sexual harassment argumentative essay

Essay on Sexual Harassment

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 and Its Impacts

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.

What Can We Do

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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Conclusion of the Essay on Sexual Harassment

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.

FAQ of Essay on Sexual Harassment

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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Argumentative Essay Sample on Sexual Harrasment

Sexual harassment.

The discourse on sexual harassment remains a vital issue, spotlighting the pervasive challenges women face. As societal norms evolve, so does the understanding that sexual harassment extends beyond gender, impacting individuals regardless of their attire or demeanor. This evolution underscores a collective shift towards recognizing and combating such harassment through comprehensive policies and regulations, spearheaded by governmental efforts and supported by global consensus on the need for a respectful and safe environment for all individuals.

Introduction

Harassment is a behavior that intends to upset or disturb a person. It causes discomfort due to its offensive nature and repetitiveness. Legally, it is intentional behavior that is threatening or disturbing a particular person. Thus, sexual harassment is persistent advances of a sexual nature with the use of unwanted or unwelcome deeds, words, gestures, actions, and symbols, making the target victim uncomfortable.

There has been a long history of women being sexually harassed, but sexual harassment against men was not highlighted. Both genders are subjected to exposure to unwanted sexual behaviors that include use of derogatory terms with a sexual connotation, persistent unwanted attention, consistent telling of “dirty” jokes or stories, making sexually suggestive remarks, making requests for sexual favors, posting of pornographic or obscene materials, especially in public places, and frequent unwanted physical contact.

Sexually harassing an employee or a workmate by someone who holds a higher position is very unwelcome. It is a form of abuse (psychological and sexual) and bullying. It is unlawful and creates issues in the working environment. Clarence Thomas was accused of harassing Professor Anita Hill when he was her supervisor by persistently making sexually explicit remarks. Men and women differ in their views. This was the first time that a woman came out and publicly accused a man of sexual harassment leading to the great public interest. Many more women have undisclosed their harassment complaints. Interestingly, the public supported Hill; especially since the all-male Senate Judiciary Committee dismissed Hill’s accusations angering women politicians and lawyers. It created public awareness with open discussions on the issue.

Women being the most affected, view harassment as a negative behavior while the men view it as a positive way of life for their own satisfaction. Men ask for proof of harassment claiming that what they do is just sexual flirting while women share their experiences claiming that such actions are indecent.

Harassment also refers to situations when the victim suffered any unwanted discrimination that was intentional, any severe negative effects on the conditions or privileges of her environment. There is advocacy for tolerance, just the promises of improvements. This has been a standard held by the male gender for a long time as the way of life.

The late Senator Ted Kennedy advocated for punitive charges on employers that are involved in sexual harassment. Although this was viewed as ‘too little too late,’ his regrets about the issue were evident. However, the existing laws that prohibit sexual harassment do not deal with offhand comments, simple teases or minor isolated comments. These do not consider the sensitivity levels of individuals imposing an idea of being a ‘reasonable victim’.

Supporting Paragraphs

According to McCarthy, the pressures of the work environment could also bring about the advent of inappropriate behavior whether knowingly or unknowingly. This occurs with the jokes, names or flirting quotes used among the employers, employees or even with the clientele. It is regarded as illegal only when it is frequent and/or severe, creating an offensive hostile workplace or resulting in adverse employments decisions like getting fired, quitting or demotion. This will depend on the offender being the employer, employee, supervisor or client/customer.

The greatest responsibility lies with the employers as the decision to deal with the offenders is on their shoulders. Somehow, it has made employers cautious when hiring personnel, as they are afraid of whatever may happen, depending on the sector that they work in or the job’s gender context, e.g. hotels, entertainment, etc. It could lead to lawsuits against them that lead to punitive charges, increased team conflicts, resignations/firings, decreased job satisfaction and productivity, decrease in discipline levels, consequences of retaliation cases. With such choices, women are getting fewer chances of job opportunities. This has led to organizations and businesses making legal decisions to protect their employees from sexual harassment. Dr. Orit Kamir states that an employer is supposed to adopt a strict policy in the work place, prohibiting sexual harassment in order to avoid it and to influence a state of mind of the public and the employees.

The major effects of sexual harassment vary depending on the particular victim and the type of harassment. This depends on the sensitivity level, which cannot be measured. Some are affected directly by the offender, others by being witnesses of such behaviors, and others may not even be aware of the offense, e.g. children. The victim and offender could be of any gender leading to the cases of men being sexually harassed by either men or women and women being harassed by women.

The effects on the victim can vary socially, economically, psychologically or physically. They could be in the form of social withdrawal (isolation), stress, alcoholism, shame, guilt, health impairment, sleep and eating disorders, loss of self-esteem/confidence, loss of trust, suicidal thoughts, panic attacks, humiliation, anxiety, post-traumatic stress disorder, depression, retaliation (bullying), etc. Special techniques for the victims to cope up with the problem in order to regain their normal ways of life have been developed (McCarthy 56). These include cognitive-behavioral therapy, family and friends support and stress management therapy. These will help in addition to the legal justice system that may not be adequate, depending on the consideration of severity.

On the other hand, the accused ones could defend themselves by claiming that the victim has been seducing them, whether knowingly or unknowingly, the victim could also have been interpreting simple complements and teasing comments made towards them as harassing comments, the accused could have been genuinely interested in the victim and was just determined to be with them, and the accuser would say that the victim ‘wanted it.’ This could all be understood according to the explanations given for each.

First, the accused may claim that the victim expressed some body language or verbal seduction that made them act the way they did and they expected a different response. Secondly, the accused may just be the type of person who gives sexual complements to everyone, but the sensitivity level of the victim made it seem like harassment. Such explanations would make it easier to understand the accused rather than empathize with the victim.

Not only the victims suffer from the consequences of the offense, but also the accused individual. This could be by defamation of reputation and character, loss of trust, loss of a job, loss of references/recommendations, loss of friends and peer support, loss of spousal partnerships, relocation to other new places, shame, guilt, stress, and depression, etc.

The feminists have been accused of causing retaliation with encouraging messages of such acts to the victims, the women. This has caused rifts that will eventually take a long time to seal, especially between men and women. The fun that existed in flirting has become viewed as a criminal act with women having a ‘price tag’ on their heads to pay for simply flirting. Yes, they are fighting for the rights of women but eventually leading to a harsh stereotype against them too.

To conclude, it is a shame that grown men and women would act in ways that cause many issues in society, taking advantage of their statuses, or dominance in certain areas or fields. Freedom of speech and expression has been used as an excuse to do and/or say things that cause discomfort to others and thus viewed as morally wrong. It could be that one has good intentions but one should not force those on someone. The outrage that comes into light from the activists creates grounds for serious matters like hostility towards each other in the future. Understanding each other and respecting opinions will improve the situation. People at higher leadership positions should lead by example and act according to the law, created to protect each and everyone, male or female, from the intentions of those that want to cause harm to them. Discriminating people because of their sex is an inappropriate gesture that should be over and done with as soon as possible to ensure peace and harmony in every environment.

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Home — Essay Samples — Law, Crime & Punishment — Crime — Sexual Harassment

Essays on Sexual Harassment

Hook examples for sexual harassment essays, anecdotal hook.

Imagine a world where every individual can live, work, and study free from the fear of harassment, where respect and dignity are the cornerstones of every interaction. As we delve into the critical topic of sexual harassment, let's confront the issue head-on and explore ways to create a safer, more inclusive society.

Quotation Hook

""No one should have to endure sexual harassment. It's time we all take a stand to end it."" These words, spoken by survivors and advocates, highlight the urgency of addressing sexual harassment. Join me as we examine the impact of harassment and the steps toward prevention and justice.

The Prevalence of Silence Hook

Sexual harassment thrives in silence and secrecy. Explore the culture of silence that often surrounds harassment, the factors that contribute to it, and the importance of breaking this cycle through open dialogue and support.

Harassment's Impact on Mental Health Hook

Sexual harassment takes a toll not only on physical well-being but also on mental health. Analyze the psychological effects of harassment, including anxiety, depression, and post-traumatic stress disorder, and the need for support and healing.

The Role of Education and Awareness Hook

Education and awareness are powerful tools in the fight against sexual harassment. Delve into the importance of comprehensive sexual education, consent education, and workplace training programs in preventing and addressing harassment.

Empowering Survivors Hook

Survivors of sexual harassment often find strength in their stories. Investigate how empowerment, support networks, and legal avenues can help survivors seek justice, heal, and become advocates for change.

A Call to Action Hook

It's time to take action against sexual harassment. Explore the initiatives, policies, and societal shifts necessary to create environments where harassment is not tolerated, and every person is treated with respect and dignity.

Romantic Harassment for Women

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The Definition and Examples of Sexual Harassment

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Problems Faced in Women Empowerment

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Understanding The Concept of Sexual Harassment in The Workplace

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Legal arguments on sexual harassment (1 of 5 parts)

Here are a range of rights-based arguments on sexual harassment that have succeeded at trial. We explain how underpinning gender stereotypes amounts to discrimination; and how the issue concerned can instead be construed, or, dismissed. It is intended that these arguments can be lifted and rephrased for use in similar sexual harassment cases that take place in a variety of cultural contexts.

Legal arguments on sexual harassment 2 of 5

Legal arguments on sexual harassment 3 of 5

Legal arguments on sexual harassment 4 of 5

Legal arguments on sexual harassment 5 of 5

(1) The defendant argued that, because he did not touch the complainant, his actions did not amount to sexual harassment.

Argument: We reiterate to the court that the conducts that constitute sexual harassment ranges from innuendos, inappropriate gestures, suggestions or hints. More severe forms of sexual harassment include fondling without consent or by force to its worst form, namely rape.

(2) The defendant argued that he was merely joking and engaging in workplace banter.

Argument: We argue that the way in which a potentially offensive remark is conveyed is one aspect of the assessment. We argue that more importantly, it is the effect of such remark or banter on a woman’s sense of comfort and safety at the workplace that should precede the determination as to whether a remark, joke, or banter amounted to sexual harassment.

In many other courts, judges have agreed that sexual harassment is also caused by jokes and cartoons displayed in the workplace. The jokes do not need to be addressed specifically to the complainant or refer to her, so long as it creates a hostile working environment.

To take sexual cartoons as an example, the distribution of cartoons by men to women once or twice a month over several years can amount to sexual harassment. It has been argued that such jokes "ha[d] no humorous value to a reasonable person," and "offended the [complainant] as a woman."[1]

The court went on to say that a hostile environment can be based largely (though not entirely) on "caricatures of naked men and women (and) animals with human genitalia”. In one case, though "[m]any of the sexual cartoons and jokes . . . depicted both men and women," the court concluded that "widespread verbal and visual sexual humour -- particularly vulgar and degrading jokes and cartoons . . . may tend to demean women" more so than men.[1]

The court also added that an employee can be sexually harassed by offensive emails such as “jokes-of-the-day” circulated to her and her co-workers, and by the Supervisor's praise [in a department meeting] of the co-worker circulating the jokes.

We argue that conducts that amount to sexual harassment can occur in a variety of circumstances:

a) it occurs when a woman is expected to engage in sexual activity in order to obtain or keep employment, or

b) obtain promotion or other favourable working conditions.

c) or it is any unwanted sexual behaviour or comment that has a negative effect on the recipient.[1]

3. The defendant argued that other women in the office never felt sexually harassed by him and that his behaviour was "no more than mildly flirtatious …". In support of this contention he submitted two petitions:

The first petition was signed by all the women in the office who were working as his subordinates. The petition stated that they did not feel offended or sexually harassed by his past behaviour.

