(n = 204)
Note. χ 2 = Chi-square value; p = p value; V = Cramer’s V value; * = Cells with overrepresentation of subjects.
As shown in Table 1 , single men and married/cohabiting woman are the two categories that report significantly fewer SHW experiences. Women working in the public sector and in organizations with 51 to 100 and 101 to 200 employees, respectively, are more likely to witness SHW, while men in the public sector and in organizations with more than 200 employees report more dysfunctional behaviors.
In Table 2 , there is the distribution of response in women and men witnesses and non-witnesses of SHW. Findings indicated that men witnesses were more prone than others to express disengagement, negative feelings such as anger, and dejection–stress. Women witnesses were more prone than others to express positive feelings.
Perceived mental health, life satisfaction, burnout, and self-efficacy; comparison between witnesses and non-witnesses of SHW (one-way ANOVA) (N = 724).
Witnesses | Non-Witnesses | 2 | |||||
---|---|---|---|---|---|---|---|
Women (n = 204) | Men (n = 117) | Women (n = 219) | Men (n = 184) | ||||
OLBI-Exhaustion | 21.99 (12.50) | 21.55 (3.05) | 21.43 (2.88) | 21.38 (2.41) | 0.45 | 0.717 | 0.043 |
OLBI-Disengagement | 20.50 (12.30) | 23.56 (23.68) | 19.65 (7.32) | 19.22 (2.26) | 3.41 | 0.017 | 0.062 |
GHQ-12 | 22.30 (4.16) | 21.60 (9.40) | 21.36 (3.99) | 20.88 (3.06) | 2.59 | 0.052 | 0.044 |
SWLS | 22.37 (6.31) | 22.88 (5.63) | 23.31 (5.91) | 23.71 (5.87) | 1.79 | 0.148 | 0.031 |
RESE-POS | 16.00 (7.55) | 15.03 (3.11) | 15.76 (3.53) | 14.70 (3.47) | 2.89 | 0.035 | 0.031 |
RESE-ANG | 11.23 (3.15) | 12.69 (9.27) | 11.26 (3.15) | 12.00 (2.97) | 3.36 | 0.019 | 0.035 |
RESE-DES | 11.66 (3.04) | 13.28 (3.57) | 12.03 (3.46) | 12.93 (2.96) | 9.05 | 0.001 | 0.042 |
Note. F = Fischer’s value; p = p value; η2 = Eta squared.
Correlation analysis showed that when participants (women and men) witnessed SHW, life satisfaction decreased (r = −0.12, p = 0.029). Finally, multiple regression was performed to predict perceived mental health based on gender, age, SHW, and self-efficacy. Linearity was assessed using partial regression plots and a plot of student residuals against predicted values. Independence of the residuals was assessed with a Durbin–Watson value of 1.922. Homoscedasticity was assessed by visual inspection of a plot of student-specific residuals against the non-standardized predicted values, and there was no evidence of multilinearity assessed by tolerance values greater than 0.1. The normality assumption was met, as determined from a Q–Q plot. The multiple regression model statistically significantly predicted perceived mental health, F(6, 690) = 5.266, p < 0.001, adj. R 2 = 0.13, albeit with a modest effect size. All six variables contributed statistically significantly to prediction, p < 0.05. Regression coefficients and standard errors are found in Table 3 .
Multiple regression results for perceived mental health.
GHQ | B | 95% CI for B | SE B | β | R | ΔR | |
---|---|---|---|---|---|---|---|
LL | UL | ||||||
Model | 0.14 | 0.13 ** | |||||
Constant | 26.486 | 24.10 | 28.87 | 1.21 | |||
Age | −0.47 | −1.25 | −0.32 | 0.40 | −0.04 | ||
Gender | −0.10 | −0.04 | −0.02 | 0.02 | −0.02 | ||
SEQ | 0.10 | 0.03 | 0.05 | 0.02 | 0.01 | ||
RESE-POS | −0.12 | −0.16 | −0.01 | 0.04 | −0.08 | ||
RESE-ANG | −0.23 | −0.36 | −0.10 | 0.07 | −0.15 | ||
RESE-DES | −0.36 | −0.12 | −0.05 | 0.04 | −0.33 |
Note. Model = “Enter” method in SPSS statistics; B = unstandardized regression coefficient; CI = confidence interval; LL = lower limit; UL = upper limit; SE B = standard error of the coefficient; β = standardized coefficients; R 2 = coefficient of determination; Δ R 2 = adjusted R 2 . ** p < 0.01. The gender variable is calculated as female vs. male.
Overall, the results of this study show that perceptions of mental health were significantly predicted by the variables of age, sex, exposure to SHW, and self-efficacy strategies. The effect size was modest because some of the complexity of the phenomenon-which includes psychological, group, organizational, and social aspects was likely not fully accounted for in the modeling. Nonetheless, this is a very important finding because it shows how the phenomenon of SHW affects not only the direct victim but also those who experience it indirectly. This finding is consistent with previous recent studies that, albeit using different methodologies, show that SHW is one of the risk factors at all levels of investigation, from the psychological impact on the individual to the consequences for organizational climate and the welfare parameters of society as a whole [ 57 , 58 , 59 ].
Witnesses to SHW were younger than participants who identified as non-witnesses. While Powell [ 60 ] found that age did not affect how women perceived sexual harassment, Reilly, Lott, and Gallogly [ 61 ] found that younger individuals were more likely to tolerate sexual harassment than older individuals. Ford and Donis [ 62 ] found that younger women were least likely to tolerate sexual harassment, while younger men were most likely to tolerate sexual harassment. The authors found that tolerance of sexual harassment increases with age in women up to age 50, but decreases thereafter. For men, however, they found the opposite age effect, i.e., tolerance of sexual harassment decreased up to age 50, but acceptance increased thereafter. Foulis and McCabe [ 63 ] also found that age did not correlate with Australian workers’ perceptions of sexual harassment. In our study, the results confirmed Padavic and Orcutt’s [ 64 ] study that younger workers take the phenomenon of sexual harassment more seriously than older workers (see also [ 65 ]).
