassment in the workplace because they are outnumbered and looked at as inferior. Unfortunately for the corporate world we do not have enough women in the work environment and those numbers need to increase. Because of our views in media about how we objectify women make a huge difference in how our psychological capacity perceives women. I believe in Patricia’s case if she would have complained sooner they would have thrown her case out and not believe what issues she was going through. Unfortunately in here case many sexual harassment situations were barely heard of and it too her many tries just to get her case heard in the court of law. I do believe in her own right she should never have had sex with the man and instead took notes and started recording conversations between the two.
In order to prevent sexual harassment in the workplace there are many steps a manger can take. In all employee handbooks there should be a sexual harassment policy already listed if not you should implement based on EEOC guidelines and regulations.

As a manager you make it clear exactly what sexual harassment is when violated. Make it very clear to your employees that as a manger you will not tolerate sexual harassment in no way shape or form and if anybody violates the sexual harassment policy they will be disciplined to the maximum capacity. Let all employees know the proper steps of filing the sexual harassment complaints and allow them to know that there will be no worries of retaliation, due to proper investigation.



Works Cited

"Facts About Sexual Harassment." US EEOC Home Page. Web. 04 Oct. 2011. .

"Sexual Harassment." US EEOC Home Page. Web. 04 Oct. 2011. .

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