The second petition was signed by some other employees of the company, requesting the management to "reconsider his dismissal".

Argument: We argue that it cannot be accepted that just because all of the women did not complain of sexual harassment mean that they had consented to the applicant harassing them. Nor can it mean that they took pleasure in his doing so. In the case where the defendant submitted two petitions by male and female employees, the court denied both. The second petition was dismissed on the grounds that the employees who signed it did not know the facts and naturally would have (felt) sympathy for the applicant.

Source: Priest v Rotary 98 FRD 761 (1983)

See all parts of this series here:

• SEXUAL VIOLENCE
• ONLINE VIOLENCE

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Sexual Harassment

1 factors behind the surge in sexual harassment in the united states military.

Introduction Sexual assault reports have increased nearly 10% since 2016, a record high. Although it is hard to pinpoint a specific cause of the increased reports, studies have shown that the increased willingness of a victim to come forward, the male-dominated workplace, and a culture that has allowed sexual harassment to thrive may contribute to […]

2 Combat Sexual Harassment: The Me-Too Movement and the Future of Title IX

Introduction In recent years, sexual harassment victims are coming out more and more each day. Enough is enough. Women have been trained that sexual harassment or anything sexual or abusive is part of being a woman. Being treated this way is simply something we shall live with and accept and push through to go on […]

3 Unveiling Street Sexual Harassment: Analyzing the Complexities

Introduction Throughout the YouTube video, 10 Hours of Walking in NYC as a Woman, an actress is harassed by various men while she silently walks in different neighborhoods. This actress appears to be white and in her early twenties. As noted by the video, they recorded over 100 instances of what they classified as harassment, […]

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4 Sexual Harassment in the Armed Forces: Challenges, Causes, and Solutions

Introduction Sexual harassment and assault- the sound of those words alone is repulsive. The action is just as sickening as the sound of the title; as horrible as it sounds, it occurs quite often in the Armed Forces. Both genders are equally capable of being victims and perpetrators. Sexual Assault cases are not new to […]

5 Global Perspectives on Sexual Harassment: Challenges and Legal Measures

Introduction We can hardly obtain accurate figures on the incidence of sexual harassment in countries across the world, especially in areas where this topic of sexual harassment is sensitive and cannot be discussed publicly. Therefore, it is difficult to compare the figures among various countries, especially when the victims are reluctant to report. Issues related […]

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 is considered to be a sex discrimination form violating employees’ freedom through unwelcome sexual advances and favors requests. (Sexual Harassment, 2009)

The cases of sexual harassment are usually predetermined by unethical behavior on the part of employers towards their employees. Ethical norms predetermined in business sphere cover various moral sanctions and obligations on the part of top management representatives. According to the ethical norms and standards to be followed at every company, chief representatives are to develop special harassment policies in order to present unethical behavior of employees and hostile working atmosphere. (Bowie, & Beauchamp, 2009) It should be noted that business ethical norms providing moral sanctions raise lead to powerful incentives for employees.

Hostile environment of sexual harassment takes place when sexual conduct leads to the creation of offensive and intimidating environment. It is necessary to stress that sometimes harassment has pervasive and severe manner completely altering the conditions of employment; the analysis of sexual harassment environment is to be based on the examination of basic plaintiffs:

• The person is subject to severe sexual harassment;
• The harassment is characterized as pervasive changing the employment conditions and creating abusive environment;
• Harassment is related to sex;
• Hostile environment is caused by the priority of the employer over employee having oppressing character.

The identification of sexual harassment spreading within the working or education atmosphere can be predetermined by the following causes: physical contact leading to uncomfortable atmosphere; inappropriate language disclosing obscene jokes to co-workers, students, employees; inappropriate characteristics as to sexual behavior or physical characteristics of the person; unwelcome solicitations; the disclosure of various materials of abusive and discriminating character, such as pornography, pictures, etc; the discussion of sexual orientation through jokes and anecdotes; punitive behavior as to the workers considering sexual nature approach unwelcome.

It should be stressed that the promotion of sexual harassment problem within business and education structures is closely connected with insufficient management and policies development; it is the problem of the whole society and regulations introduced within social institutions. One is to underline the idea that sexual harassment problem has been considerable sharpened for the previous several years. It is caused by the ignorance on the part of executives as to introduction of special business policies and ethical norms and standards. (Carroll, and Buchholz, 2003)

The analysis of the principle reasons for the promotion of sexual harassment problem is to be based on modern standards established in the society. For example, dress code within institutions and business organizations is not always strictly observed and followed; as a result, most workers are not concentrated on the working process but on the bright and sexual clothes of co-workers. It is necessary to investigate the actions which can easily result in the hostile environment creation and sexual harassment: racial characteristics discrimination, leering, religious criticizing, the usage of derogatory words and phrases, and so on.

It is difficult to prevent the cases of sexual harassment, and very often they lead to the challenges within the developed discipline; it should be stressed the problem is centralized in business ethics issues to be introduced within any working atmosphere, be it business organizations or higher institutions. There are some basic recommendations and steps to be taken in order to prevent or tackle the problem of sexual harassment:

• Make respond to concerns;
• Try to listen, rather than judge;
• It is necessary to avoid various ‘dangerous words’;
• Compliant follow-up.

In case of violent sexual conduct, it is important to report everything to the police; sometimes the matters connected with rape, sexual battery, or stalking can be ignored by authority figures within the place of work or education, so, it is necessary to make police aware of every detail for the purpose of avoiding the same problem in future. Personal safety of every person depends on his reaction to the situation and attempts to protect himself; it should be stressed that if the offender is the harasser, one should report to higher level. (Weiss, 2003)

The representatives of authority are to remember the importance of ethical norms promotion within the working culture; the problem promotion may become the first step to unproductiveness and ineffective working process; besides, it can bring negative reputation to the accommodation with sexual harassment problem. So, the introduction of special policies, seminars and trainings is to be dedicated to the role of ethics in business and education. Besides, the discipline is considered to be the key element in problem solution; that is why the business runners are to develop strict rules for the working staff, or the students in order to predict unwelcome conversations, discussions, or physical contact within the environment. (Crane, and Matten, 2004)

The problem of harassment can be not only of sexual character; it is related to officials’ harassing actions towards the employees, expressed through undesirable reassignment, firing, compensation decisions, benefits change, or even formal discipline. The analysis of central social problem demonstrates the fact that unwelcome sexual physical or verbal violation in the work place is completely prohibited in accordance with state law. The company is to introduce special harassment policies and conduct training for the staff in order to avoid the problems of interfering with working environment. The problem of sexual harassment is closely connected with the issues of class and gender equality which are to be strictly observed by any business institution. Environmental harassment could be easily turned in any other serious form of the problem causing breakage of company ethical regulations. (Carroll, and Buchholz, 2003)

The paper managed to underline the principle characteristics of sexual harassment promotion in business and education spheres; it was proved that the problem solution is one of the central tasks for leaders and representatives of social organizations for them to tackle racial, sexual and gender discrimination promotion within working environment.

Bowie, T. and Beauchamp, T. (2009). Ethical Theory and Business. 8th Edition, Prentice Hall.

Carroll A. B. and Buchholz, A. 2003. Business and Society: Ethics and Stakeholder Management. 5th Edition, Thomson: South-Western.

Crane, A. and Matten, D. 2004. Business Ethics: A European Perspective. Oxford Edition.

Sexual Harassment. (2009). The US Equal Employment Opportunity Commission. Web.

Weiss J. W. 2003. Business Ethics: A Stakeholder and Issues Management Approach. 3d Edition. Thomson: South-Western.

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Sexual Harassment of Women: Climate, Culture, and Consequences in Academic Sciences, Engineering, and Medicine (2018)

Chapter: 7 findings, conclusions, and recommendations, 7 findings, conclusions, and recommendations.

Preventing and effectively addressing sexual harassment of women in colleges and universities is a significant challenge, but we are optimistic that academic institutions can meet that challenge—if they demonstrate the will to do so. This is because the research shows what will work to prevent sexual harassment and why it will work. A systemwide change to the culture and climate in our nation’s colleges and universities can stop the pattern of harassing behavior from impacting the next generation of women entering science, engineering, and medicine.

Changing the current culture and climate requires addressing all forms of sexual harassment, not just the most egregious cases; moving beyond legal compliance; supporting targets when they come forward; improving transparency and accountability; diffusing the power structure between faculty and trainees; and revising organizational systems and structures to value diversity, inclusion, and respect. Leaders at every level within academia will be needed to initiate these changes and to establish and maintain the culture and norms. However, to succeed in making these changes, all members of our nation’s college campuses—students, faculty, staff, and administrators—will need to assume responsibility for promoting a civil and respectful environment. It is everyone’s responsibility to stop sexual harassment.

In this spirit of optimism, we offer the following compilation of the report’s findings, conclusions, and recommendations.

FINDINGS AND CONCLUSIONS

Chapter 2: sexual harassment research.

• Sexual harassment is a form of discrimination that consists of three types of harassing behavior: (1) gender harassment (verbal and nonverbal behaviors that convey hostility, objectification, exclusion, or second-class status about members of one gender); (2) unwanted sexual attention (unwelcome verbal or physical sexual advances, which can include assault); and (3) sexual coercion (when favorable professional or educational treatment is conditioned on sexual activity). The distinctions between the types of harassment are important, particularly because many people do not realize that gender harassment is a form of sexual harassment.
• Sexually harassing behavior can be either direct (targeted at an individual) or ambient (a general level of sexual harassment in an environment) and is harmful in both cases. It is considered illegal when it creates a hostile environment (gender harassment or unwanted sexual attention that is “severe or pervasive” enough to alter the conditions of employment, interfere with one’s work performance, or impede one’s ability to get an education) or when it is quid pro quo sexual harassment (when favorable professional or educational treatment is conditioned on sexual activity).
• There are reliable scientific methods for determining the prevalence of sexual harassment. To measure the incidence of sexual harassment, surveys should follow the best practices that have emerged from the science of sexual harassment. This includes use of the Sexual Experiences Questionnaire, the most widely used and well-validated instrument available for measuring sexual harassment; assessment of specific behaviors without requiring the respondent to label the behaviors “sexual harassment”; focus on first-hand experience or observation of behavior (rather than rumor or hearsay); and focus on the recent past (1–2 years, to avoid problems of memory decay). Relying on the number of official reports of sexual harassment made to an organization is not an accurate method for determining the prevalence.
• Some surveys underreport the incidence of sexual harassment because they have not followed standard and valid practices for survey research and sexual harassment research.
• While properly conducted surveys are the best methods for estimating the prevalence of sexual harassment, other salient aspects of sexual harassment and its consequences can be examined using other research methods , such as behavioral laboratory experiments, interviews, case studies, ethnographies, and legal research. Such studies can provide information about the presence and nature of sexually harassing behavior in an organization, how it develops and continues (and influences the organizational climate), and how it attenuates or amplifies outcomes from sexual harassment.
• Women experience sexual harassment more often than men do.
• Gender harassment (e.g., behaviors that communicate that women do not belong or do not merit respect) is by far the most common type of sexual harassment. When an environment is pervaded by gender harassment, unwanted sexual attention and sexual coercion become more likely to occur—in part because unwanted sexual attention and sexual coercion are almost never experienced by women without simultaneously experiencing gender harassment.
• Men are more likely than women to commit sexual harassment.
• Coworkers and peers more often commit sexual harassment than do superiors.
• Sexually harassing behaviors are not typically isolated incidents; rather, they are a series or pattern of sometimes escalating incidents and behaviors.
• Women of color experience more harassment (sexual, racial/ethnic, or combination of the two) than white women, white men, and men of color do. Women of color often experience sexual harassment that includes racial harassment.
• Sexual- and gender-minority people experience more sexual harassment than heterosexual women do.
• The two characteristics of environments most associated with higher rates of sexual harassment are (a) male-dominated gender ratios and leadership and (b) an organizational climate that communicates tolerance of sexual harassment (e.g., leadership that fails to take complaints seriously, fails to sanction perpetrators, or fails to protect complainants from retaliation).
• Organizational climate is, by far, the greatest predictor of the occurrence of sexual harassment, and ameliorating it can prevent people from sexually harassing others. A person more likely to engage in harassing behaviors is significantly less likely to do so in an environment that does not support harassing behaviors and/or has strong, clear, transparent consequences for these behaviors.

