sexual harassment
What is Sexual Harassment?
In 1978, the Equal Employment Opportunity Commission (EEOC) gave the guidelines defining sexual harassment and setting out what, in its view, was prohibited by the law. In their current form, the guidelines state: Unwelcome sexual advances, requests for sexual favors and other verbal or physical contact of a sexual nature constitute when
1. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment,
2. Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting the individual, or
3. Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.
Both males and females are victims of sexual harassment. But generally it is the females who are most frequent subjects of sexual harassment.
Types of Sexual Harassment
Sexual harassment can take a variety of forms. It includes both physical violence and more subtle forms of violence such as coercion or the creation of a hostile work environment. A hostile work environment includes situations, for example, when the victim is not appointed to important committees, does not receive information about training opportunities or is not considered for promotion because of family responsibilities. This type of sexual harassment is difficult to document but still can significantly affect women's work and career paths.
2 different forms of sexual harassment:
(1) quid pro quo, and
(2) hostile work environment
Quid pro quo is Latin for “this for that” or “something for something” and refers to an exchange. In this case, the exchange is between employees, where one provides sexual favors in exchange for something else, such as favorable treatment in work assignments, pay or promotion. Quid pro quo sexual harassment occurs when employment decisions and conditions
In 1978, the Equal Employment Opportunity Commission (EEOC) gave the guidelines defining sexual harassment and setting out what, in its view, was prohibited by the law. In their current form, the guidelines state: Unwelcome sexual advances, requests for sexual favors and other verbal or physical contact of a sexual nature constitute when
1. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment,
2. Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting the individual, or
3. Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.
Both males and females are victims of sexual harassment. But generally it is the females who are most frequent subjects of sexual harassment.
Types of Sexual Harassment
Sexual harassment can take a variety of forms. It includes both physical violence and more subtle forms of violence such as coercion or the creation of a hostile work environment. A hostile work environment includes situations, for example, when the victim is not appointed to important committees, does not receive information about training opportunities or is not considered for promotion because of family responsibilities. This type of sexual harassment is difficult to document but still can significantly affect women's work and career paths.
2 different forms of sexual harassment:
(1) quid pro quo, and
(2) hostile work environment
Quid pro quo is Latin for “this for that” or “something for something” and refers to an exchange. In this case, the exchange is between employees, where one provides sexual favors in exchange for something else, such as favorable treatment in work assignments, pay or promotion. Quid pro quo sexual harassment occurs when employment decisions and conditions