Our results also confirm the Hypothesis 1: women and men who witnessed sexual harassment were more likely to suffer the emotional and psychological consequences of the experience than non-witnesses, confirming the Hypothesis 1 of this study. However, male witnesses suffered more than women by distancing themselves and expressing negative emotions such as anger and dejection–stress. These results did not confirm Hypothesis 2 (which stated that women who witnessed SHW had more difficulty managing their stress than men and female non-witnesses) and are consistent with Richman–Hirsch and Glomb [ 66 ]. Nevertheless, this result is very interesting. Traditionally, studies have focused on female victims of SHW, sociodemographic characteristics, organizational and male-dominance culture, consequences, etc. [ 5 ] Fewer studies have been conducted with men, focusing on analysis of their experiences and consequences as witnesses of SHW. The results of the Fourth European Working Conditions Survey, based on 30,000 face-to-face interviews with workers in 31 European countries, show that 2% of all workers are exposed to sexual harassment at work [ 67 ]. This means that colleagues, supervisors, and others have contributed to the misconduct. According to Hansen, Garde, and Persson [ 21 ], while SH can be understood as a unique discretionary stimulus when experienced directly by a target, it can also manifest as an environmental stimulus that permeates the work context and becomes something that everyone is exposed to in their environment. As mentioned earlier, SHW can lead to a generally stressful work environment that affects employees other than those directly affected by the misconduct [ 23 ]. Raver and Gelfand [ 68 ] also showed that the effects of SHW extend to group-level outcomes by demonstrating the detrimental effects on team conflict and cohesion. In addition, Berdahl, Magley, and Waldo [ 69 ] found that while both genders believe that sexual coercion, unwanted sexual attention, and lewd comments are a form of SHW, men also clearly indicate that punishment for deviating from the masculine gender role (i.e., being harassed as “not masculine enough” [ 70 ]) is sexually harassing [ 38 ]. Studies show that the men most at risk are those who do not appear sufficiently masculine [ 14 ]. Thus, even when men feel anger when they perceive that a member of their own group (and thus potentially themselves) is being harassed, they do not intervene (e.g., [ 6 ]). This non-intervention seems to be related to the need to maintain a sense of identification with the gender group; the cost to self might be perceived as a risk [ 71 ]. Otherwise, the result could be a sense of powerlessness, driven by the need to intervene to protect the members of the group and their identification with the group. Over time, these feelings can cause suffering, with consequences such as psychological discomfort, exhaustion, and burnout [ 72 ].
In addition, women who witnessed SHW expressed more positive emotions than men, which enabled them to manage their anxiety and emotional states when triggered in response to SHW events. Thus, Hypothesis 3, which stated that women who witnessed SHW were more inclined to express negative emotions and less inclined to express positive emotions than men and female non-witnesses, could not be confirmed. This result may be related to the findings of the study by Veletsianos et al. [ 73 ]. The authors found that women use different coping strategies to deal with harassment. One of these is resistance, a term we have used to describe women’s refusal to accept harassment or to remain silent or passive. Resistance is a reactive coping strategy, and strategies in this domain included persistent attempts to talk, persistence in general, asserting one’s voice and authority, turning to the community, and using self-protective measures. As Hashmi et al. [ 74 ] point out, thanks to the #MeToo campaign, SHW problems and their coping strategies are increasingly seen as structural problems and not just individual-level problems. The witnesses in our study may have been exposed to the “New Deal” for SHW, which influenced how they dealt with the phenomenon [ 75 ]. In 2016, prior to the #MeToo momentum, Johnson et al. [ 76 ] surveyed 250 professional women in the US about the prevalence of SHW and the impact on their work; they also interviewed 31 women in the US about their individual experiences. After #MeToo, they conducted a second survey of 263 women in September 2018 and reconnected with some of the previously surveyed women to find out if they had noticed any changes or changed their views. The results show the benefits of #MeToo in reducing sexual harassment over two years; women said the movement helped them realize they were not alone in their experiences.
The results of this study demonstrate the importance of intervening in SHW episodes. Women and men who witness suffer from their vicarious experiences, negative mental health, exhaustion, alienation, and negative feelings. Preventive measures and interventions are needed in the organization. Changing the organizational climate and context that fosters SHW is critical to reducing the phenomenon. Establishing clear zero-tolerance policies and procedures is part of changing the normative environment that fosters SHW. Organizations that proactively develop, disseminate, and enforce policies and procedures on violence against women have the lowest incident rates [ 77 ]. In addition, programs that promote witness intervention are important for reducing SHW [ 78 ]. Witnesses can potentially confront and stop harassers, report incidents, and support victims [ 79 , 80 ]. Many victims respond passively because they perceive the risk of reporting the incident to be too high; they may rely on others to act on their behalf [ 81 ]. By communicating norms that address harassment, witnesses could play a role in changing the group, organizational, and cultural context that supports SHW [ 82 ]. Identifying PWD is not enough to motivate intervention; witnesses must take responsibility for their actions [ 79 ]. However, multiple witnesses may lead witnesses to assume that their help is not needed and make them feel less responsible (diffusion of responsibility [ 83 ]). Witnesses may also attribute responsibility for their intervention to the victim’s colleagues or other members of the group [ 84 ]. It might be useful to promote values characteristic of both genders to activate responsibility for intervening. For men, this responsibility could be consistent with masculine roles such as honor and protection [ 85 ]. For women, it might be consistent with self-protection and resistance as individual and collective strategies for coping with an environment that might tolerate SHW. Companies could help witnesses stop workplace misconduct. For example, training could be provided to address lack of confidence in one’s own abilities by focusing on specific behaviors that witnesses can use to effectively intervene. Bowes-Sperry and O’Leary-Kelley [ 79 ] offered a typology of behaviors that might be useful for such training. The typology classifies possible witness actions along two dimensions, immediacy (immediate action vs. subsequent action) and involvement (direct involvement vs. indirect involvement). For example, episodes with high immediacy and involvement require the witness to take an active and recognizable action, such as asking the harasser to stop. In contrast, behaviors with low immediacy and involvement occur when bystanders later support the victim, for example, by privately encouraging the victim to report the incident. Training could take into account the phenomenon of audience inhibition, which is the concern witnesses have about what others will think of them if they act [ 83 ]. Male witnesses, for example, might believe that their intervention (to protect the victim or prevent the perpetrator) will result in a loss of social status if norms of loyalty to members of their own group stand in the way of intervention. Increasing empathy and the importance of personal norms that support intervention may override perceived social norms that contribute to audience inhibition. When an intervention requires that an aggressive member of one’s group be stopped, witnesses may be persuaded to intervene by portraying the actions of aggressors in one’s group as violating group norms and damaging the group’s reputation [ 84 , 85 , 86 , 87 ]. Finally, as suggested by Lee et al. [ 72 ], it is also important to include in a training program the opportunity to break down stereotypes and myths about SHW to increase the likelihood that witnesses will intervene in high-risk situations. Further research could examine the effectiveness of including witness training in SHW prevention programs. Studies could compare the effectiveness of training for witnesses and non-witnesses with SHW. This could contribute to a better understanding of readiness to intervene and what types of programs increase that readiness.