Chapter 3: Sexual Harassment in Academic Science, Engineering, and Medicine

• Male-dominated environment , with men in positions of power and authority.
• Organizational tolerance for sexually harassing behavior (e.g., failing to take complaints seriously, failing to sanction perpetrators, or failing to protect complainants from retaliation).
• Hierarchical and dependent relationships between faculty and their trainees (e.g., students, postdoctoral fellows, residents).
• Isolating environments (e.g., labs, field sites, and hospitals) in which faculty and trainees spend considerable time.
• Greater than 50 percent of women faculty and staff and 20–50 percent of women students encounter or experience sexually harassing conduct in academia.
• Women students in academic medicine experience more frequent gender harassment perpetrated by faculty/staff than women students in science and engineering.
• Women students/trainees encounter or experience sexual harassment perpetrated by faculty/staff and also by other students/trainees.
• Women faculty encounter or experience sexual harassment perpetrated by other faculty/staff and also by students/trainees.
• Women students, trainees, and faculty in academic medical centers experience sexual harassment by patients and patients’ families in addition to the harassment they experience from colleagues and those in leadership positions.

Chapter 4: Outcomes of Sexual Harassment

• When women experience sexual harassment in the workplace, the professional outcomes include declines in job satisfaction; withdrawal from their organization (i.e., distancing themselves from the work either physically or mentally without actually quitting, having thoughts or

intentions of leaving their job, and actually leaving their job); declines in organizational commitment (i.e., feeling disillusioned or angry with the organization); increases in job stress; and declines in productivity or performance.

• When students experience sexual harassment, the educational outcomes include declines in motivation to attend class, greater truancy, dropping classes, paying less attention in class, receiving lower grades, changing advisors, changing majors, and transferring to another educational institution, or dropping out.
• Gender harassment has adverse effects. Gender harassment that is severe or occurs frequently over a period of time can result in the same level of negative professional and psychological outcomes as isolated instances of sexual coercion. Gender harassment, often considered a “lesser,” more inconsequential form of sexual harassment, cannot be dismissed when present in an organization.
• The greater the frequency, intensity, and duration of sexually harassing behaviors, the more women report symptoms of depression, stress, and anxiety, and generally negative effects on psychological well-being.
• The more women are sexually harassed in an environment, the more they think about leaving, and end up leaving as a result of the sexual harassment.
• The more power a perpetrator has over the target, the greater the impacts and negative consequences experienced by the target.
• For women of color, preliminary research shows that when the sexual harassment occurs simultaneously with other types of harassment (i.e., racial harassment), the experiences can have more severe consequences for them.
• Sexual harassment has adverse effects that affect not only the targets of harassment but also bystanders, coworkers, workgroups, and entire organizations.
• Women cope with sexual harassment in a variety of ways, most often by ignoring or appeasing the harasser and seeking social support.
• The least common response for women is to formally report the sexually harassing experience. For many, this is due to an accurate perception that they may experience retaliation or other negative outcomes associated with their personal and professional lives.
• The dependence on advisors and mentors for career advancement.
• The system of meritocracy that does not account for the declines in productivity and morale as a result of sexual harassment.
• The “macho” culture in some fields.
• The informal communication network , in which rumors and accusations are spread within and across specialized programs and fields.
• The cumulative effect of sexual harassment is significant damage to research integrity and a costly loss of talent in academic science, engineering, and medicine. Women faculty in science, engineering, and medicine who experience sexual harassment report three common professional outcomes: stepping down from leadership opportunities to avoid the perpetrator, leaving their institution, and leaving their field altogether.

Chapter 5: Existing Legal and Policy Mechanisms for Addressing Sexual Harassment

• An overly legalistic approach to the problem of sexual harassment is likely to misjudge the true nature and scope of the problem. Sexual harassment law and policy development has focused narrowly on the sexualized and coercive forms of sexual harassment, not on the gender harassment type that research has identified as much more prevalent and at times equally harmful.
• Much of the sexual harassment that women experience and that damages women and their careers in science, engineering, and medicine does not meet the legal criteria of illegal discrimination under current law.
• Private entities, such as companies and private universities, are legally allowed to keep their internal policies and procedures—and their research on those policies and procedures—confidential, thereby limiting the research that can be done on effective policies for preventing and handling sexual harassment.
• Various legal policies, and the interpretation of such policies, enable academic institutions to maintain secrecy and/or confidentiality regarding outcomes of sexual harassment investigations, arbitration, and settlement agreements. Colleagues may also hesitate to warn one another about sexual harassment concerns in the hiring or promotion context out of fear of legal repercussions (i.e., being sued for defamation and/or discrimination). This lack of transparency in the adjudication process within organizations can cover up sexual harassment perpetrated by repeat or serial harassers. This creates additional barriers to researchers

and others studying harassment claims and outcomes, and is also a barrier to determining the effectiveness of policies and procedures.

• Title IX, Title VII, and case law reflect the inaccurate assumption that a target of sexual harassment will promptly report the harassment without worrying about retaliation. Effectively addressing sexual harassment through the law, institutional policies or procedures, or cultural change requires taking into account that targets of sexual harassment are unlikely to report harassment and often face retaliation for reporting (despite this being illegal).
• Fears of legal liability may prevent institutions from being willing to effectively evaluate training for its measurable impact on reducing harassment. Educating employees via sexual harassment training is commonly implemented as a central component of demonstrating to courts that institutions have “exercised reasonable care to prevent and correct promptly any sexually harassing behavior.” However, research has not demonstrated that such training prevents sexual harassment. Thus, if institutions evaluated their training programs, they would likely find them to be ineffective, which, in turn, could raise fears within institutions of their risk for liability because they would then knowingly not be exercising reasonable care.
• Holding individuals and institutions responsible for sexual harassment and demonstrating that sexual harassment is a serious issue requires U.S. federal funding agencies to be aware when principal investigators, co-principal investigators, and grant personnel have violated sexual harassment policies. It is unclear whether and how federal agencies will take action beyond the requirements of Title IX and Title VII to ensure that federal grants, composed of taxpayers’ dollars, are not supporting research, academic institutions, or programs in which sexual harassment is ongoing and not being addressed. Federal science agencies usually indicate (e.g., in requests for proposals or other announcements) that they have a “no-tolerance” policy for sexual harassment. In general, federal agencies rely on the grantee institutions to investigate and follow through on Title IX violations. By not assessing and addressing the role of institutions and professional organizations in enabling individual sexual harassers, federal agencies may be perpetuating the problem of sexual harassment.
• To address the effect sexual harassment has on the integrity of research, parts of the federal government and several professional societies are beginning to focus more broadly on policies about research integrity and on codes of ethics rather than on the narrow definition of research misconduct. A powerful incentive for change may be missed if sexual harassment is not considered equally important as research misconduct, in terms of its effect on the integrity of research.

Chapter 6: Changing the Culture and Climate in Higher Education

• A systemwide change to the culture and climate in higher education is required to prevent and effectively address all three forms of sexual harassment. Despite significant attention in recent years, there is no evidence to suggest that current policies, procedures, and approaches have resulted in a significant reduction in sexual harassment. It is time to consider approaches that address the systems, cultures, and climates that enable sexual harassment to perpetuate.
• Strong and effective leaders at all levels in the organization are required to make the systemwide changes to climate and culture in higher education. The leadership of the organization—at every level—plays a significant role in establishing and maintaining an organization’s culture and norms. However, leaders in academic institutions rarely have leadership training to thoughtfully address culture and climate issues, and the leadership training that exists is often of poor quality.
• Evidence-based, effective intervention strategies are available for enhancing gender diversity in hiring practices.
• Focusing evaluation and reward structures on cooperation and collegiality rather than solely on individual-level teaching and research performance metrics could have a significant impact on improving the environment in academia.
• Evidence-based, effective intervention strategies are available for raising levels of interpersonal civility and respect in workgroups and teams.
• An organization that is committed to improving organizational climate must address issues of bias in academia. Training to reduce personal bias can cause larger-scale changes in departmental behaviors in an academic setting.
• Skills-based training that centers on bystander intervention promotes a culture of support, not one of silence. By calling out negative behaviors on the spot, all members of an academic community are helping to create a culture where abusive behavior is seen as an aberration, not as the norm.
• Reducing hierarchical power structures and diffusing power more broadly among faculty and trainees can reduce the risk of sexual ha

rassment. Departments and institutions could take the following approaches for diffusing power:

