Mgmt311 Sexual Harassment In The Workplace Paper
Sexual Harassment
Human Resource Management
MGMT 3111-291
Caskia Czworkowski
Dr. Kraft
July 3, 2015
Introduction Sexual harassment is a terrible occurrence that, unfortunately, happens everyday, nationwide. Some people are very aware that sexual harassment occurs in the workplace while others are not. It is important that people are prepared for any type of sexual harassment that may occur while they are at work or at home. Human Resource managers must address sexual harassment more frequently in organizations because it is not reported by employees as often as it should be. “Sexual harassment is generally described as unwanted and unsolicited physical advances and conduct of a sexual nature, such as touching, rubbing and groping, …show more content…
and sexual, demeaning, degrading and/or offensive comments and activity that may or may not carry the implication that the individual being subjected to these advances may suffer job-related or school-related retribution if she/he rejects them.” (HG.org) Any act of sexual harassment violates the Title VII of the Civil Rights Act of 1964. Sexual harassment can occur in many different ways. Some cases may have a man sexually harassing a woman, a woman sexually harassing a man, a woman sexually harassing another woman, or a man sexually harassing another man. Any which way still counts the same as the other and that is another thing that I feel people don’t realize. Just because the victim isn’t of the opposite sex, as the harasser doesn’t mean that it isn’t still considered sexual harassment. Not only is the one being harassed a victim, but so is anyone else who is affected in any way by the situation. “The harasser can be the victim 's supervisor, an agent of the employer, a supervisor in another area, a co-worker, or a non-employee.” (eeoc.gov)
The issue of sexual harassment is that it is not being reported. Sexual harassment isn’t just a recent public occurrence. This issue actually traces back for centuries mainly starting with African-American slavery. The African- American women were the main targets. Their superiors, the Americans, would sexually harass the enslaved women who would then also be referred to as sex-slaves. It was not really until the late nineteenth century that sexual harassment was seriously brought to the courtroom. The Title VII of the Civil Rights Act of 1964 was heavily used to defend women in the predicament of sexual harassment. Since then, incidents of sexual harassment have seemingly been taken somewhat lightly throughout the workplace. The main problem is that sexual harassment cannot be prevented at times. Since you never know when an act of sexual harassment may occur, it is important that all employees are aware of the precautions to take in a situation of sexual harassment. A major issue is employees failing to report an incident. Some people feel as if it is none of their business to bring up such a situation. However, if an act of sexual harassment isn’t reported in the workplace to a supervisor or someone of a higher power, then the chances are it will continue. There are many ways to help prevent sexual harassment and that starts with reporting it. If a situation occurs, you should report it whether or not you are the victim or a witness. Some employees do not feel comfortable confronting someone about the situation and that is also a major problem. There are many different levels of sexual harassment as well. Some acts of sexual harassment are physical, verbal, emotional, written or mental. All members of a workforce should be reassured that reporting an act of sexual harassment is the number one action to take.
This is important in organizations because employees should feel comfortable in their own work environment. Sexual harassment is a very important issue in organizations. Businesses seem to forget that an act of sexual harassment in their workplace would potentially damage the businesses reputation and could also cost them big money if the situation goes public. Sexual harassment within an organization or business can create an extremely hostile and uncomfortable environment. This could lead other employees to no longer want to be apart of the company and they could potentially leave the business. After being a victim of sexual harassment more than one time myself, I obviously think it should be taken much more seriously in every aspect of a business and in every organization across not only the United States, but also the world. In my first experience of sexual harassment, I had not truly understood what sexual harassment even was. If someone were to bring up the term, I would think of something much more serious. In my case however, it started with simple comments from my boss who I will not name. He would make very straightforward and inappropriate compliments about my outfits or how I looked for the day, which made me feel very violated. Feeling violated is a huge red flag when it comes to classifying sexual harassment. I unfortunately didn’t realize that at the time it was happening and continued to put up with it. I did not mention it to anyone and my coworkers laughed and played it off like it was no big deal. I am assuming that is why I also shrugged it off. I figured if my coworkers thought nothing of it, then why should I? That was a big no-no. I then starting dreading going to work every morning because I didn’t want to feel uncomfortable in a small space where I knew I would be for a few hours. I didn’t want to cause any problems when it came down to asking myself if I should speak up or not. I had previously asked my boss to knock it off with the comments and jokes but he didn’t take me seriously. I figured maybe my best option would be to seek out another job and put in my two weeks notice at the workplace where I was being sexually harassed. I eventually quit and after I started at my new job my mother realized I seemed to be a lot happier. This led me to telling her about my experiences at my old job. She immediately asked me why I hadn’t mentioned it to her or anyone else beforehand. She explained to me that speaking up to other people about being a victim of sexual harassment is the only way to start to prevent it from happening again and to anyone else. I eventually wrote a letter to my old boss explaining to him the real reason why I quit and to be more sensitive to people, especially his employees. His reputation could have been ruined if I would have gone around town telling everyone how he treated me. I could only hope that he changed his ways and treats all of his employees with equal respect. Experiences like the one I had mentioned, can truly affect an employees performance at work. Not only that, it can also damage a person emotionally. I don’t think I will ever forget how I was treated there and the uncomfortable feeling I got every time I set foot in the doorway. Human resource managers need to address these situations before an employee begins their job. They should reassure all of the employees that if they experience or witness any type of sexual harassment at work, they should report it immediately in order to stop the situation from escalading.