As far as we know, this is the first study conducted in Italy on the phenomenon of SHW in relation to witnesses and non-witnesses. The strength of the project lies in its innovative character, but it is important to consider some limitations that hopefully can be overcome in future studies. First, this was a cross-sectional study. An adequate, but non-random, sample was used for this study. We recognize that the participants in this study may not represent the general population of Italian workers. Willingness to participate in a survey about SHW may be influenced by organizational policies regarding the phenomenon, organizational climate, and previously adopted prevention and intervention strategies. For organizations, the decision to promote or not to promote this survey could imply a particular sensitivity to the phenomenon. A further study could analyze the relationship between the organization’s prevention strategy and the perception of the phenomenon by the organization’s employees. In addition, there could be a bias in participation. Participants might tend to answer a questionnaire in a way that conveys a positive image of themselves or of the organization they belong to (socially desirable responding; [ 88 ]). This could mean that participants did not identify themselves as victims and perpetrators; they could describe the phenomenon as witnesses but with greater involvement. Further research could consider the combined use of questionnaires and interviews to better understand the phenomenon and its meaning in an organizational context. Another limitation is that we included participants from different organizations. Therefore, it was not possible to identify specific patterns or episodes of SHW. It might be useful to examine an episode in a particular context using a different method. For example, the mixed method could be useful to describe SHW from different perspectives [ 89 ]. In addition, we did not consider the possible relationship between the victim and the perpetrator, their gender, and their sexual orientation. Therefore, further research needs to consider factors such as the perceived severity of the experience, the impact of multiple minority statuses and intersectional oppression on SHW [ 20 ], and the organizational values and norms that promote workplace misconduct. Because the nature of the relationship and gender are important predictors of intervention intent [ 90 ], it may be interesting to analyze perceptions of the phenomenon in relation to gender in the victim–offender dyad. Future research could use the vignette method to analyze how gender and the nature of the victim–offender relationship influences the intention to intervene in SHW. Finally, it is important to anchor this study in the specific Italian sociocultural context, which may differ from that of other countries [ 39 ]. Therefore, this study may not be transferable to other sociocultural contexts.
In summary, this study has shown that in addressing the serious problem of sexual harassment in the workplace, attention must be focused not only on the direct victims, but also on those who witness it, because they themselves may develop forms of discomfort and because sexual harassment contributes to creating a negative climate for the individual and for the organization itself. Although this is a cross-sectional study without randomization, it clearly shows the need for timely and appropriate intervention in the sociocultural context in which the organization is anchored. In the Italian context, for example, phenomena such as sexism, gender stereotypes, and a tolerance of sexual harassment that is not accepted in other countries still seem to be present [ 39 ]. If nothing is done in this regard, either preventively or to curb the phenomenon, there is a risk that harassment will continue in a self-reinforcing cycle. In terms of change and active transformation, it seems crucial to sensitize the widest possible audience of men and women and to promote knowledge and awareness of the problems of hostile and benevolent sexism, homophobia, patriarchal views, and gender stereotypes that still exist in our society. Therefore, it is important and essential that the principles of gender equality and respect for others are taught in all workplaces through appropriate and timely training, prevention, and monitoring.
The authors wish to thank all the participants in this investigation.
This research received no external funding.
Conceptualization, D.A.M. and A.V.; formal analysis, D.A.M. and C.C.; writing—original draft preparation, D.A.M.; writing—review and editing, D.A.M., C.C. and A.V.; supervision, D.A.M. and A.V.; project administration, D.A.M. All authors have read and agreed to the published version of the manuscript.
The study was conducted in accordance with the Declaration of Helsinki and approved by the Ethics Committee of the University of Turin (prot. N. 456048/2018).
Informed consent was obtained from all subjects involved in the study.
Conflicts of interest.
The authors declare no conflict of interest.
Publisher’s Note: MDPI stays neutral with regard to jurisdictional claims in published maps and institutional affiliations.
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Home — Essay Samples — Law, Crime & Punishment — Sexual Harassment — Workplace Sexual Harassment: Challenges and Solutions
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Introduction, nature and impact of sexual harassment in the workplace, legal frameworks and organizational policies, practical measures to foster a harassment-free work environment.
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500 words essay on sexual harassment.
Sexual harassment refers to any form of unwelcome sexual behaviour which is offensive, humiliating and intimidating. Further, it is against the law to sexually harass anyone. Over the years, sexual harassment has taken a lot of time to be recognized as a real issue. Nonetheless, it is a start that can protect people from this harassment. The essay on sexual harassment will take you through the details.
Sexual harassment comes in many forms and not just a single one. It includes when someone tries to touch, grab or make other physical contacts with you without your consent. Further, it also includes passing comments which have a sexual meaning.
After that, it is also when someone asks you for sexual favours. Leering and staring continuously also counts as one. You are being sexually harassed when the perpetrator displays rude and offensive material so that others can see it.
Another form is making sexual gestures towards you and cracking sexual jokes or comments towards you. It is also not acceptable for someone to question you about your sexual life or insult you with sexual comments.
Further, making an obscene phone call or indecently exposing oneself also counts as sexual harassment. Sexual harassment can impact a person severely. It may stress out the victim and they may suffer from anxiety or depression.
Moreover, it can also cause them to withdraw from social situations. After that, the victim also starts to lose confidence and self-esteem. There may also be physical symptoms like headaches, sleep problems and being not able to concentrate or be productive.
No one in this world deserves to go through sexual harassment, whether man or woman. We all have the right to live freely without being harassed, bullied or discriminated against. It is the reason why sexual harassment is illegal.
To begin with, the person may try talking to the offender and convey their message regarding their unwanted behaviour. Further, it is also essential to stay informed about this issue. Make sure to learn about the policies and procedures regarding sexual harassment in your workplace, school or university.
Further, try to document everything to help you remember the name of the offenders and the incidents. Similarly, make sure to save any evidence you get which will help with your complaint. For instance, keeping the text messages, emails, photos or more.
Most importantly, always try to get external information and advice from people who will help you if you decide to file a lawsuit. Likewise, never deal with it on your own and share it with someone you trust to lighten your load.
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To conclude, sexual harassment is a very real issue that went unnoticed for a long period of time, but not anymore. It is essential for all of us to take measures to prevent it from happening as it damages the life of the victim severely. Thus, make sure you help out those who are suffering from sexual harassment and make the perpetrator accountable.
Question 1: What are the effects of sexual harassment?
Answer 1: Sexual harassment has major effects on the victim like suffering from significant psychological effects which include anxiety, depression , headaches, sleep disorders, lowered self-esteem, sexual dysfunction and more.
Question 2: How do you tell if someone is sexually harassing you?
Answer 2: It is essential to notice the signs if you feel someone is sexually harassing you. The most important sign is if you feel uncomfortable and experience any unwanted physical contact. If your ‘no’ does not have an impact and you’re being subjected to sexual jokes, you are being sexually harassed.