• Make use of egalitarian leadership styles that recognize that people at all levels of experience and expertise have important insights to offer.
• Adopt mentoring networks or committee-based advising that allows for a diversity of potential pathways for advice, funding, support, and informal reporting of harassment.
• Develop ways the research funding can be provided to the trainee rather than just the principal investigator.
• Take on the responsibility for preserving the potential work of the research team and trainees by redistributing the funding if a principal investigator cannot continue the work because he/she has created a climate that fosters sexual harassment and guaranteeing funding to trainees if the institution or a funder pulls funding from the principal investigator because of sexual harassment.
• Orienting students, trainees, faculty, and staff, at all levels, to the academic institution’s culture and its policies and procedures for handling sexual harassment can be an important piece of establishing a climate that demonstrates sexual harassment is not tolerated and targets will be supported.
• Institutions could build systems of response that empower targets by providing alternative and less formal means of accessing support services, recording information, and reporting incidents without fear of retaliation.
• Supporting student targets also includes helping them to manage their education and training over the long term.
• Confidentiality and nondisclosure agreements isolate sexual harassment targets by limiting their ability to speak with others about their experiences and can serve to shield perpetrators who have harassed people repeatedly.
• Key components of clear anti-harassment policies are that they are quickly and easily digested (i.e., using one-page flyers or infographics and not in legally dense language) and that they clearly state that people will be held accountable for violating the policy.
• A range of progressive/escalating disciplinary consequences (such as counseling, changes in work responsibilities, reductions in pay/benefits, and suspension or dismissal) that corresponds to the severity and frequency of the misconduct has the potential of correcting behavior before it escalates and without significantly disrupting an academic program.
• In an effort to change behavior and improve the climate, it may also be appropriate for institutions to undertake some rehabilitation-focused measures, even though these may not be sanctions per se.
• For the people in an institution to understand that the institution does not tolerate sexual harassment, it must show that it does investigate and then hold perpetrators accountable in a reasonable timeframe. Institutions can anonymize the basic information and provide regular reports that convey how many reports are being investigated and what the outcomes are from the investigation.
• An approach for improving transparency and demonstrating that the institution takes sexual harassment seriously is to encourage internal review of its policies, procedures, and interventions for addressing sexual harassment, and to have interactive dialogues with members of their campus community (especially expert researchers on these topics) around ways to improve the culture and climate and change behavior.
• Cater training to specific populations; in academia this would include students, postdoctoral fellows, staff, faculty, and those in leadership.
• Attend to the institutional motivation for training , which can impact the effectiveness of the training; for instance, compliance-based approaches have limited positive impact.
• Conduct training using live qualified trainers and offer trainees specific examples of inappropriate conduct. We note that a great deal of sexual harassment training today is offered via an online mini-course or the viewing of a short video.
• Describe standards of behavior clearly and accessibly (e.g., avoiding legal and technical terms).
• To the extent that the training literature provides broad guidelines for creating impactful training that can change climate and behavior, they include the following:
• Establish standards of behavior rather than solely seek to influence attitudes and beliefs. Clear communication of behavioral expectations, and teaching of behavioral skills, is essential.
• Conduct training in adherence to best standards , including appropriate pre-training needs assessment and evaluation of its effectiveness.
• Creating a climate that prevents sexual harassment requires measuring the climate in relation to sexual harassment, diversity, and respect, and assessing progress in reducing sexual harassment.
• Efforts to incentivize systemwide changes, such as Athena SWAN, 1 are crucial to motivating organizations and departments within organizations to make the necessary changes.
• Enacting new codes of conduct and new rules related specifically to conference attendance.
• Including sexual harassment in codes of ethics and investigating reports of sexual harassment. (This is a new responsibility for professional societies, and these organizations are considering how to take into consideration the law, home institutions, due process, and careful reporting when dealing with reports of sexual harassment.)
• Requiring members to acknowledge, in writing, the professional society’s rules and codes of conduct relating to sexual harassment during conference registration and during membership sign-up and renewal.
• Supporting and designing programs that prevent harassment and provide skills to intervene when someone is being harassed.
• Strengthening statements on sexual harassment, bullying, and discrimination in professional societies’ codes of conduct, with a few defining it as research misconduct.
• Factoring in harassment-related professional misconduct into scientific award decisions.
• Professional societies have the potential to be powerful drivers of change through their capacity to help educate, train, codify, and reinforce cultural expectations for their respective scientific, engineering, and medical communities. Some professional societies have taken action to prevent and respond to sexual harassment among their membership. Although each professional society has taken a slightly different approach to addressing sexual harassment, there are some shared approaches, including the following:

___________________

1 Athena SWAN (Scientific Women’s Academic Network). See https://www.ecu.ac.uk/equalitycharters/athena-swan/ .

• There are many promising approaches to changing the culture and climate in academia; however, further research assessing the effects and values of the following approaches is needed to identify best practices:
• Policies, procedures, trainings, and interventions, specifically how they prevent and stop sexually harassing behavior, alter perception of organizational tolerance for sexually harassing behavior, and reduce the negative consequences from reporting the incidents. This includes informal and formal reporting mechanisms, bystander intervention training, academic leadership training, sexual harassment training, interventions to improve civility, mandatory reporting requirements, and approaches to supporting and improving communication with the target.
• Mechanisms for target-led resolution options and mechanisms by which the target has a role in deciding what happens to the perpetrator, including restorative justice practices.
• Mechanisms for protecting targets from retaliation.
• Rehabilitation-focused measures for disciplining perpetrators.
• Incentive systems for encouraging leaders in higher education to address the issues of sexual harassment on campus.

RECOMMENDATIONS

RECOMMENDATION 1: Create diverse, inclusive, and respectful environments.

• Academic institutions and their leaders should take explicit steps to achieve greater gender and racial equity in hiring and promotions, and thus improve the representation of women at every level.
• Academic institutions and their leaders should take steps to foster greater cooperation, respectful work behavior, and professionalism at the faculty, staff, and student/trainee levels, and should evaluate faculty and staff on these criteria in hiring and promotion.
• Academic institutions should combine anti-harassment efforts with civility-promotion programs.
• Academic institutions should cater their training to specific populations (in academia these should include students/trainees, staff, faculty, and those in leadership) and should follow best practices in designing training programs. Training should be viewed as the means of providing the skills needed by all members of the academic community, each of whom has a role to play in building a positive organizational climate focused on safety and respect, and not simply as a method of ensuring compliance with laws.
• Academic institutions should utilize training approaches that develop skills among participants to interrupt and intervene when inappropriate behavior occurs. These training programs should be evaluated to deter

mine whether they are effective and what aspects of the training are most important to changing culture.

• Anti–sexual harassment training programs should focus on changing behavior, not on changing beliefs. Programs should focus on clearly communicating behavioral expectations, specifying consequences for failing to meet these expectations, and identifying the mechanisms to be utilized when these expectations are not met. Training programs should not be based on the avoidance of legal liability.

RECOMMENDATION 2: Address the most common form of sexual harassment: gender harassment.

Leaders in academic institutions and research and training sites should pay increased attention to and enact policies that cover gender harassment as a means of addressing the most common form of sexual harassment and of preventing other types of sexually harassing behavior.

RECOMMENDATION 3: Move beyond legal compliance to address culture and climate.

Academic institutions, research and training sites, and federal agencies should move beyond interventions or policies that represent basic legal compliance and that rely solely on formal reports made by targets. Sexual harassment needs to be addressed as a significant culture and climate issue that requires institutional leaders to engage with and listen to students and other campus community members.

RECOMMENDATION 4: Improve transparency and accountability.

• Academic institutions need to develop—and readily share—clear, accessible, and consistent policies on sexual harassment and standards of behavior. They should include a range of clearly stated, appropriate, and escalating disciplinary consequences for perpetrators found to have violated sexual harassment policy and/or law. The disciplinary actions taken should correspond to the severity and frequency of the harassment. The disciplinary actions should not be something that is often considered a benefit for faculty, such as a reduction in teaching load or time away from campus service responsibilities. Decisions regarding disciplinary actions, if indicated or required, should be made in a fair and timely way following an investigative process that is fair to all sides. 2
• Academic institutions should be as transparent as possible about how they are handling reports of sexual harassment. This requires balancing issues of confidentiality with issues of transparency. Annual reports,

2 Further detail on processes and guidance for how to fairly and appropriately investigate and adjudicate these issues are not provided because they are complex issues that were beyond the scope of this study.

that provide information on (1) how many and what type of policy violations have been reported (both informally and formally), (2) how many reports are currently under investigation, and (3) how many have been adjudicated, along with general descriptions of any disciplinary actions taken, should be shared with the entire academic community: students, trainees, faculty, administrators, staff, alumni, and funders. At the very least, the results of the investigation and any disciplinary action should be shared with the target(s) and/or the person(s) who reported the behavior.

• Academic institutions should be accountable for the climate within their organization. In particular, they should utilize climate surveys to further investigate and address systemic sexual harassment, particularly when surveys indicate specific schools or facilities have high rates of harassment or chronically fail to reduce rates of sexual harassment.
• Academic institutions should consider sexual harassment equally important as research misconduct in terms of its effect on the integrity of research. They should increase collaboration among offices that oversee the integrity of research (i.e., those that cover ethics, research misconduct, diversity, and harassment issues); centralize resources, information, and expertise; provide more resources for handling complaints and working with targets; and implement sanctions on researchers found guilty of sexual harassment.

RECOMMENDATION 5: Diffuse the hierarchical and dependent relationship between trainees and faculty.

Academic institutions should consider power-diffusion mechanisms (i.e., mentoring networks or committee-based advising and departmental funding rather than funding only from a principal investigator) to reduce the risk of sexual harassment.

RECOMMENDATION 6: Provide support for the target.

Academic institutions should convey that reporting sexual harassment is an honorable and courageous action. Regardless of a target filing a formal report, academic institutions should provide means of accessing support services (social services, health care, legal, career/professional). They should provide alternative and less formal means of recording information about the experience and reporting the experience if the target is not comfortable filing a formal report. Academic institutions should develop approaches to prevent the target from experiencing or fearing retaliation in academic settings.

RECOMMENDATION 7: Strive for strong and diverse leadership.

• College and university presidents, provosts, deans, department chairs, and program directors must make the reduction and prevention of sexual

harassment an explicit goal of their tenure. They should publicly state that the reduction and prevention of sexual harassment will be among their highest priorities, and they should engage students, faculty, and staff (and, where appropriate, the local community) in their efforts.

• Academic institutions should support and facilitate leaders at every level (university, school/college, department, lab) in developing skills in leadership, conflict resolution, mediation, negotiation, and de-escalation, and should ensure a clear understanding of policies and procedures for handling sexual harassment issues. Additionally, these skills development programs should be customized to each level of leadership.
• Leadership training programs for those in academia should include training on how to recognize and handle sexual harassment issues, and how to take explicit steps to create a culture and climate to reduce and prevent sexual harassment—and not just protect the institution against liability.

RECOMMENDATION 8: Measure progress.

Academic institutions should work with researchers to evaluate and assess their efforts to create a more diverse, inclusive, and respectful environment, and to create effective policies, procedures, and training programs. They should not rely on formal reports by targets for an understanding of sexual harassment on their campus.

• When organizations study sexual harassment, they should follow the valid methodologies established by social science research on sexual harassment and should consult subject-matter experts. Surveys that attempt to ascertain the prevalence and types of harassment experienced by individuals should adopt the following practices: ensure confidentiality, use validated behavioral instruments such as the Sexual Experiences Questionnaire, and avoid specifically using the term “sexual harassment” in any survey or questionnaire.
• Academic institutions should also conduct more wide-ranging assessments using measures in addition to campus climate surveys, for example, ethnography, focus groups, and exit interviews. These methods are especially important in smaller organizational units where surveys, which require more participants to yield meaningful data, might not be useful.
• Organizations studying sexual harassment in their environments should take into consideration the particular experiences of people of color and sexual- and gender-minority people, and they should utilize methods that allow them to disaggregate their data by race, ethnicity, sexual orientation, and gender identity to reveal the different experiences across populations.
• The results of climate surveys should be shared publicly to encourage transparency and accountability and to demonstrate to the campus community that the institution takes the issue seriously. One option would be for academic institutions to collaborate in developing a central repository for reporting their climate data, which could also improve the ability for research to be conducted on the effectiveness of institutional approaches.
• Federal agencies and foundations should commit resources to develop a tool similar to ARC3, the Administrator-Researcher Campus Climate Collaborative, to understand and track the climate for faculty, staff, and postdoctoral fellows.

RECOMMENDATION 9: Incentivize change.

• Academic institutions should work to apply for awards from the emerging STEM Equity Achievement (SEA Change) program. 3 Federal agencies and private foundations should encourage and support academic institutions working to achieve SEA Change awards.
• Accreditation bodies should consider efforts to create diverse, inclusive, and respectful environments when evaluating institutions or departments.
• Federal agencies should incentivize efforts to reduce sexual harassment in academia by requiring evaluations of the research environment, funding research and evaluation of training for students and faculty (including bystander intervention), supporting the development and evaluation of leadership training for faculty, and funding research on effective policies and procedures.

RECOMMENDATION 10: Encourage involvement of professional societies and other organizations.

