Abstract
Sexual harassment is currently one of the major issues experienced by workers in workplaces (Gutek, 2012). The purpose of this paper is to give a clear understanding of various aspects of sexual harassment as a problem its definition, Its characteristics and how workers can deal with it (Hersch, 2015). However, companies and organization are encouraged to come up with laws prohibiting sexual harassment, making employees aware of how they can file a sexual harassment claim and lastly they should make employees aware of sexual harassment
Introduction
The US equal opportunity employment commission (EEOC), defines sexual harassment at workplace as unwelcome conduct of sexual nature or sexual advances which affect the way an employee performs his work or ends up creating an offensive, hostile and intimidating working environment (Ishak, 2012). It ranges from a simple sexual joke, physical touching, or posting offensive materials. Sexual harassment in workplaces has become common, yet it has a substantial adverse effect on organizations, the person harassed, employees and the individual who is the harasser. Sometimes sexual Harassment in workplaces is not all about sex; the harasser usually tries to demonstrate power. Whenever an individual decides to use sexual behavior to control you, whether physical or behavioral that can be referred to as sexual harassment
In this paper, we will look at the definition of sexual harassment, its effects on both the organization, employees, and how the management can try and prevent sexual harassment at their workplaces.
Types of sexual harassment
Sexual harassment in workplaces is of two types; hostile work environment and quid pro quo. Quid pro quo type of sexual harassment occurs when an individual in higher authority may be a supervisor puts it as a demand that subordinates must learn to put up with sexual harassment for them to get or remain in their work positions. However, this might also be the condition for employees to be promoted or have a pay rise. A single instance of harassment is enough to sustain a quid pro quo claim while a pattern of such incidences is what comes to be referred to as a hostile work environment. When an employee is exposed to a hostile work environment he should seek legal actions if he feels s that the conduct was unwelcome, based on sex and enough to create an offensive or abusive working environment (Heather McLaughlin, 2012). The management can be held responsible for the quid pro quo type of harassment because it mainly entails supervisors and managerial employees. The negative impact of losing a job and benefits that come with it puts employees at a crossroad on whether to tolerate sexual harassment. This type of bullying creates an intimidating working environment typically for the employee. There are very many stressful issues that employees deal with in their workplaces. So management needs to ensure that they protect their employees from any form of sexual harassment. The stress of trying to get work done on time, trying to deal with each personality and attitude should not be compounded with sexual harassment
Causes of sexual harassment in workplaces
There are many reasons that lead to sexual harassment in workplaces. One of the primary reasons is the cultural values. Cultural values have a way it defines men and women. Women are considered inferior to men. Therefore, women have no self-confidence because of the perspective the society has on them. Where else, men are brought up to feel superior to women. This makes them view women as toys they can play with, and they usually take this notion in workplaces. Such views make men have the freedom to harass women in workplaces making them vulnerable sexually. Women are more susceptible to sexual harassment because they are usually given jobs in insecure positions, while also they lack power (By Kumar, 2015). Instead of fighting, the vice they typically prefer to reassign their job positions. Some women because they are usually not aware of whom to approach they usually keep quiet and suffer in silence. Sometimes sexual harassment is seen as a power game where men in top positions ask for sexual favors from their subordinates to give them some promotions. This is probably the most common form of sexual harassment. In some incidences, men feel stressed after giving their best to the organization; they merely get any recognition where else a woman who demonstrates some little efforts is gets to be recognized over them. Such men may result in sexual harassment. Women can also be to blame based on sexual harassment (Heather McLaughlin, 2012). Some of them think that every real woman must look sexy. They view sexuality as the only base of power for a woman. Such vices attract sexual harassment from men in workplaces. One of the reasons that make sexual harassment to be a hidden issue in any organization is because many companies want to safeguard their image.
Effects of sexual harassment in workplaces
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It affects emotional well-being of an individual
Sexual harassment can affect the mental and emotional welfare of an individual. It affects the self-esteem of an individual and how he relates to others. Sexual harassment causes stress and anxiety to the affected people.
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Physical Health
There is a close relationship between physical health and mental health. When a victim of sexual harassment undergo mental and emotional issues, this leads to illnesses such as high blood pressure, weakened the immune system, loss of appetite, headaches, sleep disturbances, and weight fluctuations (Ishak, 2012).
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Financial challenges
Due to health problem the affected person may start having economic challenges. Because of sexual harassment, an individual may lose or resign from his job leading to loss of wages. Others become exposed to a broader negative effect based on their career like some may lose their job references.