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Sexual harassment in the workplace has been a significant issue that many organizations around the world are grappling with. There have been numerous court cases regarding such issues. Notably, the issue is considered the newest form of gender discrimination in the workplace. In fact, many companies have had to pay substantial amounts of money to victims of sexual assault. Veterans Affairs Clinic (VA) is also one of such organizations, and the organization has revealed several issues about sexual harassment (Stockwell, 2017). In one of these cases, a female employee reported sexual harassment, which is regarded as an aspect of a hostile work environment.
Th e following section shows a study of general causes for sexual harassment, and the results of the interview in Veterans Affairs Clinic, and a possible solution. Research for general causes of sexual harassment in workplace Although all organizations are required to have a diverse workforce, and the claims for any discrimination are increasing globally (United Nations Human Rights Office Of The High Commissioner, n.d), it is still far from equality for men and women.
The cause of sexual harassment in the workplace has two aspects. One is the character of male and female, and the other one is related to the work environment. Although people’s characters are different and unique, gender in general, could influence their personality. Gender, gender perceptions, gender identity, and stereotypical gender roles all could play a part in personality and social interactions. Therefore, gender stereotypes can play a role in the organization. What an organization requires could depend on gender role perceptions and stereotypes, and as a result, certain situations could cause sexual harassment, and it would continue unaddressed, and unresolved by management in the workplace. According to Niederle and Vesterlund (2007), men tend to be more competitive than women, and they are willing to show that they are strong. This character trait possibly causes sexual harassment to women in the workplace. According to Connley (2017), sexual harassment tends to happen when a man is willing to be dominant in a workplace. Female workers are currently increasing, and the competition can be intense. Male workers try to protect their status, and that can lead to possible abuse and sexual harassment for female workers. On the other hand, women tend to avoid competitive situation (Niederle & Vesterlund, 2007). Also, even if they suffer from sexual harassment in the workplace, they tend to be hesitant to report the issue (Johnson, Kirk, & Keplinger, 2016). They can be afraid that there is a possibility that they might cause a hostile work environment by reporting the issue (Johnson, Kirk, & Keplinger, 2016). In this way, each gender character would make sexual harassment easier in a work environment, and difficult to open the issue. Another aspect that can cause sexual harassment in a work environment is corporate culture and employee’s behavior. Last year, sexual harassment at Uber was revealed by former employee, Susan Fowler. She explained the situation in her blog, and showed the causes of sexual harassment in the workplace.
The corporate culture made employees behave unethically. Fowler (2017) explained the corporate environment in Uber was obviously an excessively performance-based system. Employees who achieved high performance could do whatever they wanted, and the other employees accepted that behavior even though it was unethical. Moreover, Fowler (2017) pointed out that the Human Resources department did not work appropriately. The department should have investigated the issue when she reported it. The department explained to her that the issue was the first time her superior had committed sexual harassment. The Human Resources department tried to encourage Fowler to put up with the issue. However, her superior actually had worked on sexual harassment several times before the issue happened. In other words, he was a habitual offender. Also, there were many women employees who suffered from sexual harassment in the company, and most of them did not report their issues. This is because they had already known that sexual harassment was not going to stop in the workplace even if they reported it to the Human Resources department. The information by the interview in VA The interview was conducted in the VA to ask two employees about their work environment. One was a man, the other one was a woman. The questionnaires were based on the primary research involving the character for gender, work environment, individual behavior, and the Human Resources department.
The first question was about the opinion of the work environment. Both the man and the woman answered that they hope to work there until retirement because the VA is a large, federal organization. Therefore, they think their future is secure. Although they feel high job satisfaction for their workplace, the opinion for work environment was different for them. The woman answered the work environment that most women workers prioritize is job satisfaction more than promotion and salary. On the other hand, the man answered that most men workers strive for promotion, and he feels his work environment is intense and competitive. Therefore, he thinks there are some men employees, who are willing to dominate their own territory. The second question was about sexual harassment and gender discrimination. Although the man did not see and hear his co-workers who experienced sexual harassment in the work place, the woman had heard from a female co-worker, who felt as if she suffered from gender discrimination by her male superior. However, they have never reported and complained about their workplace. Because, they are afraid the situation might become a hostile work environment if they reported. Also, the male employee answered that even if he heard about a sexual harassment issue, he would hesitate to report the issue because he has a similar. The third question was about relationship with the Human Resources department. Both the man and woman answered that they usually do not get involved with the department, and they do not know about how the department works. They answered even if sexual harassment happens in the VA, the Human Resources department would not work to resolve the issue. In other words, both employees do not have confidence in the department.
The solution There are few common elements in both the primary research and interview about sexual harassment in the workplace. Some workers in the VA tend to be hesitant to get involved with any issues, and feel fear for reporting. They are just willing to focus on their work. The situation is shown that the employees tend to be selfish. The key point to resolve the situation is the Human Resources department. The department should be there to work for employees and it should improve the environment so that all employee can feel high job satisfaction. Therefore, the Human Resources department should form positive relationships with all departments in the work place. There are three ways that the department can form positive relationships with employees. First, the Human Resources department should have training and seminars to all departments for stopping sexual harassment and gender discrimination. It will show employees that the department is working to resolve the issue. Also, the department should make the time to interview with employees. If it does not have enough time to see all employees, it should make the time to see managers in each department at least. Moreover, the department can take a survey anonymously. This encourages employees to tell the truth about how they think about the workplace. Through the ways, the organization should know deeply about each work environment within it.
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ARTICLE 13 August 2024
The #MeToo movement prompted a societal shift in the approach to issues of sexual harassment in the modern workplace. In particular, it highlighted several shortcomings in the protection afforded to workers against sexual harassment.
As a result, in 2021 the former Conservative Government committed to strengthening the protection for workers against sexual harassment by introducing additional mandatory obligations on employers.
These changes will come into force from the 26 th October 2024 under the The Worker Protection (Amendment of Equality Act 2010) Act 2023 .
This article explores the existing law, the upcoming changes to the legislation and some practical tips for employers to prepare for the new duties imposed on them.
As defined under The Equality Act 2010 , sexual harassment includes any unwanted conduct of a sexual nature where such conduct has the purpose or effect of either violating the victim’s dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment.
Employers can currently use the defence that they had taken all reasonable steps to prevent harassment in the workplace. In practice however, few employers succeed with this defence given the threshold required to satisfy it.
The following changes will come into effect from 26 th October 2024 under the new legislation:
Claims for a breach of this duty can be made in the Employment Tribunal, however they must be attached to a claim for sexual harassment. The EHRC also has powers to take enforcement actions against employers who are in breach.