• Professional societies should accelerate their efforts to be viewed as organizations that are helping to create culture changes that reduce or prevent the occurrence of sexual harassment. They should provide support and guidance for members who have been targets of sexual harassment. They should use their influence to address sexual harassment in the scientific, medical, and engineering communities they represent and promote a professional culture of civility and respect. The efforts of the American Geophysical Union are especially exemplary and should be considered as a model for other professional societies to follow.
• Other organizations that facilitate the research and training of people in science, engineering, and medicine, such as collaborative field sites (i.e., national labs and observatories), should establish standards of behavior

3 See https://www.aaas.org/news/sea-change-program-aims-transform-diversity-efforts-stem .

and set policies, procedures, and practices similar to those recommended for academic institutions and following the examples of professional societies. They should hold people accountable for their behaviors while at their facility regardless of the person’s institutional affiliation (just as some professional societies are doing).

RECOMMENDATION 11: Initiate legislative action.

State legislatures and Congress should consider new and additional legislation with the following goals:

• Better protecting sexual harassment claimants from retaliation.
• Prohibiting confidentiality in settlement agreements that currently enable harassers to move to another institution and conceal past adjudications.
• Banning mandatory arbitration clauses for discrimination claims.
• Allowing lawsuits to be filed against alleged harassers directly (instead of or in addition to their academic employers).
• Requiring institutions receiving federal funds to publicly disclose results from campus climate surveys and/or the number of sexual harassment reports made to campuses.
• Requesting the National Science Foundation and the National Institutes of Health devote research funds to doing a follow-up analysis on the topic of sexual harassment in science, engineering, and medicine in 3 to 5 years to determine (1) whether research has shown that the prevalence of sexual harassment has decreased, (2) whether progress has been made on implementing these recommendations, and (3) where to focus future efforts.

RECOMMENDATION 12: Address the failures to meaningfully enforce Title VII’s prohibition on sex discrimination.

• Judges, academic institutions (including faculty, staff, and leaders in academia), and administrative agencies should rely on scientific evidence about the behavior of targets and perpetrators of sexual harassment when assessing both institutional compliance with the law and the merits of individual claims.
• Federal judges should take into account demonstrated effectiveness of anti-harassment policies and practices such as trainings, and not just their existence , for use of an affirmative defense against a sexual harassment claim under Title VII.

RECOMMENDATION 13: Increase federal agency action and collaboration.

Federal agencies should do the following:

• Increase support for research and evaluation of the effectiveness of policies, procedures, and training on sexual harassment.
• Attend to sexual harassment with at least the same level of attention and resources as devoted to research misconduct. They should increase collaboration among offices that oversee the integrity of research (i.e., those that cover ethics, research misconduct, diversity, and harassment issues); centralize resources, information, and expertise; provide more resources for handling complaints and working with targets; and implement sanctions on researchers found guilty of sexual harassment.
• Require institutions to report to federal agencies when individuals on grants have been found to have violated sexual harassment policies or have been put on administrative leave related to sexual harassment, as the National Science Foundation has proposed doing. Agencies should also hold accountable the perpetrator and the institution by using a range of disciplinary actions that limit the negative effects on other grant personnel who were either the target of the harassing behavior or innocent bystanders.
• Reward and incentivize colleges and universities for implementing policies, programs, and strategies that research shows are most likely to and are succeeding in reducing and preventing sexual harassment.

RECOMMENDATION 14: Conduct necessary research.

Funders should support the following research:

• The sexual harassment experiences of women in underrepresented and/or vulnerable groups, including women of color, disabled women, immigrant women, sexual- and gender-minority women, postdoctoral trainees, and others.
• Policies, procedures, trainings, and interventions, specifically their ability to prevent and stop sexually harassing behavior, to alter perception of organizational tolerance for sexually harassing behavior, and to reduce the negative consequences from reporting the incidents. This should include research on informal and formal reporting mechanisms, bystander intervention training, academic leadership training, sexual harassment and diversity training, interventions to improve civility, mandatory reporting requirements, and approaches to supporting and improving communication with the target.
• Approaches for mitigating the negative impacts and outcomes that targets experience.
• The prevalence and nature of sexual harassment within specific fields in

science, engineering, and medicine and that follows good practices for sexual harassment surveys.

• The prevalence and nature of sexual harassment perpetrated by students on faculty.
• The amount of sexual harassment that serial harassers are responsible for.
• The prevalence and effect of ambient harassment in the academic setting.
• The connections between consensual relationships and sexual harassment.
• Psychological characteristics that increase the risk of perpetrating different forms of sexually harassing behaviors.

RECOMMENDATION 15: Make the entire academic community responsible for reducing and preventing sexual harassment.

All members of our nation’s college campuses—students, trainees, faculty, staff, and administrators—as well as members of research and training sites should assume responsibility for promoting civil and respectful education, training, and work environments, and stepping up and confronting those whose behaviors and actions create sexually harassing environments.

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Over the last few decades, research, activity, and funding has been devoted to improving the recruitment, retention, and advancement of women in the fields of science, engineering, and medicine. In recent years the diversity of those participating in these fields, particularly the participation of women, has improved and there are significantly more women entering careers and studying science, engineering, and medicine than ever before. However, as women increasingly enter these fields they face biases and barriers and it is not surprising that sexual harassment is one of these barriers.

Over thirty years the incidence of sexual harassment in different industries has held steady, yet now more women are in the workforce and in academia, and in the fields of science, engineering, and medicine (as students and faculty) and so more women are experiencing sexual harassment as they work and learn. Over the last several years, revelations of the sexual harassment experienced by women in the workplace and in academic settings have raised urgent questions about the specific impact of this discriminatory behavior on women and the extent to which it is limiting their careers.

Sexual Harassment of Women explores the influence of sexual harassment in academia on the career advancement of women in the scientific, technical, and medical workforce. This report reviews the research on the extent to which women in the fields of science, engineering, and medicine are victimized by sexual harassment and examines the existing information on the extent to which sexual harassment in academia negatively impacts the recruitment, retention, and advancement of women pursuing scientific, engineering, technical, and medical careers. It also identifies and analyzes the policies, strategies and practices that have been the most successful in preventing and addressing sexual harassment in these settings.

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Sexual Harassment and how to Stop it

How it works

• 1 Background Information
• 2 Statistics
• 4 Athletes and Sexual Harassment
• 5 Politicians and Sexual Harassment
• 6 Sexual harassment in Hollywood
• 7 Sexual harassment on College campuses
• 8 Sexual harassment in Public
• 9 Conclusion

Background Information

Sexual harassment is sexual discrimination that violates Title 7 of the civil rights act of 1964. This title is for employers with more than 15 employees, which also includes state and local governments, employment agencies as well as the federal government. Sexual harassment is the unwanted sexual advances, requests for sexual favors as well as verbal or physical conduct of a sexual nature. Sexual harassment occurs in many of ways, such as: (1) “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.” (2) “the harraser can be the victim’s supervisor, and agent of the employer, a supervisor in another area, a co-worker, or a non-employee.” (3) “The victim does not have to be the person harassed but could be anyone affected by the offensive conduct.” (4) “unlawful seual harassment may occur with economic injury to or discharge of the victim.” (5) “the harasser’s conduct must be unwelcome.” (Facts About Sexual Harassment)

The victim can inform the harasser directly about their conduct and that is needs to stop. The victim also needs to any form of employer complaint department or the law should that not work. Prevention is a very good tool to eliminate sexual harassment at work. Employers should take the necessary steps to keep this from occurring. Employers also need to make it clear that sexual harassment will not be tolerated in the work place. In order to accomplish this they can provide specific sexual harassment seminars for their employees and also to establish complaint departments as well as taking quick and accurate punishment when an employee has a complaint.

Majority of sexual harassment victims are women. They either experience it first hand or know someone who has been a victim of sexual harassment. As most sexual harassment cases are not surprising, it is nasty and sexual harassment PTSD is very prevalent. Forty-five percent of the Equal Employment Opportunity Commission, Or EEOC, harassment claims were sex- based (Jennifer Koza). In 2015, the EEOC received more than 28,000 harassment claims for private and public employers, which most of this was sex-based claims. Twenty-five percent of women experience sexual harassment in the workplace (Jennifer Koza). That averages out to be 1 out of every 4 women in a workplace. That is very unsettling. Seventy-five percent of harassment victims experienced retaliation when they reported it (Jennifer Koza). Somewhere between eighty-seven and ninety-four percent of employees that experience sexual harassment do not file a formal complaint (Jennifer Koza). Lastly, Sexual harassment cost companies millions of dollars (Jennifer Koza). Also in 2015, The EEOC recovered $164.5 million for workers alleging harassment claims.

One thing stands out in sexual harassment cases, and that is men are the accused. “One of the reasons it is men who harass women, and sometimes other men, is that this is about power and overwhelmingly upper management is male, so the positions of power are disproportionately occupied by men and the bottom is disproportionately occupied by women,” says Abigail Saguy, Professor of sociology and gender studies at UCLA and author of the 2003 book, What is Sexual Harassment?

Most people think that women could not possibly act like disgusting pigs such as men. But this is not one hundred percent the truth. Franklin Raddish, a South Carolina Baptist pastor, recently said that accusations of sexual harassment against men in politics and Hollywood has created a “war on men.”

A democratic candidate, Andrea Ramsey, for congress in Kansas recently dropped out of her race after the local newspaper found her lawsuit. She was accused of sexually assaulting and retaliating against a male who rejected her advances when she was a corporate executive. Although she was not apart of the lawsuit, and it was closed and settled, she dropped out due to the pressure from her democratic party’s “zero tolerance standard” (Maria Puente). She has become the only woman to be accused publicly.

This begs the questions: “ what are the numbers on the women accused of sexual harassment? Has anyone conducted scientific surveys and found some? What’s the reason why it appears the vast majority of people accused of workplace sexual harassment are men? And why don’t men ever file formal complaints? (Maria Puente) The answer is men are too prideful to come forward.

There is few statistics about women sexual harassers, and the ones available are more than 10 years old. Although it may be very rare, it does happen. Men can easily be victims as well as women can be abusers. Many government agencies keep track of complaints in the workplace but mostly focus on the accusers, and not those being accused. The EEOC provided information on allegations. There were 6,758 complaints of sexual harassments in 2016. Sixteen percent of complaints were filed by men. The data doesn’t say who they were harassed by another man, or a woman. Few men reported they experienced unwanted sexual attention, but most of men that did report said they were harassed by women.

Athletes and Sexual Harassment

Sexual harassment in sports is unique due to the relationships between athletes and coaches. Athletes and coaches both share a necessary passion for their physique. The international Olympic committee issued a statement in 2007. This report stated: “sexual harassment and abuse happen in all sports and at all levels. Prevalence appears to be higher in elite sport. Members of the athlete’s entourage who are in positions of power and authority appear to be the primary perpetrators. Peer athletes have also been identified as perpetrators. Males are more often reported as perpetrators than females…Research demonstrates that sexual harassment and abuse in sport seriously and negatively impact on athletes’ physical and psychological health. It can result in impaired performance and lead to athlete drop-out. Clinical data indicate that psychosomatic illnesses, anxiety, depression, substance abuse, self harm and suicide are some of the serious health consequences.” (sexual harassment in sport)

Laws regarding sexual harassment need to be extended to sporting activities if they have not already been covered by general laws. These laws should lure general principles for sexual harassment and take account of: The varied environments in which women and girls participate in sport; The fact that sexual harassment can be perpetrated by coaches, other athletes, or other parties involved in supporting and training athletes; and the special power dynamics between athletes and coaches. (Sexual harassment in sport)

Michigan State University and the NCAA are facing problems over actions of a doctor who abused scores of women, as well as athletes who allegedly raped and assaulted others. Both the university and NCAA are accused of “looking the other way.” ESPN led an investigation and found that there were many cases that the university knew of but did very little about these cases. Michigan State also took legal action to keep these cases out of the public eye.