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Global consequences
Sexual harassment dramatically affects the productivity of a firm because it demotivates the people who get sexually harassed. It diverts the mind of the affected persons from their work, therefore, affecting productivity. Reduction in productivity of a firm greatly affects the productivity of a firm, therefore, the firm experiences slow growth (Heather McLaughlin, 2012) (Gutek, 2012). Sometimes the management should inquire about the private lives of their employees to protect them from sexual harassment. This issue also makes an organization to have negative publicity and exposure. It encourages absent seem and reduces employees morals, efficiency and productivity. Therefore this an issue that organizations must work hard to solve
Strategies to help and stop sexual harassment
Victims of sexual harassment have always tried to end it. Some of their efforts have proved fruitful while others have proved futile (Hersch, 2015). When it proves impossible for a victim to end sexual harassment, he should check on the policies that the company has laid down to address the issue (By Kumar, 2015). Such an individual is encouraged to document everything
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Personally inform the harasser that his actions are offensive.
This appears to be the most difficult thing for a victim of sexual harassment to do, but it is the most effective move in addressing sexual harassment. Sometimes even the harasser is not usually aware that his actions are offensive sometimes to him it may look like a just a mere joke. If the victim is unable to face the harasser, he should write a letter or an email telling him to stop the behavior. An individual can also choose to inform the supervisor of the issue
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Human resource and supervisors
If the harasser refuses to stop the harassment even after the victim informs him that his actions are inappropriate, one should take the complaints to the next level (Gutek, 2012). She should make sure that he /she follows the legal procedures that have been laid down by the company. If the victim does not get a good response, he/she should continue up to the next chain of command
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Write it down
It is imperative to follow a company’s procedure in solving the issue. This is because if the victim does not follow the company’s procedure, it is very likely for him to lose in court. So the victim must first settle the complaint within the company. The next thing an individual should do is to document it and put some files away from the workplace.
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Employers Retaliation is illegal
Employers are always encouraged to listen to all the employees who file complaints in an organization. Sometimes retaliation occurs, and this is the reason why an individual is encouraged to have a copy of his file (Ishak, 2012).
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Have a local attorney evaluate the harassment claim
If all the above does not bring a solution to the affected she should look for an attorney to help him assess his suit so that he can file his case in a court of law.
Resources managers can use to prevent sexual harassment
Managers can use various resources to stop sexual harassment at the workplace. Since this issue is considered as the most violating and intimidating form of violence, many countries came up with laws to help detect this problem. These laws protect every individual from sexual harassment ranging from women, employers to employees. The court also assists in addressing and preventing sexual harassment in workplaces by giving guidelines to employees.
It is critical for managers to be aware of their responsibilities. One of their principal duties is to provide secure and safe working environment for their subordinates. It must be free from any form of harassment and discrimination. Managers also need to know why women are always silent concerning sexual harassment because absences of any complain do not mean the absence of sexual harassment.
Finally, managers need to come up with an anti-sexual harassment policy. Every member of the organization needs to be made aware of this policy so that it will be sufficient enough to establish zero tolerance on sexual harassment (Akhtar,2013). They also need to develop a proper complain channel for everyone who might be a victim of sexual harassment
Conclusion
In conclusion, sexual harassment is a very negative issue in organizational culture. Anti-sexual harassment policy needs to be established to prevent this issue and provide a safe and secure working environment (By Kumar, 2015). Managers need to use policies, laws and complaint procedures against sexual harassment. It should be highly avoided or prevented to ensure continued growth of an organization. It should be noted that sexual harassment can occur in both white collar and blue collar jobs. Although workplace relationships are allowed in some companies, couples are always encouraged to maintain professionalism in the workplace (Akhtar,2013).
References
Akhtar, C. (March 2013). Sexual harassment at workplaces and educational institutions.A case study district Srinagar, Kashmir. International NGO Journal Vol. 8(3), pp. , pp. 54-60.
By Kumar, P. (2015). Sexual Harassment of Women at Work Place: A Study on Available Indian Laws. International Journal of Education and Management Studies, 1-30.
Gutek, B. A. (2012). Understanding sexual harassment at work. Symposium on women and the law, 1-25.
Heather McLaughlin, C. U. (2012). Sexual Harassment, Workplace authority and paradox of power. American Sociological Review, 1-23.
Hersch, J. (2015). Sexual harassment in the workplace. IZA WORLD OF LABOUR, 1-10.
Ishak, F. H. (2012). (Sexual harassment: A predictor of job satisfaction and work stress among women employees, 2012). International Congress on Interdisciplinary Business and Social Science, 1-8.