This duty does not extend to other harassment claims (i.e. linked to other protected characteristics), it only applies to sexual harassment.
The ‘reasonable steps’ employers are required to take must be proactive (i.e. creating or controlling the workplace to prevent sexual harassment, rather than just responding to complaints or being passive) and they will likely be proportionate to the size of the employer and its resources.
The former Government intended to produce a statutory code of practice on sexual harassment at work, setting out the steps employers should take to prevent and respond to such claims, alongside these legislative changes.
They were collaborating with the ECHR to update and codify the existing ECHR code, and it was expected that this would be published around a month before the new legislation comes into effect.
However, given the change in Government, it is now unclear as to whether this will now be delayed. In the meantime, we have set out some practical tips below that employers should consider prior to the changes coming into effect.
There are several ways in which employers can review and prepare for the upcoming changes as follows:
The legislation which is coming into force in October 2024 is significantly watered down from the Bill as it was originally drafted.
Two key amendments included the removal of the obligation for employers to take ‘ALL reasonable steps’ (which would have imposed a higher standard of obligations on employers) to prevent sexual harassment and the proposed re-introduction of employer liability for harassment by third parties.
Previously, the Labour party indicated that it would support and be willing to re-instate these provisions, in particular the employer liability protection against harassment by third parties, and so these obligations may well change again in the future.
If you require further assistance and advice on upcoming changes to the sexual harassment legislation or have any questions about this article, please call our Employment team on 01737 854500 or email [email protected] and a member of our expert team will get back to you.
Skaine (1996) defines sexual harassment as “unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature…when submission or rejection of this conduct explicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance or creates an intimidating, hostile or offensive work environment ” (p. 11). The two types of sexual harassment identified by the law are quid pro quo and hostile environment.
Quid pro quo refers to a condition where an employee is forced to provide sexual favors to an individual at a higher job rank in exchange of benefits at the workplace. On the other hand, hostile environment refers to a state where employees are harassed by offensive sexual behavior or any other act or state that intimidates a person sexually at the workplace (Geffner & Braverman, 2005).
Title VII of the Civil Rights Act protects employees against discrimination of any nature at the workplace. The Act protects employees from discrimination by their employees either in terms of gender, ethnicity, racial background, religion or any other form (Repa, 2010).
The scenario being experienced at the workplace provides that members of staff are offended by the personal photos and calendars hung in the back of the kitchen that are sexual in nature. Some of these items have been given to the staff from suppliers. The objects hung do not belong to just one individual and are making the other staff members uncomfortable. The other staff members asked for the items to be taken down and have even taken them down themselves, but that has caused more items to be hung up in their place.
From this scenario it is evident that the employees are offended by the pictures and this is a case of a hostile work environment. The rights of the employees have been violated yet they have the right to be protected from sexual harassment. In this scenario, sexual harassment is experienced by the employees and the kitchen manager should take action to protect the rights of the employees.
As the kitchen manager I would ensure that all the complaints are dealt with immediately and appropriately. All pictures identified to cause sexual harassment should be removed and no more pictures of a similar kind should be displayed in future. It is good to discuss the issue with the employees and assure them that it is regrettable that such an offensive act has been happening and that a similar occurrence would not be experienced in future.
A comfortable work environment is a right to all employees and it would be my duty to ensure that all employees are comfortable at the workplace. Moreover, injunction should be placed against suppliers providing materials which are offensive. To add on that, personal photos bearing offensive photos should be banned at the workplace.
It is therefore conclusive that employees have a right to be protected against sexual harassment. Sexual harassment consists of all environmental conditions at the workplace which are sexual in nature and are offensive.
It is the responsibility of the management of the organization to ensure that all the employees are comfortable at the workplace. To avoid a similar occurrence in future, employees of the organization should have the freedom to express their grievances and to discuss matters that may affect them at the workplace.
Geffner, R. and Braverman, M. (2005). Aggression in organizations: violence, abuse, and harassment at work and in schools. Routledge. ISBN 0789028425, 9780789028426
Repa, B. K. (2010). Your Rights in the Workpla ce. Nolo. ISBN 1413312101, 9781413312102.
Skaine, R. (1996). Power and gender: issues in sexual dominance and harassment. McFarland. ISBN 0786402083, 9780786402083.
IvyPanda. (2018, May 16). Sexual Harassment at the Workplace. https://ivypanda.com/essays/sexual-harassment-at-the-workplace/
"Sexual Harassment at the Workplace." IvyPanda , 16 May 2018, ivypanda.com/essays/sexual-harassment-at-the-workplace/.
IvyPanda . (2018) 'Sexual Harassment at the Workplace'. 16 May.
IvyPanda . 2018. "Sexual Harassment at the Workplace." May 16, 2018. https://ivypanda.com/essays/sexual-harassment-at-the-workplace/.
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Bibliography
IvyPanda . "Sexual Harassment at the Workplace." May 16, 2018. https://ivypanda.com/essays/sexual-harassment-at-the-workplace/.
Associate Professor of Sociology, University of Michigan
Erin A. Cech receives funding from the National Science Foundation.
University of Michigan provides funding as a founding partner of The Conversation US.
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White men who have personally experienced mistreatment at work, such as bullying, are more likely to realize that their organization does not always operate fairly. And that makes them more likely to recognize and report race and gender bias against their co-workers, I found in a recent study.
As a sociologist who researches workplace inequality , I wondered whether the way white men in the U.S. are treated at work might be related to whether they recognize sexist and racist incidents that harm their colleagues.
To find out, I analyzed data from over 11,000 federal employees , including 5,011 white men employed by 28 government agencies, collected for a survey that measures the government’s progress toward eliminating personnel policy violations.
I found that although white men are mistreated less often than women and people of color, about 1 in 3 of them experienced some instance of bullying, intimidation or other form of harassment in the two years prior to the study. In comparison, 44% of white women, 49% of women of color and 35% of men of color experienced some form of harassment.
It turned out that white men who were targets of harassment were 70% more likely than other white men in their workplaces to recognize gender bias among their colleagues. They were 58% more likely to recognize bias against their racial or ethnic minority colleagues. They were also nearly twice as likely to have reported race and gender bias to their supervisors and colleagues when they witnessed it.
Why were white men who had been harassed more sensitive to bias in their workplace?
I found that they tended to be more skeptical that their organization worked fairly. For example, only one-third of white men who experienced harassment agreed with this statement: “Recognition and rewards are based on performance in my organization.” In contrast, two-thirds of white men who had not experienced harassment agreed with it. The skepticism among those who had experienced mistreatment increased their tendency to recognize and report bias against their colleagues.