ESPN sued the university after they did not comply with the state’s open record laws and gave a broadcaster with police records that involved football players as well as basketball players. Two well-known coaches, Mark Dantonio of the football team and Tom Izzo of the basketball team, led their teams in the mist of sexual assault allegations against their athletes that were over looked. The schools sexual assault counselor resigned due to her frustration of officials not handling the cases properly. The school gave the athletic department the authority of handling the cases.

Lauren allswede, the schools sexual assault counselor, told ESPN ‘Whatever protocol or policy was in place, whatever front-line staff might normally be involved in response or investigation, it all got kind of swept away and it was handled more by administration [and] athletic department officials, It was all happening behind closed doors … None of it was transparent or included people who would normally be involved in certain decisions’ (Grace Bird).

The NCAA was criticized about the allegations as they were told about the cases involving Michigan State athletes and did nothing to them. The NCAA president, Mark Emmert, received a letter from Kathy Redmond, an advocate for rape and sexual assault victims, begging him to investigate Michigan State’s handling of sexual assault. Kathy stated there were 37 cases of sexual assault committed by athletes at the university that went undisciplined. The president defended himself in a letter to university presidents. He admitted the NCAA still had a long ways to go in preventing sexual assault on campuses, and stated that any claims that he or the NCAA were not reporting crimes were “ blatantly false.”

Politicians and Sexual Harassment

Politicians are also commonly accused of sexual harassment. These are people of high standing in our government. They should be held to a higher standard. Why would we trust them to run our government if they cannot be trusted behind closed doors? Both political parties are combating the current #metoo movement of sexual misconduct.

One hundred and forty political women in California signed a letter that complained about unwanted physical contact and promises, or threats made to them and did not complain about their treatment. Another 160 political women signed a similar letter in Illinois. Also, a female state representative of Arizona came forward with disturbing complaints of unwanted sexual advances and lewd and suggestive comments regarding her body and appearance ever since she was elected in 2011.

These complaints are similar in the facts that if women complained, they wouldn’t get far. One women was told she couldn’t be helped. No one bothered to report their incidents. Women are being doubted in their complaints against their colleagues. These complaints are shrugged off and acted as if they are typical behavior.

Men are now coming forward and saying that protocol needs to be changed. They are proposing for mandatory sexual harassment raining for legislators, staffers, and lobbyists (Helaine olen). There are also proposals for the protocol regarding the reporting and evaluating sexual harassment claims in the political setting.

One way to combat sexual harassment in politics is to elect more women into office. Women only make up twenty percent of congress. The percentage of women in statehouses are dramatically lower. It’s not just a few bad people that allow sexual harassment to continue, it is also how politics is structured, as well as those in charge don’t questions ones behavior until the pressure of others forces them to.

Sexual harassment in Hollywood

Hollywood is the current sexual harassment epicenter. The recent allegations have sparked many victims to come forward and state there claims so they can begin their healing process. Sexual harassers do not act alone. Harvey Weinstein’s sexual assault crimes were widely known across the industry.

Harvey Weinstein had more than 10 years of allegations against him. More than eighty-five women accused him of inappropriate requests for massages and intimidating sexual advances as well as rape. He has denied all allegations.

Women in the film industry are also dominated by men. Behind the camera, only four percent of directors are women, eleven percent of writers are women, and nineteen percent of producers are women. In front of the camera, only thirty percent of speaking characters are women, twenty-eight percent of female actresses wore sexually revealing clothing as opposed to seven percent of men, and twenty-six percent of women actors performed partially naked, while only nine percent of men did.

Sexual harassment on College campuses

Sexual harassment on college campuses is very common and usually goes unreported. Sexual harassment on college campuses fall under the Title IX amendment of 1972. This educational amendment is “ a comprehensive federal civil rights law that prohibits sex discrimination in education” (Know Your Rights). College women are the most effected by sexual harassment.

The most important thing universities can do is have very clearly stated sexual harassment policies. “There’s clearly ambiguity in that arena, so universities should focus on defining what’s acceptable and what’s not” (james campbell). A recent study reveals that graduate and professional students are predominantly vulnerable to sexual harassment from faculty. In the AAU Campus climate survey on sexual assault and sexual misconduct, that polled more than 150,000 students, female graduate students that fell victim to sexual harassment, identified their abusers as teachers or advisors. Undergraduate women are more likely to be harassed by fellow students (zara abrams).

The reason for this epidemic is because of the faculty and advisors position for these graduate students. They are a gateway into their careers once graduated. They are pressured to do whatever it takes to make them happy in order to help them jumpstart their careers. If they do not make these people happy, their careers are in jeopardy.

Students need to know how to see signs of possible sexual harassment and be able to get out of the situation before a true problem arises. Students should have one advisor they can confide in. These advisors can help them decide on whether to file a formal complaint or not. These advisors can also help students confront their abusers.

Students have many options on filing a formal complaint. First, they need to consult the school’s Title IX coordinator. The Title IX coordinator can give them other options as well. Students can also report their incident to local police. Students may not report to police because police officers do not take these complaints seriously. “In some cases, students also qualify for protection under Title VII of the Civil Rights Act of 1964, which prohibits workplace sexual harassment in organizations with 15 or more employees. A student who faces harassment or misconduct while completing paid work for the university should file a complaint with the U.S. Equal Employment Opportunity Commission (EEOC), says Ernie Haffner, attorney adviser in the EEOC’s Office of Legal Counsel.” ( Zara Abrams)

Sexual harassment in Public

Sexual harassment in public is also a very common assault. It is often referred to as street harassment. It is known as the unwanted comments, gestures, and actions forced on a strangers in a public place without their consent and is directed at them because of their actual or perceived sex, gender, gender expression, or sexual orientation (street harassment). People are also objectified bas on their race, nationality, religion, and class. Harassment is about power and control over another. Street harassment is a human rights issue as it limits ones ability to be in a public place. The LGBQT community is also restricted due to harassment.

“Street harassment often begins around puberty.

• In a 2014, nationally representative survey of street harassment in the USA, half of harassed persons were harassed by age 17.
• In an informal international online 2008 study of 811 women conducted by Stop Street Harassment, almost 1 in 4 women had experienced street harassment by age 12 (7th grade) and nearly 90% by age 19.” (street harassment)

While women also may harass men in public, gender inequality means that the power dynamics at play, frequency of the harassment, the underlying threat of rape, and the impact on the harassed person’s life is rarely comparable. For these reasons, the work of Stop Street Harassment focuses mostly on men harassing women (cis and transwomen) or people perceived to be female, with secondary focus on the harassment of LGBQT individuals as a whole. (Street harassment)

Also, while public harassment motivated by racism, homophobia, transphobia, or classism—types of deplorable harassment which men can be the target of and sometimes women perpetrate—is recognized as socially unacceptable behavior, men’s harassment of women motivated by gender and sexism is not. Instead it is portrayed as complimentary, a joke, or “only” a trivial annoyance. Plus people tend to blame women for its occurrence based on what they are wearing or what time of day they are in public. Additionally, there are already many great groups working to address the other forms of harassment, but there are few addressing gender-based harassment. These are additional reasons why Stop Street Harassment focuses on this type of harassment – but is an ally to all groups and people working to end every type of harassment. (street harassment)

The alarming truth is, sexual harassment is everywhere. As a growing epidemic I don’t think we can ever truly stop it from happening ever again. There will always be those disgusting people that must use that in order to fulfill their power and control desire. I do believe we can dramatically reduce the number of assaults.

From a woman’s perspective, here is how you can combat sexual harassment:

• Be aware of your surroundings. Is someone is constantly invading your space, create distance.
• Communicate verbally about what you want.
• State what you expect going forward.
• Communicate your agreement again if it is disrespected.
• Have an unbiased 3rd party to decide harassment outcomes.

Men are a very important player when it comes to sexual assault prevention. From a mans perspective, here is how we can stop sexually assaulting women:

• Be aware of language used by men toward women.
• Communicate with other men and women about possible issues.
• Speak up against sexual assault abusers, regardless of how you know them. 

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Sexual Harassment in the Workplace, Essay Example

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Introduction

Sexual harassment has been a hot topic for years. Corporations all over the world have been forced to deal with sexual harassment legal challenges. Crain & Heischmidt (1995) mention that after the case of Anita Hill-Clarence Thomas, Supreme Court nominee, the number of women coming out to file a complaint about sexual harassment increased significantly. Indeed, in the next nine months, the number of cases increased by 150 percent (Crain & Heischmidt, 1995). Sexual harassment is defined by the Federal Register (1980) as any form of sexual advance, physical or verbal conduct of sexual nature. While sexual harassment is illegal in most countries, it also has ethical implications. Employers need to put effective measures in place that prevent sexual harassment from happening, and make reporting easy, anonymous, and safe. The below paper will focus on government and corporate guidelines for preventing and identifying sexual harrassment.

Sexual Harassment in Context

Significance of the Issue

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.

A recent publication by Stop Violence Agaisnt Women (2010) states that “It is believed that at least one-third of women in the United States experience some form of sexual harassment”. This indicates that the prevalence of sexual harassment in the workplace is significantly greater than the number of reported cases would suggest.

Ramsarop & Parumasur (2007) stated that it is still not clear which behaviors and behavior patterns constitute towards sexual harassment. The existence of the gray area makes it harder for individuals to make a judgment, and prosecutors to rule in individual cases. The next section of the review will focus on the main problems that prevent the discovery and the reporting of sexual harassment cases worldwide.

Barriers of Reporting and Ethical/Legal Considerations

According to the Stop Violence Against Women (2007), in most cases sexual harassment is not reported for many reasons. First, women do not believe that authorities and supervisors within the company would take any steps. Secondly, many women are afraid of becoming stigmatized and being blamed for falling a victim of this act. Finally, in some cases, women simply do not want to hurt the person who harassed them. They might be good friends, and a corporate night out resulted in unwanted sexual advancements. In these cases, women believe that the prosecution of the person would be too great of a punishment.

It is also hard to provide a proof of injury at court, and in most cases it is one person’s word against the other person’s, as sexual harassment usually takes place without anyone witnessing it.

Preventive Actions

One of the actions that are taken to handle sexual harassment is that all sexual harassment problems is to create relevant company policies that focus on training related to ethics. Further, policies need to state that employees can report sexual harassment anonymously.

The culture of the organization should focus on openness information sharing. In an ethical company, unwanted sexual advancement should not be tolerated. It’s one thing to be on even ground with that person, as far as sexual advances or even making sexual jokes that they don’t mind. At the same time, when the person starts taking it personally then it should be reported because the person has to feel like what they say and feel matters. According to Sherwyn (2008), “Everyone entertains a different perception of sexual harassment in the workplace, but a coworker’s personal life combined with sexual teasing should never come into play because it can cause some real damage to them especially with people that they have to work around (Sherwyn, 55, 2008).

Recent Case Analysis

A recent sexual harassment case against Kroger (Arkansas Matters, 2015) shows that the company itself has certain responsibilities towards employees. Certain steps need to be taken after the issues are reported, or the preventive policies will not achieve their intended effect. A teenager employee was subjected to sexual harassment in the workplace, and repeatedly reported the issue to her supervisor. According to the ruling in the case, Keoger “failed to take effective action to prevent such abuse of the employee by a male co-worker” (Arkansas Matters, 2015, para. 2). The company did not take any action against the harasser, and is now made to pay a settlement of $42.500. As Faye A. Williams, regional attorney of EEOC’s  confirmed: “Employees – especially very young and vulnerable employees such as in this case — should be able to report to work without fear of sexual harassment,” (Quoted in:  Arkansas Matters, 2015, para. 5).