How managers are addressing sexual harassment: Currently, I have noticed managers seem to be more open about the topic, which I definitely believe makes employees feel more comfortable to talk about it if a situation of sexual harassment occurs. If victims of sexual harassment do not feel comfortable enough to speak up and be heard by someone, they tend to blame themselves for whatever happens to them which is an absolute shame. I immediately would get symptoms such as stomach pains or headaches when I would enter my old workplace and I didn’t realize that situations such as mine could initially lead to depression or other emotional issues. One of the first things I would do as a Human Resource manager would be to make sure my employees know that if they were ever to encounter a situation of sexual harassment, whether it is major or minor, that they could come to me with their issue and we would try our best to put a stop to it as quickly as possible. “A key factor in that emotional storm is confusion, both for would-be harassers and their potential targets. No one’s sure where the boundaries lie anymore”(Krotz). Since it is not required for employees to report/file an incident/claim of sexual harassment, “it’s critical that your organization establish a reporting procedure for complaints of sexual harassment, generally as part of a broader anti-harassment policy.” (Messmer) It is very important for a Human Resource manager to document, in as much detail as possible, every aspect of a situation where sexual harassment is occurring. Although it may be a lot of paperwork, it will be worth having in the end in order to use for their defense. According to Paul Lopez, who directs the labor and employment practice at Tripp Scott law firm in Fort Lauderdale, “If it goes to a jury trial, the average award to a plaintiff in a sexual harassment suit is $225,000 to $275,000.” That is a very large amount of money that a company could lose due to one occurrence of sexual harassment. Conclusion In conclusion, sexual harassment has so many negative effects on the victims, businesses, and even the harassers. It is an issue that should be taken very seriously and should also be closely monitored in every workforce. A formal written policy should be written and put in place for every company and small business across the United States. Managers and employees should never ignore complaints from coworkers about being sexually harassed. All employees should be aware of their surroundings every single day. If you happen to hear gossip that may result in violence, take it up with a supervisor or manager so that they can try and help resolve the situation. Speaking up about sexual harassment in the workplace is the most important thing one can do in order to prevent a situation from escalading; therefore they should make every effort to bring it to a halt. Human Resource managers should ask themselves the following questions in order to assure themselves and employees that they are taking enough precautions to prevent incidents like these from happening in the future.
1. Does the company have a written policy about sexual harassment and other unacceptable behavior in the workplace?
2. What can I do to prevent violence in the workplace?
3. Are fellow employees willing to take precautions to prevent sexual harassment in the workplace?
4. Do employees feel as if they can freely take additional precautions in such a situation?
If some type of sexual harassment occurs, a proper investigation should be held in order to obtain all the background information needed to show what exactly had taken place.
Companies should absolutely establish a zero-tolerance policy for sexual harassment within the workplace. By implementing comprehensive policies to protect workplace safety and to avoid scenarios of sexual harassment, employers will significantly reduce the risk that their office will be the site of sexual harassment.