Importantly, these patterns existed whether white men thought they were the target of harassment because of a social characteristic – such as their age, religion or sexual identity – or because of more idiosyncratic personality conflicts.
Many white men believe that their workplace operates according to merit : that people who are better at their jobs get promoted, while those who aren’t get demoted or fired. Yet race and gender bias are startlingly common in U.S. workplaces: More than 4 in 10 women have experienced gender discrimination, and 41% of Black workers have experienced racial discrimination at some point in their careers.
Rooting out gender and racial bias from the workplace requires the support of white men . Yet white men tend to stand up or speak out only to the extent they recognize the existence of bias in their workplaces and are willing to do something about it.
In recent years, there have been many efforts to identify the best strategies for reducing prejudice in the workplace. My findings suggest that encouraging white men to reflect on their own negative experiences at work may make them more open to acknowledging the mistreatment of colleagues.
I believe that it’s important for scholars to look into why white men who experience harassment become better allies when their colleagues who are women or people of color are mistreated on the job. It’s also worthwhile for researchers to explore whether patterns like the one I identified exist for other groups and in other contexts – including in other countries.
The Federal Deposit Insurance Corporation (FDIC) today released the report from the independent third-party review of allegations of sexual harassment and other interpersonal misconduct at the FDIC and management’s response to that harassment and misconduct, and the independent third-party assessment of the FDIC’s workplace culture. The independent third-party review was conducted by Cleary Gottlieb and overseen by the Special Committee of the FDIC Board of Directors. 1
As detailed in the report, the independent review found that, for far too many employees and for far too long, the FDIC has failed to provide a workplace safe from sexual harassment, discrimination, and other interpersonal misconduct. It further found that management’s responses to allegations of misconduct, as well as the culture and conditions that gave rise to them, have been insufficient and ineffective.
“Today’s report establishes the urgent imperative of a culture transformation at the FDIC led by those with the leadership capacity to effectuate that change,” said Special Committee co-chair Jonathan McKernan. “The report marks an important first step towards healing, repair, and sustainable change at the FDIC. Fostering an environment that promotes a safe, respectful, and inclusive workplace is fundamental to achieving the agency’s mission.”
Over 500 FDIC current and former employees shared their stories with Cleary Gottlieb as part of the independent review. The Special Committee deeply appreciates these employees’ exceptional bravery, as well as the open-mindedness and willingness to engage with the review shown by FDIC employees.
In its role overseeing the independent review, the Special Committee prioritized the credibility, effectiveness, and independence of the review process. “The review was thorough, balanced, focused, and nonpartisan,” said Special Committee co-chair Michael J. Hsu. “It put the people of the FDIC first and focused on identifying root causes. The Cleary Gottlieb team brought professionalism and expertise to the review process, and that is reflected in the report they produced.”
To promote a diversity of views, the Special Committee appointed three non-voting members to join the committee. The three non-voting members brought a wealth of banking, regulatory, executive, and leadership experience that greatly assisted the committee. The Special Committee extends its thanks to Elizabeth McCaul, Linda Miller, and Valerie Mosley for having agreed to assist the Special Committee and the FDIC on this important work.
Cleary Gottlieb was asked to conduct a review of allegations of sexual harassment and other interpersonal misconduct at the FDIC and management’s response to such harassment and misconduct, as well as the FDIC’s workplace culture. Cleary Gottlieb was not asked, nor did it assess, whether particular individuals within the FDIC, such as the Chairman, should be removed or otherwise disciplined for alleged misconduct. Any decisions on that subject can only be by those who have the requisite authority and following the appropriate process.
Last Updated: May 7, 2024
Swabs march under the eye of second class cadets known as cadre at the U.S. Coast Guard Academy, Monday, July 15, 2024, in New London, Conn. (AP Photo/Jessica Hill)
Swabs read the “Running Light” guidebook during Swab Summer indoctrination at the U.S. Coast Guard Academy, Monday, July 15, 2024, in New London, Conn. The training program designed to transform civilian students into military members with guidance from the team of second class cadets known as cadre. (AP Photo/Jessica Hill)
Swabs climb a rope in an obstacle course during Swab Summer indoctrination at the U.S. Coast Guard Academy, Monday, July 15, 2024, in New London, Conn. (AP Photo/Jessica Hill)
A second class cadet known as cadre holds a clipboard while watching Swabs in a training exercise at the U.S. Coast Guard Academy, Monday, July 15, 2024, in New London, Conn. (AP Photo/Jessica Hill)
The U.S. Coast Guard Academy is seen in early evening, Monday, July 15, 2024 in New London, Conn. (AP Photo/Jessica Hill)
Second Class Cadet cadres read and respond to journal entries written by Swabs during an evening debriefing at the U.S. Coast Guard Academy, Monday, July 15, 2024, in New London, Conn. Swabs write about their feelings and experiences about their day. Cadres reply with notes to the Swabs and also use the journals to help them be on the lookout for a swab who might be having problems. (AP Photo/Jessica Hill)
Second Class Cadet Cadre Gabriella Kraus-Rivera, right, listens as she leads an Shield training session with Swabs at the U.S. Coast Guard Academy, Monday, July 15, 2024, in New London, Conn. The training is an opportunity for Swabs to learn about the core values of honor, respect, devotion and duty on an intimate level with guidance from the team of second class cadets known as cadre. (AP Photo/Jessica Hill)
A Second Class Cadet cadre leads an Shield training session with Swabs at the U.S. Coast Guard Academy, Monday, July 15, 2024, in New London, Conn. The training is an opportunity for Swabs to learn about the core values of honor, respect, devotion and duty on an intimate level with guidance from the team of second class cadets known as cadre. (AP Photo/Jessica Hill)
Swabs Rafael Davila or Puerto Rico, left, and Cadre Conner Dobie of Louisiana, center, listen to instructions from Second Class Cadet Cadre Jackson Triepke of Montana, right, while training to sail during Swab Summer indoctrination at the U.S. Coast Guard Academy in New London, Conn. The training program designed to transform civilian students into military members with guidance from the team of second class cadets known as cadre. (AP Photo/Jessica Hill)
Swabs Chloe Middleton, left, and Isabelle Fontana, high-five each other after completing a task in their boat during Swab Summer indoctrination at the U.S. Coast Guard Academy. Monday, July 15, 2024, in New London, Conn. Swab summer is designed to transform civilian students into military members with guidance from the team of second class cadets known as cadre. (AP Photo/Jessica Hill)
Rear Admiral Michael J. Johnston sits for an interview with The Associated Press at the U.S. Coast Guard Academy, Monday, July 15, 2024, in New London, Conn. (AP Photo/Jessica Hill)
Cadets line up during evening colors at the U.S. Coast Guard Academy, Monday, July 15, 2024 in New London, Conn. (AP Photo/Jessica Hill)
NEW LONDON, Conn. (AP) — The grueling basic training for fledgling cadets at the U.S. Coast Guard Academy, known as swab summer, has been revamped this year in light of a sexual abuse scandal that has rocked the prestigious service academy.
