Sexual Harassment in Global Human Resource Management

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“Sexual Harassment has been pointed out as the most increasing, widespread problem faced by women in the workforce (Kadue & Lindeman, 1997).” Therefore, I will write to you about what sexual harassment is and what constitutes it, where the United States and other countries stand on this issue (the global view), types of sexual harassment, how to identify it, major problems related to sexual harassment, disciplinary actions the offender may face, and affects sexual harassment may have on the victim.

Sexual Harassment is defined as unwelcome sexual advances, requests for sexual favors or other verbal or physical conduct that is of a sexual nature. “Women bring about 85 percent of all sexual harassment charges (Scarborough & Zimmerer, 2006).” “A recent study found that retaliation claims occur in 47 percent of sexual harassment cases (Scarborough & Zimmerer, 2006).” Following are a few items that constitute sexual harassment: submitting to or rejecting conduct is an explicit or implicit term or condition of employment; submitting to or rejecting the conduct is a basis for employment decisions affecting the individual; the conduct unreasonably interferes with an individuals work performance or creates an intimidating, hostile or offensive working environment (Fisher, Schoenfeldt, Shaw, 1999). In the past, the things that constituted sexual harassment were very vague. Due to this, when attorneys were in pursuit of their evidence, they had to be very aggressive.

“The behaviors associated with sexual harassment include threats or coercion which are linked to tangible job benefits and/ or those which involve unwanted gestures, unwanted touching or physical contact (Backstrom & McDonald, 2008).”

Looking at sexual harassment globally, cultures differ in the type of behavior that is acceptable between the sexes and there seems to be considerable possibility of misunderstanding when employees of diverse cultures and genders meet in the workplace (Hardman,...
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