Bibliography
Barreiro, S. (n.d.). Preventing Sexual Harassment in the Workplace | Nolo.com. Retrieved July 1, 2015, from http://www.nolo.com/legal-encyclopedia/preventing-sexual-harassment-workplace-29851.html
Facts About Sexual Harassment. (n.d.). Retrieved June 27, 2015, from http://www.eeoc.gov/eeoc/publications/fs-sex.cfm
How to Deal Sexual Harassment Claims from Your Employees. (n.d.). Retrieved June 29, 2015, from http://www.dummies.com/how-to/content/how-to-deal-sexual-harassment-claims-from-your-emp.html
Krotz, J. L. (2011, March 4). How to Handle Sexual Harassment in the Workplace. Retrieved June 30, 2015, from http://smallbusiness.foxbusiness.com/biz-on-main/2011/03/04/handle-sexual-harassment-workplace/
Sexual Harassment Law. (n.d.). Retrieved June 28, 2015, from
http://www.hg.org/sexual-harassment-law.html
Human Resource Management
MGMT 3111-291
Caskia Czworkowski
Dr. Kraft
July 3, 2015
Introduction Sexual harassment is a terrible occurrence that, unfortunately, happens everyday, nationwide. Some people are very aware that sexual harassment occurs in the workplace while others are not. It is important that people are prepared for any type of sexual harassment that may occur while they are at work or at home. Human Resource managers must address sexual harassment more frequently in organizations because it is not reported by employees as often as it should be. “Sexual harassment is generally described as unwanted and unsolicited physical advances and conduct of a sexual nature, such as touching, rubbing and groping, …show more content…
and sexual, demeaning, degrading and/or offensive comments and activity that may or may not carry the implication that the individual being subjected to these advances may suffer job-related or school-related retribution if she/he rejects them.” (HG.org) Any act of sexual harassment violates the Title VII of the Civil Rights Act of 1964. Sexual harassment can occur in many different ways. Some cases may have a man sexually harassing a woman, a woman sexually harassing a man, a woman sexually harassing another woman, or a man sexually harassing another man. Any which way still counts the same as the other and that is another thing that I feel people don’t realize. Just because the victim isn’t of the opposite sex, as the harasser doesn’t mean that it isn’t still considered sexual harassment. Not only is the one being harassed a victim, but so is anyone else who is affected in any way by the situation. “The harasser can be the victim 's supervisor, an agent of the employer, a supervisor in another area, a co-worker, or a non-employee.” (eeoc.gov)
The issue of sexual harassment is that it is not being reported. Sexual harassment isn’t just a recent public occurrence. This issue actually traces back for centuries mainly starting with African-American slavery. The African- American women were the main targets. Their superiors, the Americans, would sexually harass the enslaved women who would then also be referred to as sex-slaves. It was not really until the late nineteenth century that sexual harassment was seriously brought to the courtroom. The Title VII of the Civil Rights Act of 1964 was heavily used to defend women in the predicament of sexual harassment. Since then, incidents of sexual harassment have seemingly been taken somewhat lightly throughout the workplace. The main problem is that sexual harassment cannot be prevented at times. Since you never know when an act of sexual harassment may occur, it is important that all employees are aware of the precautions to take in a situation of sexual harassment. A major issue is employees failing to report an incident. Some people feel as if it is none of their business to bring up such a situation. However, if an act of sexual harassment isn’t reported in the workplace to a supervisor or someone of a higher power, then the chances are it will continue. There are many ways to help prevent sexual harassment and that starts with reporting it. If a situation occurs, you should report it whether or not you are the victim or a witness. Some employees do not feel comfortable confronting someone about the situation and that is also a major problem. There are many different levels of sexual harassment as well. Some acts of sexual harassment are physical, verbal, emotional, written or mental. All members of a workforce should be reassured that reporting an act of sexual harassment is the number one action to take.
This is important in organizations because employees should feel comfortable in their own work environment. Sexual harassment is a very important issue in organizations. Businesses seem to forget that an act of sexual harassment in their workplace would potentially damage the businesses reputation and could also cost them big money if the situation goes public. Sexual harassment within an organization or business can create an extremely hostile and uncomfortable environment. This could lead other employees to no longer want to be apart of the company and they could potentially leave the business. After being a victim of sexual harassment more than one time myself, I obviously think it should be taken much more seriously in every aspect of a business and in every organization across not only the United States, but also the world. In my first experience of sexual harassment, I had not truly understood what sexual harassment even was. If someone were to bring up the term, I would think of something much more serious. In my case however, it started with simple comments from my boss who I will not name. He would make very straightforward and inappropriate compliments about my outfits or how I looked for the day, which made me feel very violated. Feeling violated is a huge red flag when it comes to classifying sexual harassment. I unfortunately didn’t realize that at the time it was happening and continued to put up with it. I did not mention it to anyone and my coworkers laughed and played it off like it was no big deal. I am assuming that is why I also shrugged it off. I figured if my coworkers thought nothing of it, then why should I? That was a big no-no. I then starting dreading going to work every morning because I didn’t want to feel uncomfortable in a small space where I knew I would be for a few hours. I didn’t want to cause any problems when it came down to asking myself if I should speak up or not. I had previously asked my boss to knock it off with the comments and jokes but he didn’t take me seriously. I figured maybe my best option would be to seek out another job and put in my two weeks notice at the workplace where I was being sexually harassed. I eventually quit and after I started at my new job my mother realized I seemed to be a lot happier. This led me to telling her about my experiences at my old job. She immediately asked me why I hadn’t mentioned it to her or anyone else beforehand. She explained to me that speaking up to other people about being a victim of sexual harassment is the only way to start to prevent it from happening again and to anyone else. I eventually wrote a letter to my old boss explaining to him the real reason why I quit and to be more sensitive to people, especially his employees. His reputation could have been ruined if I would have gone around town telling everyone how he treated me. I could only hope that he changed his ways and treats all of his employees with equal respect. Experiences like the one I had mentioned, can truly affect an employees performance at work. Not only that, it can also damage a person emotionally. I don’t think I will ever forget how I was treated there and the uncomfortable feeling I got every time I set foot in the doorway. Human resource managers need to address these situations before an employee begins their job. They should reassure all of the employees that if they experience or witness any type of sexual harassment at work, they should report it immediately in order to stop the situation from escalading.