Gone is the shock-and-awe on Day 1 of the seven-week boot camp when rising juniors, known as cadre, shout in the faces of the roughly 300 incoming freshmen students when they first arrive at the New London, Connecticut, campus for future U.S. Coast Guard officers. This year, the cadre read forcefully from a prepared script, avoiding improvisation and yelling.
The goal is to drain the adrenaline of the cadre and make the boot camp more about mentorship and respect than browbeating and bullying, hopefully creating a positive ripple effect throughout the Coast Guard.
“When you don’t have a script, you end up just resorting to volume,” said retired Cmdr. John Heller, the deputy commandant of cadets for strategy and leadership, who has worked at the academy in various roles for about 25 years and helped to oversee the latest changes mirrored after the U.S. Military Academy’s cadet training. “What ends up happening is, we had been onboarding our cadets for decades, unintentionally perhaps, in a climate of fear and intimidation.”
Changing the climate of swab summer is one of seven actions the academy was instructed to take following revelations the Coast Guard kept secret a probe called Operation Fouled Anchor. The investigation found that dozens of sexual assault and harassment cases involving cadets from 1990 to 2006 had been mishandled by the school , including the prevention of some perpetrators from being prosecuted.
The revelation, first reported by CNN , sparked calls for major reforms and long-awaited accountability for the offenders and those who protected them. There are multiple government and congressional investigations underway looking into the mishandling of serious misbehavior at the school and beyond.
A damning majority staff report released Wednesday by the Senate’s Permanent Subcommittee on Investigations found “systemic failures” that “continue to this day” at the academy and in the wider Coast Guard. At a field hearing the committee held Thursday in New London, past and present enlisted personnel spoke of abuse and harassment they experienced and how a “culture of coverup” ultimately protected their perpetrators.
Shannon Norenberg, a former sexual assault response coordinator at the academy who resigned in June and turned whistleblower, said 20-year-old cadets training and having power over swabs a couple years younger, with minimal supervision, was an issue she raised during last year’s review that the commandant ordered following the revelations of Operation Fouled Anchor.
“Sometimes the cadets just are not mature enough to handle that role of being in charge and they go too far” and get personal, such as making comments about a swab’s intelligence or appearance, said Norenberg, who has since rescinded her resignation and is trying to return to her campus position. “Instead of correcting swabs’ behavior, they would insult their character or attack their worthiness to be there.”
Months later, the swabs have learned that the cadre, whom they still call sir and ma’am, can tell them what to do and get them in trouble.
“You can imagine the misuse of power that has been taken advantage of over and over,” said Norenberg, who noted that during her 11 years at the academy, she dealt with more than 150 reported sexual assault cases, including many that involved the abuse of power.
As ordered by the commandant, there’s more oversight of the cadre this summer. Drill instructors from Training Center Cape May in New Jersey, where enlisted personnel are trained, have been tasked with mentoring the cadre. Outside experts have been invited to campus to talk about issues such as power dynamics.
That’s in addition to professional victim advocates who were first hired at the school in 2021 and who have been training the swabs and cadre about sexual harassment, assault and rape.
A new program called shield training was implemented this year to emphasize the Coast Guard’s core values of honor, respect and devotion to duty. Every night after tired swabs have showered — some in individual stalls that were recently built to provide privacy — they break into groups with a cadre member to go over a lesson and discuss what happened that day with their squad.
Swabs are allowed to note personal issues they might be having in daily diaries that cadre review. They can also make a special hand gesture to signal they need to speak in private with cadre.
Oliva Spada, a swab from Long Island, New York, said she had some trepidation before coming to the academy due the reports of sexual abuse and harassment. But a few weeks into her new life as a cadet, she felt completely safe.
“Like, never, ever would I feel like anything like that would happen,” she said. “I feel completely safe around my cadre, around my shipmates.”
But the changes have been met with skepticism by some past and present Coasties, the nickname for Coast Guard members.
“It’s theater. They have not internalized any wrongdoing,” said retired Cmdr. Kimberly McLear, a former whistleblower who taught at the academy and later founded the Right the Ship Coalition, which seeks to help those “wronged by the culture of cruelty and cover-up” in the Coast Guard.
“They are taking calculated measures to shift attention to cadets’ performance to distract from the culture of the staff, faculty, and leaders up to the commandant.”
Academy staff are well aware of the skepticism about the changes being made and whether they get to the heart of the problem.
“We’ve got a lot of trust that we’ve got to earn back,” said Cmdr. Krystyn Pecora, who attended the academy 20 years ago. “And so I can appreciate that skepticism.”
Pecora said she disagrees with criticism from some old-guard Coasties, who believe the school is now going too easy on the new cadets.
“There’s nothing easy about respect,” she said. “In fact, it’s easier for me to just go down there and scream and intimidate. It’s not more effective. So putting this focus on building respectful leadership, that’s challenging and it’s not easier for anyone.”
The Coast Guard as a whole has been tasked with taking 33 actions in light of Operation Fouled Anchor, including seven assigned to the academy.
Besides changes to swab summer, the cadets’ conduct system is being updated and security in the dormitory is being strengthened, including plans to upgrade locks on cadets’ rooms and install more security cameras. There’s a new policy that allows cadets who have been assaulted to continue their studies at another service academy.
Cadet 2nd Class Gabriella Kraus-Rivera said Operation Fouled Anchor is common knowledge among the cadets and “there’s no kid here that doesn’t understand what happened” and that cultural changes are needed.
“I think that’s part of having honor, is living with that integrity and being able to be honest about the things that happened at this academy,” she said. “The only way you’re going to change it is if you acknowledge it first.”
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According to Dromm (2012), "sexual harassment is a real issue with real consequences. What some people in the workplace think brings comfort, actually brings fear and problems with self-esteem" (Dromm, 2012). Sexual harassment in the workplace is a very critical issue and affects men and women alike.
Sexual harassment in the workplace is a serious and pervasive issue that has significant impacts on individuals and organizations. It not only creates a hostile, intimidating, and offensive work environment but also leads to detrimental effects on the psychological well-being and professional development of the victims. Moreover, it results in financial costs for organizations due to decreased ...
Abstract. Research on workplace discrimination has tended to focus on a singular axis of inequality or a discrete type of closure, with much less attention to how positional and relational power within the employment context can bolster or mitigate vulnerability. In this article, the author draws on nearly 6,000 full-time workers from five ...
