Sexual Harassment

What is sexual Harassment?

When one hears the term sexual harassment, it is automatically linked to unwanted sexual favors when in most situations, this is not the case. There can be many different types of what we have generalized as “sexual harassment” in the work place. For example, just making comments or giving any unwanted attention that can make the other person uncomfortable can be classified as sexual harassment. According to the textbook, the thirteenth edition of Human Resource Management, sexual harassment is defined as, “actions that are sexually directed, are unwanted, and subject the worker to adverse employment conditions or create a hostile work environment” (Mathis and Jackson 83).

Example

“An English factory worker suffered for two years while a colleague exposed himself to her, placed pornographic material in her workspace, and pressed himself against her, simulating sex. She strapped a tape recorder to her bra to collect evidence of the harassment before lodging a formal complaint. Fortunately for the victim, United Kingdom law prohibits sexual harassment. A labor tribunal awarded the victim monetary compensation, recommended that her employer transfer the harasser to another location, and urged the employer to implement a company policy that explicitly prohibiting sexual harassment. The victim is only one of the millions of women who endure sexual harassment in European Community workplaces.” (Carter)

Types of Sexual Harassment

There are two main types of sexual harassment and they are quid pro quo and hostile environment. Quid pro quo is defined as, “harassment in which employment outcomes are linked to the individual granting sexual favors” (Mathis and Jackson 88). An example of quid pro quo would be that the potential employee will only get the job if they grant the manager’s request for a sexual favor or only giving them a promotion if they do the sexual favor. Hostile environment is, “harassment exists when an individual’s performance or psychological well-being is unreasonably affected by intimidating or offensive working conditions” (Mathis and Jackson 88). An example of hostile environment would be inappropriately commenting on the way that an employee is dressed or suggesting they should date outside of work.

Potential Sexual Harassers

A sexual harasser can literally be anyone that works for the company, inside or outside of the organization. They can be male or female. Although this person is always thought of as male, there have been cases where female employees were harassing male employees. Though it is not as common, it can still happen and should still be taken just as seriously and in the same manner. In an article titled Sexual Harassment, Workplace Authority, and the Paradox of Power, it is stated that, “Power is at the core of feminist theories of sexual harassment, although it has rarely been measured in terms of workplace authority. Popular characterizations portray male supervisors harassing female subordinates, but power-threat theories suggest that women in authority may be more frequent targets” (McLaughlin, Uggen, and Blackstone).

Potential sexual harassers could be any of the following:

• Managers or supervisors 
• Employees or co-workers
•  Suppliers and vendors 
• Customers
• Past employees

Causes of Sexual Harassment

According to www.westerncape.gov, there are six common causes of sexual harassment. They are socialization, power games, moral values, divorce and cultural differences, credibility and victim-blaming, aggressiveness or bravado, and lack of company policy. They are explained in more detail below. 

Socialization

“The way in which men and women were brought up to see themselves and others strongly influences their behavior.” ("Western Cape Government ")

Power games

“Some men feel threatened by the career advancement of women and people of colour, or are uncomfortable with women's newfound independence and assertiveness at home and / or at work.” ("Western Cape Government ")

Moral values, divorce and cultural differences

“In times of moral laxity, when extramarital affairs and "one-night stands" are broadly accepted, when some people equate monogamy with monotony, it is relatively easy for people to indulge in office flirtations, whether one-sided or mutual.” ("Western Cape Government ")

“The prevalence of marital stress and divorce in our society means that some men and women come to work in a state of emotional distress that could make them vulnerable to sexual harassment.” ("Western Cape Government ")

“Some confusion results from cultural differences about what is, or isn't, acceptable in our rapidly-changing society. For example, when action was taken against sexual harassment at the University of Cape Town, black male students claimed it was their cultural and traditional right to act in that way.” ("Western Cape Government ")

Credibility and victim-blaming

“The credibility of the victim is often called into question, as it is usually her word against that of the harasser/s.” ("Western Cape Government ")

Aggressiveness or bravado

“Men in groups often behave differently from how they would as individuals. This can explain some of the "gang harassment" that occurs when a woman enters a plant or walks past a group of workers at lunch; after a few drinks at an office party; or when a group of colleagues attend a conference. Alone, those men would probably be ‘harmless’, or less bold.” ("Western Cape Government ")

Lack of company policy

“Women often resign rather than complain, since they do not know where to go, or if they do complain, it is either treated as a joke, or no action is taken by management.” ("Western Cape Government ")

Preventing Sexual Harassment

Employees that have become victims of sexual harassment are protected under equal employment laws. Sexual harassment can be a massive liability for an organization. A company needs to have a strict no-harassment policy and enforce it to their employees. I’m not saying that it is never going to happen because it will, it most cases multiple times. But, just having guidelines can help to prevent it and show the workers that it is not tolerated. If it does happen, the company needs to be prepared to take the appropriate steps in dealing with it. Ignoring it will solve nothing; it will just give them a bad reputation and more problems down the road. An employer should train its employees on sexual harassment topics just like they would anything else; it is just as important. 

Dealing with Sexual Harassment

Every incident of sexual harassment should be taken seriously and looked into. Even if the claim turns out to be false, an employer should want its workers to know that they are safe and protected.

References

Mathis , Robert L. , and John H. Jackson . Human Resource Management . 13th ed. . Mason : South-Western Cengage Learning , 2011. Print.

"Western Cape Government ." Sexual Harassment: Causes, Consequences, and Cures . N.p.. Web. 27 Nov 2013. <http://www.westerncape.gov.za/general-publication/sexual-harassment-causes-consequences-and-cures>.

McLaughlin, Heather , Christopher Uggen , and Christopher Blackstone . "Sexual Harassment, Workplace Authority ,and the Paradox of Power ." American Sociological Review . (2012): n. page. Web. 27 Nov. 2013. <http://asr.sagepub.com/content/77/4/625.full.pdf html>.

Carter , Victoria A. . "Working on Dignity: EC Initiatives on Sexual Harrassment in the Workplace."Northwestern Journal of International Law & Business. 12.3 (1992): n. page. Print.