Bosses and supervisors are usually required to take action, but sometimes they fail to fulfill their obligations to victims, like in the above case.  In light of this, special or mandatory training on sexual harassment is another course of action that people as well as CEOs are forced to take and participate in. During the training people, people, coworkers as well as supervisors are taught about the importance of sexual harassment preventions. Also, these same people are walked through several different training scenarios that show and illustrate what is appropriate behavior in the workplace along with what is intolerable or where the line needs to be drawn.

Reflection and Recommendations

According to Blackstone (2012), “Men and women are made victims of sexual harassment, harmless sexual teasing can open the doors to workplace violence unless measures are put in place to prevent this from happening” (Blackstone, 2012). Therefore, policies should not only focus on women, but the entire population.

It can be argued that women are usually the common victims of sexual harassment and are immediately expected to tell the supervisor, but men are just as susceptible to it as women are. Back in the mid to late 90s, sexual harassment wasn’t as prevalent and in need of methodical prevention like it is today but what is clear is that both genders of people experience it at one point in time.

There have been instances in the past where people who file sexual harassment complaints aren’t dealt with accordingly because of the lack of evidence or because it’s her word against his. In these cases,  employers need to determine who is lying and who’s telling the truth; it can become a battle of moral and workplace. Education related to sexual harassment, prevention, and making it easy to report cases seems to be the most effective solution for reducing the number of cases.

According to Carter (2006), “taking preventative steps to eliminating sexual harassment in the workplace is the key to happy and productive workers not to mention happy supervisors” (Carter, 2006). It can be said that sexual harassment in the workplace is an issue that should be handled with care, because it can impact a lot of people.

In closing, sexual harassment in the workplace has caused quite a lot of damage to the people working in the workplace because of the inaction on both parties’ side but taking the time to prevent it shows courage and adaptability to change; a person’s job is not a place for sexual advances or sexual harassment of any kind. It’s everyone’s responsibility to stop it at the source.

Arkansas Matters. (2015) Kroger to Pay Sexual Harassment Lawsuit Settlement. Arkansas Matters News online. Retrieved from http://www.arkansasmatters.com/news/local-  news/kroger-to-pay-sexual-harrassment-lawsuit-settlement

Blackstone, A. (2012, May 1). Fighting Sexual Harassment in the Workplace. Retrieved November 9, 2015, from University of Maine http://www.scholarsstrategynetwork.org/content/fighting-sexual-harassment-workplace

Carter, S. (2006). Preventing sexual harassment in the workplace. Retrieved November 9, 2015, from http://www.roughnotes.com/rnmagazine/search/management/08_08P070.htm

Crain, K. A., & Heischmidt, K. A. (1995). Implementing business ethics: Sexual harassment. Journal of Business Ethics ,  14 (4), 299-308.

Dromm, K. (2012, May 31). Keith Dromm on Sexual Harassment . Retrieved November 9, 2015, from http://sites.broadviewpress.com/keith-dromm-on-sexual-harassment/

Ramsaroop, A., & Parumasur, S. B. (2007). The prevalence and nature of sexual harassment in the workplace: A model for early identification and effective management thereof. SA  Journal of Industrial Psychology ,  33 (2), 25-33.

Sherwyn, D. (2008). Roundtable Retrospective 2007: Dealing with Sexual Harassment. The Scholarly Commons , 2, 55-55. http://scholarship.sha.cornell.edu/cgi/viewcontent.cgi?article=1386&context=articles

Stop Violence Against Women. (2007) Barriers to Effective Enforcement of Sexual Harassment Law. Retrieved from http://www.stopvaw.org/barriers_to_effective_enforcement_of_sexual_harassment_law.html

Stop Violence Against Women. (2011) Prevalence of Sexual Harassmen t. Retrieved from http://www.stopvaw.org/prevalence_of_sexual_harassment

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103 Sexual Harassment Essay Topics

🏆 best essay topics on sexual harassment, ✍️ sexual harassment essay topics for college, 👍 good sexual harassment research topics & essay examples, 🎓 most interesting sexual harassment research titles, ❓ research questions about sexual harassment.

• Sexual Harassment in the Philippines’ Workplace
• Ethical Implications of Sexual Harassment in the Workplace
• Workplace Harassment and Retaliation
• Legal Issues Analysis: Sexual Harassment
• Bullying and Sexual Harassment at Work Place
• Discrimination and Harassment in the Workplace
• Sexual Harassment and Discrimination in the Workplace
• Workplace Sexual Harassment: Problem Solutions The ethical decision model is among the most used ethical strategies that aids in creating the most efficient solutions to any ethical issues.
• Sexual Abuse and Harassment as a Deviant Behavior Sexual abuse and harassment remain prevalent in contemporary society and have a significant influence on the lives of many people.
• Rethinking Sexual Harassment and Gender Discrimination The paper focuses on the theory of egoism and when to apply the theory in the work environment to avoid sexual discrimination.
• Sexual Harassment at Workplace in Massage Industry Sexual harassment is a common issue in workplaces and the massage industry worldwide. It can be related to any gender, but the issue is particularly relevant for women.
• Sexual Harassment at the Uber Company Sexual harassment in the workplace is a serious issue that might impact a person’s well-being, his/her performance, and chances for a successful career.
• The Police Sexual Harassment: Case Study This paper reviews a case involving sexual assault by a police officer with the view to discussing its cause, results, and what could have been done to prevent the wrongdoing.
• Performance Appraisal, Harassment, Job Analysis This paper attempts to present and define three of the concepts from the human Resource Management: performance appraisal, sexual harassment in the workplace, and job analysis.
• Sexual Harassment in Workplace Consequences For the research, the effects of sexual harassment on organizations and individuals are discussed, due to its ability to have a profound impact on the working environment.
• Police Sexual Harassment Suit This paper analyzes the case of the ex-Round Lake Height’s policeman, Hossein Isbitan, who filed a Lawsuit against his boss despite other problem-solving measures at his workplace.
• Harassment and Employment Related Laws According to the Protection from Harassment Act of 1997, workers can sue their employees if they fall victims of harassment in the workplace.
• Workplace Harassment Summarizing of Culpable Behavior The employee Giovanna has been harassing another worker Carole during the job process. The actions made by Giovanna are taking a significant toll on Carole mental health.
• Workplace Harassment in Canada The paper aims to answer questions about the level of harassment in Canadian workplaces, how it manifests itself, and what measures to combat it exist.
• Understanding Sexual Harassment Law in Action Behavior that involve the intentional crossing of accepted ethical boundaries should be considered immoral and thus influence subsequent ascription of responsibility.
• Workplace Sexual Harassment and Legal Boundaries This is a case of a corporate sales supervisor who wants a sales associate, to have sex with him so that he can sign his expenses bill for reimbursement.
• Workplace Violence and Harassment Workplace violence may take many forms and can have far-reaching consequences for employees’ health and well-being, job duration, employment stability, and career satisfaction.
• “Street Harassment: Current and Promising Avenues for…” by Logan In her article, Logan addresses the street harassment concern by combining several key rhetorical devices as the means on emphasizing the core message.
• Sexual Harassment Problem Analysis In this paper, an example of the type of discrimination will be discussed, as well as the role of an HR manager in situations with sexual harassment will be reviewed.
• Sexual Harassment and Assault in the Military The marines are extremely negatively disposed towards the presence of female soldiers in their combat formations.
• Sexual Harassment in the Nursing Workplace This paper explains the impact of sexual harassment at nurses’ workplace and outlines possible actions that could be taken to mitigate it.
• Company’s Plan to Prevent Sexual Harassment Sexual harassment affects the competitive edge of a business entity by creating a distraction, high turnover, and delayed processes in the workplace.
• McDonald’s: The Sexual Harassment The problem of sexual harassment in the McDonald’s restaurant chain is a critical one to limit and find ways to further its prevention.
• Sexual Harassment in the Workplace: Preventive Measures Sexual harassment is an issue that continues to be witnessed in society today, with women being most affected, especially in the workplace.
• Sexual Harassment of Women at Work Sexual harassment of women at work can be addressed in various ways. One of the major ways to resolve these issues is through companies’ internal policies and regulations.
• So Cal’s Water Agency: Racism, Sexual Harassment, and Retaliation So Cal’s Water Agency has reported racial discrimination, sexual harassment, and retaliation cases. Practices of unequal hiring have been experienced by employees in this agency.
• Java Corp.’s Anti-Harassment Policy This paper articulated the anti-harassment policy at Java Corp. Supervisors and the human resources team at Java Corp should undertake anti-harassment lessons.
• Sexual Harassment and Assault in the Army The essay aims to address reasons for sexual misconduct, the risks associated with the acts, and training approaches to minimize the vice in the army.
• McDonald’s and Sexual Harassment Lawsuits Sexual harassment is a serious legal issue, which employers must avert to protect their employees and maintain a good public image.
• Workplace Sexual Harassment Case Study Workplace sexual harassment is a safety issue because it leads to lasting mental and physical health problems.
• Workplace Harassment and Preventive Measures Prevention of harassment within the workplace requires to be addressed in a comprehensive manner. Employees must understand the consequences of such behavior.
• Sexual Harassment Study Without Probability Sampling Madan & Nalla’s study “Sexual harassment in public spaces” was focused on the female respondents, thus, chose to gather more women than men in the sampling.
• Sexual Harassment in the U.S. Military: Addressing the Issue This essay will address sexual assaults in the U.S. military, examine possible causes, and acknowledge possible solutions.
• Sexual Harassment in the Army: Causes and Solutions Due to the rigid structure and the established hierarchy in the US Army, the instances of sexual harassment and assault are silenced to secure the public image of the military.
• Discrimination and Harassment in Hiring a Veteran This paper will examine cases of discrimination and harassment in hiring a veteran, as well as the illegal dismissal of an employee to study the issue of labor relations.
• Sexual Harassment Response and Prevention Program Army’s Sexual Harassment/Assault Response and Prevention Program is a perfect and successful solution that can help eliminate sexual violence in the U.S. ranks.
• HR Management: Potential Abuser, Workplace Harassment The paper analyzes an article by Williams on the fight against oppression at work. Despite a significant number of measures taken to prevent such behavior.
• Defining Workplace Harassment and Its Harmful Effects The paper specifies that workplace harassment can take many forms but is always discriminatory and harmful, impacting employees’ physical and mental health.
• Sexual Harassment Predicament and Analytical Solutions Sexual harassment is a form of sexual discrimination that involves sexual advances that are unwelcome and sexual favors requests. Sexual harassment in school. Solutions to sexual harassment.
• Sexual Harassment Like Discrimination Form Sexual harassment is considered to be a sex discrimination form violating employees’ freedom through unwelcome sexual advances and favors requests.
• Harassment Types in Business Harassment in business can result in a reduction in the productivity of the employees culminating in poor performance of the fir.
• Sexual Harassment in the Workplace and Complaint Procedure Sexual harassment refers to a form of discrimination that is directed towards a person because of his or her sex i.e. being a male or female.
• Sexual Harassment Education for Managers Sexual harassment is defined as unwelcome sexual advances, the conduct of a sexual nature, or solicitation of sexual favors that are inappropriate, intimidating.
• Discriminatory Harassment Code and Legal Cases This paper highlights the UWM Post v. Board of Regents of the University of Wisconsin case, which is related to discrimination and discriminatory harassment code.
• Royal Canadian Mounted Police Sexual Harassment Class Action The landmark deal in RCMP sexual-harassment class action addressed the problem of sex-related harassment within the rows of Royal Canadian Mounted Police.
• Sexual Harassment in the Workplace: Nurse Example Sexual harassment in the workplace constitutes an act of discrimination on the basis of sexual decisions of an employee.
• Discrimination, Affirmative Action, Sexual Harassment Acts of discrimination can be sporadic or systematic and cause psychological, material or physical harm to the victims.
• Workplace Harassment Workplace harassment can be on many bases—gender, racial and sexual, which are all equally important and should never be permitted to happen.
• Law Against Sexual Harassment in Qatar
• Sexual Harassment in the Workplace and Its Impact in the Work Environment
• Hotel Industry and Issues of Sexual Harassment
• Occupational Violence and Sexual Harassment Policy
• American Corporate Sphere and Sexual Harassment
• Perception: Defining Sexual Harassment in Colleges
• Sexual Harassment and Assault Response Preventative Program
• Bullying and Sexual Harassment in Schools
• Elementary School Students and Sexual Harassment
• Gender Bias and Sexual Harassment in Schools
• Sexual Harassment and Anti Feminist Backlash on the Internet
• Conceptualizing, Defining and Measuring Sexual Harassment: An Exploratory Study in Tanzania
• How Does Sexual Harassment Implicate the Organisational Culture Within Organisations
• Basic Training: Sexual Harassment and Other Gender Issues
• Argument Against Sexual Harassment Policies
• Sexual Harassment Among Canadian Women, Black and White
• Rape and Sexual Harassment: The Intersectional Experiences of Racism and Sexism for Minorities
• Discrimination and Sexual Harassment in Australia
• Gender Equality and Sexual Harassment Issue
• Analysis of the Sexual Harassment and Civil Rights Act 1964
• Australia Sexual Harassment and Discrimination
• Relationship Between Rights and Justice in Sexual Harassment Cases
• Bullying and Sexual Harassment in the Workplace
• Hostile Workplace Conditions Under Ambiguous Sexual Harassment Policies
• Sexual Harassment and Men’s Empathic Accuracy in Sexual Harassment
• What Constitutes Workplace Sexual Harassment?
• What Is Known about Sexual Harassment in the United States Government?
• Does Sexual Harassment Effect Its Victims?
• What Are the Problems of Sexual Harassment in the Hotel Business?
• How Can Companies Reduce Levels of Sexual Harassment and Abuse in the Workplace?
• What Is Included in the Army Sexual Harassment Prevention/Assault Response Program (SHARP)?
• What Is the Solution to the Global Sexual Harassment Problem?
• How Does Sexual Harassment Implicate the Organisational Culture within Organisations?
• What Is the Fight against Sexual Harassment Online?
• What Is the Attitude of Society Towards Sexual Harassment?
• How Culture Can Breed Sexual Harassment in the Academy?
• What Are the Emotional, Physical, and Verbal Effects of Sexual Harassment?
• When Facing Sexual Harassment at Workplaces, What Options?
• Did Sexual Harassment of Women in the Military Exist Even in the 90s?
• What Factor Influences Sexual Harassment in the Workplace in Malaysia?
• How to Avoid Bullying and Sexual Harassment in Schools?
• Why Shouldn’t Laws on Sexual Harassment Be Repeal?
• What Are the Mental Effects of Sexual Harassment?
• What Is the Awareness of Sexual Harassment on the California Campuses?
• What Do We Know about Sexual Harassment and Discrimination in Australia?
• What Constitutes Sexual Harassment and How Does Sexual Harassment Differ from Gender Discrimination?
• Does Sexual Harassment Still Exist in the Military for Women?
• What Are the Known Incidents of Sexual Harassment in the Political and Corporate World?
• Why Are Sexual Harassment Cases Getting More Complex?
• Does the Military Continue to Have Sexual Harassment and Discrimination?