How managers are addressing sexual harassment: Currently, I have noticed managers seem to be more open about the topic, which I definitely believe makes employees feel more comfortable to talk about it if a situation of sexual harassment occurs. If victims of sexual harassment do not feel comfortable enough to speak up and be heard by someone, they tend to blame themselves for whatever happens to them which is an absolute shame. I immediately would get symptoms such as stomach pains or headaches when I would enter my old workplace and I didn’t realize that situations such as mine could initially lead to depression or other emotional issues. One of the first things I would do as a Human Resource manager would be to make sure my employees know that if they were ever to encounter a situation of sexual harassment, whether it is major or minor, that they could come to me with their issue and we would try our best to put a stop to it as quickly as possible. “A key factor in that emotional storm is confusion, both for would-be harassers and their potential targets. No one’s sure where the boundaries lie anymore”(Krotz). Since it is not required for employees to report/file an incident/claim of sexual harassment, “it’s critical that your organization establish a reporting procedure for complaints of sexual harassment, generally as part of a broader anti-harassment policy.” (Messmer) It is very important for a Human Resource manager to document, in as much detail as possible, every aspect of a situation where sexual harassment is occurring. Although it may be a lot of paperwork, it will be worth having in the end in order to use for their defense. According to Paul Lopez, who directs the labor and employment practice at Tripp Scott law firm in Fort Lauderdale, “If it goes to a jury trial, the average award to a plaintiff in a sexual harassment suit is $225,000 to $275,000.” That is a very large amount of money that a company could lose due to one occurrence of sexual harassment. Conclusion In conclusion, sexual harassment has so many negative effects on the victims, businesses, and even the harassers. It is an issue that should be taken very seriously and should also be closely monitored in every workforce. A formal written policy should be written and put in place for every company and small business across the United States. Managers and employees should never ignore complaints from coworkers about being sexually harassed. All employees should be aware of their surroundings every single day. If you happen to hear gossip that may result in violence, take it up with a supervisor or manager so that they can try and help resolve the situation. Speaking up about sexual harassment in the workplace is the most important thing one can do in order to prevent a situation from escalading; therefore they should make every effort to bring it to a halt. Human Resource managers should ask themselves the following questions in order to assure themselves and employees that they are taking enough precautions to prevent incidents like these from happening in the future.
1. Does the company have a written policy about sexual harassment and other unacceptable behavior in the workplace?
2. What can I do to prevent violence in the workplace?
3. Are fellow employees willing to take precautions to prevent sexual harassment in the workplace?
4. Do employees feel as if they can freely take additional precautions in such a situation?
If some type of sexual harassment occurs, a proper investigation should be held in order to obtain all the background information needed to show what exactly had taken place.
Companies should absolutely establish a zero-tolerance policy for sexual harassment within the workplace. By implementing comprehensive policies to protect workplace safety and to avoid scenarios of sexual harassment, employers will significantly reduce the risk that their office will be the site of sexual harassment.
Bibliography
Barreiro, S. (n.d.). Preventing Sexual Harassment in the Workplace | Nolo.com. Retrieved July 1, 2015, from http://www.nolo.com/legal-encyclopedia/preventing-sexual-harassment-workplace-29851.html
Facts About Sexual Harassment. (n.d.). Retrieved June 27, 2015, from http://www.eeoc.gov/eeoc/publications/fs-sex.cfm
How to Deal Sexual Harassment Claims from Your Employees. (n.d.). Retrieved June 29, 2015, from http://www.dummies.com/how-to/content/how-to-deal-sexual-harassment-claims-from-your-emp.html
Krotz, J. L. (2011, March 4). How to Handle Sexual Harassment in the Workplace. Retrieved June 30, 2015, from http://smallbusiness.foxbusiness.com/biz-on-main/2011/03/04/handle-sexual-harassment-workplace/
Sexual Harassment Law. (n.d.). Retrieved June 28, 2015, from
http://www.hg.org/sexual-harassment-law.html