According to Wasilwa. (2012), sexual harassment can be best d escribed as unsolicited ac ts (which include physical, verbal and non - verbal acts) of sexual nature affecting women and men's dig ...
The workers filed a charge with the U.S. Equal Employment Opportunity Commission (EEOC), alleging that Rural Office of Community Services Inc. discriminated against them because of their sex, subjecting them to sexual harassment and retaliating against specific workers complaining to terminate them ("South Dakota Social Agency Fined $320K ...
Companies should use sexual harassment training programs that include pre-training, training and post-training components at the individual and group levels, Perry says. An anonymous employee survey or audit of the workplace before the training can be useful in identifying the extent of sexual harassment.
1. Introduction. Sexual harassment in the workplace (hereafter SHW) has been officially recognized since the 1970s as a form of violence to be prevented, and several studies have been conducted on it since then (see, e.g., [1,2]).Fitzgerald et al. [] define this phenomenon as unsolicited and unwanted sexual behavior that is perceived by the victim as humiliating, offensive, and disabling in ...
Definition of sexual harassment in the workplace. Sexual harassment in the workplace is usually defined as an unlawful pressure on an employee or "unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature" (U.S. Equal Employment Opportunity Commission, n.d., para. 1).
Abstract. Sexual harassment in the workplace is a widespread and distressing issue that impacts people in all. walks of life and all types of careers. Victims of sexual harassment often experience ...
Sexual Harassment: Issue Analysis Essay. One of the central problems of modernity is considered to be related to the sexual harassment faced in the spheres of business and education. It is necessary to stress that sexual harassment is a growing social problem to be suffered by millions of employees and members of institutions; sexual harassment ...
Introduction. Sexual harassment in the workplace remains a pervasive issue despite significant advancements in gender equality and labor rights. This maladaptive behavior can manifest in various forms, including unwanted sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature.
Sexual assault, harassment, and abuse are widespread societal problems that impact Americans across race, gender identity, sexual orientation, income, disability status, and many other factors. Recent research has demonstrated the scope and impact of workplace sexual harassment. This online resource collection includes information about defining workplace sexual harassment, understanding the ...
Sexual harassment is a demeaning practice, one that constitutes a profound affront to the dignity of the employees forced to endure it. By requiring an employee to contend with unwelcome sexual actions or explicit sexual demands, sexual harassment in the workplace attacks the dignity and self-respect of the victim both as an employee and as a human being.
Decent Essays. 1256 Words. 6 Pages. Open Document. Sexual harassment in the workplace is a huge problem in recent history. It can happen to anyone and it can happen everywhere. It can affect all types of races, gender and age. Statistics today shows that more and more sexual harassment has become an issue due to the large number of cases presented.
Over the years, sexual harassment has taken a lot of time to be recognized as a real issue. Nonetheless, it is a start that can protect people from this harassment. The essay on sexual harassment will take you through the details. Sexual Harassment and Its Impacts. Sexual harassment comes in many forms and not just a single one.
Sexual harassment is a demeaning practice, one that constitutes a profound affront to the dignity of the employees forced to endure it. By requiring an employee to contend with unwelcome sexual actions or explicit sexual demands, sexual harassment in the workplace attacks the dignity and self-respect of the victim both as an employee and as a human being.
Sexual harassment in the workplace continues to be experienced by many women around the world. Men may also be sexually harassed in the workplace by women or by other men. Given the pronounced attention accorded over the last few months to high ranking individuals within South Africa and the USA who have allegedly been
Sexual harassment in the workplace may be understood as unwanted sexual advances or obscene acts or language (McDonald & Charlesworth, 2016). Although sexual harassment in the workplace may be perpetuated against men, it has tended to be considered a gendered problem that is more severe for women than men (Holland et al., 2016).This is because for most perpetrators, the purpose of sexual ...
This review essay considers recent approaches to understanding sexual harassment, taking Catharine MacKinnon and Reva Siegel's Direc-tions in Sexual Harassment Law as a primary guide. This work comprises nearly forty concise contributions from leading legal academics and lawyers active in sexual harassment litigation.
According to a recent review of sexual harassment related resolutions, employers have paid over $732,976.00 in sexual harassment fines (Hobson, Szostek, & Fitzgerald, 2015). The EEOC has issued written guidelines for appropriate strategies employers should use to handle workplace sexual harassment and specific ways to address it.
Essay Example: Sexual harassment in the workplace has been a significant issue that many organizations around the world are grappling with. There have been numerous court cases regarding such issues. Notably, the issue is considered the newest form of gender discrimination in the workplace.
the workplace. As a phenomenon, sexual harassment is virtually gender-specific: unlike other types of sex discrimination suits ... understanding of the meaning of sexual harassment. This Essay provides an overview of the legal literature on sexual harassment,6 with attention to major trends in the emerg-
An obligation on employers to take reasonable steps to prevent and address reports of sexual harassment of their employees (i.e. meaning there will be a positive duty on employers to take reasonable steps to prevent sexual harassment in the workplace); and; In sexual harassment claims, where an employer is found to have breached this new duty ...
Sexual Harassment at the Workplace Opinion Essay. Skaine (1996) defines sexual harassment as "unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature…when submission or rejection of this conduct explicitly affects an individual's employment, unreasonably interferes with an individual ...
For example, only one-third of white men who experienced harassment agreed with this statement: "Recognition and rewards are based on performance in my organization."
Tung created a special committee to examine sexual assault and harassment in the San Francisco political community, and held a meeting in May for survivors to share their experiences. The hearing was emotional, featuring testimonies about workplace harassment, physical assault and rape, and how allegations were ignored for years.
This consultation focuses on sexual harassment in the workplace, which can include sexual assault. Some readers may find this upsetting or triggering. If you feel distressed or triggered, you may contact 1800 RESPECT on 1800 737 732 or your treating medical practitioner. 1800RESPECT is available for free, 24 hours a day, 7 days a week to ...
The Federal Deposit Insurance Corporation (FDIC) today released the report from the independent third-party review of allegations of sexual harassment and other interpersonal misconduct at the FDIC and management's response to that harassment and misconduct, and the independent third-party assessment of the FDIC's workplace culture. The independent third-party review was conducted by ...
That's in addition to professional victim advocates who were first hired at the school in 2021 and who have been training the swabs and cadre about sexual harassment, assault and rape. A new program called shield training was implemented this year to emphasize the Coast Guard's core values of honor, respect and devotion to duty.
Sexual harassment is a demeaning practice, one that constitutes a profound affront to the dignity of the employees forced to endure it. By requiring an employee to contend with unwelcome sexual actions or explicit sexual demands, sexual harassment in the workplace attacks the dignity and self-respect of the victim both as an employee and as a human being.