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StudyCorgi. (2021, December 21). 103 Sexual Harassment Essay Topics. https://studycorgi.com/ideas/sexual-harassment-essay-topics/

"103 Sexual Harassment Essay Topics." StudyCorgi , 21 Dec. 2021, studycorgi.com/ideas/sexual-harassment-essay-topics/.

StudyCorgi . (2021) '103 Sexual Harassment Essay Topics'. 21 December.

1. StudyCorgi . "103 Sexual Harassment Essay Topics." December 21, 2021. https://studycorgi.com/ideas/sexual-harassment-essay-topics/.

Bibliography

StudyCorgi . "103 Sexual Harassment Essay Topics." December 21, 2021. https://studycorgi.com/ideas/sexual-harassment-essay-topics/.

StudyCorgi . 2021. "103 Sexual Harassment Essay Topics." December 21, 2021. https://studycorgi.com/ideas/sexual-harassment-essay-topics/.

These essay examples and topics on Sexual Harassment were carefully selected by the StudyCorgi editorial team. They meet our highest standards in terms of grammar, punctuation, style, and fact accuracy. Please ensure you properly reference the materials if you’re using them to write your assignment.

This essay topic collection was updated on January 9, 2024 .

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• Soldier Who Was Inspector General Noncommissioned Officer of the Year Faces Sexual Assault, Harassment Charges

The Army inspector general's noncommissioned officer of the year for 2019 is facing a general court-martial on charges related to sex crimes, according to court documents.

Master Sgt. Christopher Dehn, 37, is set to be arraigned June 5 at Joint Base Lewis-McChord in Washington state on four counts of sexual assault, two counts of sexual harassment, and other charges related to obstructing justice and failure to obey orders and regulations.

In 2019, Dehn was selected as the I Corps Inspector General Noncommissioned Officer of the Year .

Read Next: 19.5% Pay Raise for Junior Enlisted Troops Approved by House Panel

Military.com attempted to reach out to Dehn's attorney but was not able to make contact before publication. The Army's Office of Special Trial Counsel noted that Dehn's docket does not contain information on his defense attorney, and advised Military.com that they would ask the prosecutorial team to contact Dehn's attorney.

Inspector general offices serve as "the eyes, ears, voice, and conscience of the Army," according to the service . Service members working in IG offices "conduct thorough, objective and impartial inspections, assessments and investigations" and "advise and assist Army leaders to maintain Army values, readiness and effectiveness in the promotion of well-being, good order and discipline."

IG offices are spread throughout the federal government and are broadly intended to help detect fraud, waste and abuse and legal violations, and to help promote bureaucratic efficiency.

They do not generally handle allegations of unwanted sexual contact, a job that falls to the military's Sexual Assault Prevention and Response offices and law enforcement. However, there are certain exceptions under which an IG office may investigate sexual assault or harassment.

Sexual assault and sexual harassment continue to be a top issue for the Army and the military in general. However, for the first time in almost 10 years, recent data has shown a significant decrease in the number of troops who say they've experienced unwanted sexual contact.

According to his LinkedIn page , Dehn said he was named the 2019 Pacific Regional Inspector General of the Year. His page also notes that he formerly served as an Army Sexual Harassment/Assault Response and Prevention, or SHARP, victim's advocate for the 1st Infantry Division between 2012 and 2014, while stationed at Fort Riley , Kansas.

In an email to Military.com, the I Corps public affairs office noted that Dehn is a chemical, biological, radiological and nuclear specialist with I Corps; has been stationed at Joint Base Lewis-McChord since January 2018; and has served for almost 20 years.

According to the statement, his personal awards include two Meritorious Service Medals, six Army Commendation Medals, 11 Army Achievement Medals, 13 Certificates of Achievement and one Meritorious Unit Commendation.

Upon receiving the 2019 I Corps inspector general NCO of the year award, Dehn noted that the essay component of the competition was a key part of being selected as the winner.

"The point of my essay was to show the importance of the inspector general and how they can improve readiness throughout the corps," Dehn said at the time . "My piece is looking out for soldiers."

-- Kelsey Baker is a graduate student at Northwestern's Medill School of Journalism, and a former active-duty Marine. Reach her on X at @KelsBBaker or [email protected] .

Related: Military Sexual Assaults Have Declined, Marking the First Significant Progress for Prevention Efforts in Years

Kelsey Baker

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Man Charged in Bronx Sexual Assault Partly Captured on Disturbing Video

The video shows him throwing a belt around a woman’s neck, pulling her to the ground and dragging her along.

By Hurubie Meko

The video captures a disturbing sequence: A woman can be seen walking along a sidewalk in the Bronx on an early May morning, when a man, his face covered, approaches from behind. He throws a looped belt around the woman’s neck and yanks her to the ground. She loses consciousness. He drags her in between two parked cars.

Then, police said, he sexually assaulted her.

The scenes captured on the video sowed fear among many residents of the South Bronx. On Saturday, the police said they had arrested a man — Kashaan Parks, 39, also of the Bronx — in connection with the assault.

Mr. Parks faces several charges, including rape, assault, strangulation, sex abuse and harassment. The police said Mr. Parks had been arrested two other times: Once in 2018 for domestic assault, and in 2013 for theft of service in the transit system. It was not immediately clear if there was any connection between Mr. Parks and the woman.

The incident took place around 5 a.m. on May 1 near the intersection of East 152nd Street and Third Avenue. The woman, who was not named, went to Lincoln Hospital in the South Bronx after the attack. She did not report the assault to the authorities, Joseph Kenny, the chief of detectives for the Police Department, told reporters at a briefing on Friday.

The police learned about the assault when they saw the footage caught on security cameras that was being shared online, Chief Kenny said.

Officers tried to determine where the video came from, he said. Then an officer from a Bronx precinct where the woman was assaulted realized they already knew where the victim was: in police custody for an unrelated minor offense, Chief Kenny said.

“She then fills us in and tells us ‘yes,’ she was the victim,” he said.

Police did not answer questions about any charges she might have faced in connection with the minor offense. But Chief Kenny said the woman was working with officers on the rape investigation.

It was not immediately clear if Mr. Parks had a lawyer.

There have been more than 500 rapes reported to the authorities this year in New York City through the beginning of May, according to police data — about the same number that were reported over the same period last year.

It is not unusual for survivors of sexual violence to not report assaults to the police, said Maureen Curtis, the vice president of criminal justice programs at Safe Horizon, a nonprofit that places domestic violence counselors in the city’s police precincts.

“Survivors may be reluctant to report to the police because they are worried that they will be blamed or judged by the police; that their family or friends may be upset that they are involving the police,” she said. “Or they may ask themselves if it is worth calling the police because they think that the case will not go anywhere, so why put themselves through that additional trauma?”

They might also feel they are putting themselves in danger of being attacked again, Ms. Curtis said.

New York City has had problems investigating sexual assaults: In 2022, the U.S. Department of Justice opened an investigation into the Police Department’s handling of sex crimes. The probe came after rape survivors and victim advocates had spent years criticizing the division’s practices.

That year, a series of sexual assaults across Manhattan by a single perpetrator brought even more scrutiny to the Police Department.

In recent years, the police have “made some progress" in their handling of such cases, said Jane Manning, a former city prosecutor who is now the director of the Women’s Equal Justice Project, a nonprofit that helps rape survivors across the country . She said it was great that police officers seemed to be treating the survivor of the May attack as a victim and prioritizing the investigation of her rape.

“It is an example of the difference that good and sensitive police work can make,” she said, adding: “But we still have a long way to go.”

Hurubie Meko is a Times reporter covering the New York Police Department and criminal justice in the New York region. More about Hurubie Meko